Office of Diversity and Inclusion Annual Report 2021–2022: Building Capacity to Advance Diversity, Equity, and Inclusion (2022)

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ODI ANNUAL REPORT: BUILDING CAPACITY TO ADVANCE DIVERSITY, EQUITY, AND INCLUSION 2021–2022 

TABLE OF CONTENTS 3 From the Chief Diversity and Inclusion Officer 10 DEI Organization Structure 4 About the Office of Diversity and Inclusion 11 Fostering a Culture of DEI at the National Academies 5 History of DEI at the National Academies 14 DEI Council 6 Our Workforce at a Glance 15 DEI Program Advisory Committee 7 Developing a Shared Understanding of DEI 15 Programmatic Highlights 7 Developing a DEI Strategy 16 Programmatic Highlights 8 DEI Strategy: Implementation of Six Pillars 17 Looking Ahead 9 DEI Milestones, 2021–2022 

FROM THE CHIEF DIVERSITY AND With great enthusiasm I share our first annual report of the Diversity, equity, and inclusion is everyone’s responsibility. To INCLUSION OFFICER Office of Diversity and Inclusion (ODI). While the ODI is new, achieve a culture that prioritizes and values diversity, equity, the National Academies have been on a journey to advance and inclusion, we must build capacity throughout the entire diversity, equity, and inclusion (DEI) for many years. Numerous organization by examining our own policies through a DEI lens, staff, volunteers, and members of our three academies have enhancing these policies and promoting best practices, and been champions of DEI in our policies, practices, and products, empowering staff with the tools and resources needed to play and their work has laid the foundation for the ODI’s mission. their part. This critical work is situated in an ever-changing social, This annual report highlights the milestones, projects, and environmental, and technological climate. In 2020, we activities achieved in partnership with our colleagues and experienced the COVID-19 pandemic as a global crisis that stakeholders for 2021-2022 and outlines goals for the year cast light on glaring and entrenched disparities in the United to come. Now that we have a DEI infrastructure in place, we States. Scientific innovation continues to be at the forefront of can turn toward shifting behaviors and attitudes, reviewing finding promising solutions. The National Academies mission— and revising policies, applying DEI to our program work, to provide independent, objective analysis and advice to and building a network of change makers among our staff, solve complex problems and inform public policy decisions—is volunteers, and members. imperative, now more than ever. The principles and values of DEI need to be at the center of our programs, institutional policies, and products to ensure that we drive impact in an inclusive and equitable way. — LAURA CASTILLO-PAGE, PhD Chief Diversity and Inclusion Officer ODI Annual Report 2021–2022 3 

ABOUT THE OFFICE OF DIVERSITY AND The Office of Diversity and Inclusion was established in June Andrea F. Parker INCLUSION 2021 with the appointment of the inaugural Chief Diversity Executive Assistant and Office Coordinator and Inclusion Officer, Laura Castillo-Page. The ODI supports diversity, equity, and inclusion efforts across the entire Laura organization, including advancing initiatives that create a sense Castillo-Page Yamrot Negussie Chief Diversity and of inclusion and belonging; applying a DEI lens to NASEM Inclusion Officer DEI Program Manager programs; enhancing policies, procedures, and practices to Office of diversify academy members, volunteers, contractors, and Diversity and local partnerships; and working with the Office of Human Inclusion (ODI) Resources to examine and refine our procedures for hiring and career advancement as well as develop education and training opportunities for staff. Zach Thomas Jessica Wolfman The mission of the ODI is to foster a culture that values Director of Workforce DEI DEI Research Aide diversity, equity, and inclusion within the organization and across the STEMM fields through inclusive practices and evidence-based DEI strategies—a culture that will strengthen Figure 1. Office of Diversity and Inclusion team structure and staffing. the National Academies’ ability to meet its mission of providing independent, objective analysis and advice to inform public policy decisions and help solve some of society’s most complex problems. ODI Annual Report 2021–2022 4 

HISTORY OF DEI AT THE NATIONAL The National Academies have been engaged in diversity, The NRC Strategic Plan Co-champions for DEI served as ACADEMIES equity, and inclusion work for many years. In early 2018, in resources for staff and as conduits to other institutional DEI response to a challenge raised by the Hispanic Association of efforts in 2021. They ensured that input was shared and Colleges and Universities, staff began a grassroots initiative relevant DEI unit teams were consulted, so that good ideas entailing a series of conversations and working groups to were advanced and efforts worked synergistically until a Chief explore what the institution can do to address issues of Diversity and Inclusion Officer was appointed. diversity and inclusion with regard to volunteers. More than 100 individuals at all levels volunteered their time to the In 2021, a group of DEI liaisons from each academy and effort. The group developed a list of suggested actions for the program division advised program staff on the design and organization, which included the establishment of an Office of planning of a national summit, Addressing DEI and Anti- Diversity and Inclusion. Racism in 21st Century STEMM Organizations. These liaisons also served as internal advisers for the first NASEM Expert Established in April 2019, the Workgroup on NRC Volunteer Exchange on Advancing DEI and Anti-Racism in STEMM, Diversity and Inclusion, comprised of various staff from to provide guidance on how to build capacity for DEI and a NASEM program activities and the three academies, developed programmatic portfolio of work on DEI and anti-racism. strategies to improve the diversity of volunteer experts engaged in NRC activities. They convened regularly and Finally, various offices and program units took initiative over developed internal DEI resources on recruiting and working the years to develop tailored resources with DEI guidance for with diverse volunteers. their staff and volunteers. Some units even established and convened their own local DEI committee to draft action plans The 2019 Christine Mirzayan Science and Technology Policy to address DEI issues in their day-to-day work. Graduate Fellows’ Working Group on Diversity, Inclusivity, and Accessibility developed an internal proposal with inclusion The ODI acknowledges and honors the work of the many staff, and accessibility recommendations, guidance on language and volunteers, and members who dedicated their time to lay the accommodations, and resources for event planning including foundation for DEI work at the National Academies. Many of accessibility maps. the milestones and activities outlined in this report build on those efforts. We thank these individuals and groups for their commitment to DEI, and we look forward to collaborating with them as we move forward. ODI Annual Report 2021–2022 5 

OUR WORKFORCE AT A GLANCE Collectively the charts below display a snapshot of the current data collection processes, we plan to identify current baseline data available on the National Academies’ workforce. The 1 metrics and establish benchmarks to track progress toward organization is undertaking a new data initiative to expand our DEI goals, in addition to sharing data trends in the spirit of and align the demographic categories collected for staff, transparency and accountability. volunteers, and academy members. With newly more-robust American Indian Academies or Alaska Nave Asian & NRCEO 0.4% 9.8% 17% Black or African American 19.2% Program Hispanic or Lano 53% 5.3% White Operaons 59.8% Nave Hawaiian 30% or Other Pacific Islander 0.3% Two or More Races Not indicated 1.9% 3.2% Figure 2. NASEM staff by functional area. Figure 3. NASEM staff by race and ethnicity. 70+ years 5% 20–30 years 60–70 years 14% 14% Male 34% 30–40 years 50–60 years 24% 21% Female 66% 40–50 years 22% Figure 4. NASEM staff by age group. Figure 5. NASEM staff by gender.* These data provide a snapshot of the NASEM workforce as of June 30, 2022. 1 *The gender categories reflect the available data in the NASEM Human Resources database. Gender and gender identity categories will be expanded to be more inclusive of other gender identity groups under the new demographic data initiatives. ODI Annual Report 2021–2022 6 

DEVELOPING A SHARED DIVERSITY is defined as the broad spectrum of experiences, information, the capacity to influence accepted institutional UNDERSTANDING cultures, and physical attributes within a community, including, norms and behaviors, the security in the organization to fully but not limited to, race or ancestry, national origin, religion, express inherent skills and talent, and the ability to exercise OF DEI age, ability, gender, gender identity or expression, sexual one’s own informal or formal power. orientation, socioeconomic status, and perspective. EQUITY is the absence of barriers, biases, and obstacles that INCLUSION is a culture comprising a framework that impede equal access, fair treatment, and opportunity for allows an individual to effectively engage and thrive in contribution by all members of a community. a community. The framework includes social policies and processes that provide access to opportunities and (National Research Council Strategic Plan, 2021) DEVELOPING A DEI STRATEGY DEMONSTRATING COMMITMENT TO DEI: PROCESS FOR DEVELOPING NECESSARY COMPONENTS AN ORGANIZATION-WIDE DEI STRATEGY • Recognize and value DEI • Conduct organization-wide listening sessions • Prioritize DEI work • Collaborate with leaders across the organization • Allocate resources to DEI/Build capacity • Partner with existing DEI champions • Develop a robust, actionable, multi-year DEI • Engage external members and volunteers action plan • Review existing data (engagement surveys, etc.) • Listen and learn, and change behavior, practices, and relevant documents/reports and systems based on data/evidence • Evaluate existing internal DEI efforts/programs/ • Hold ourselves and others accountable initiatives • Communicate and support data transparency ODI Annual Report 2021–2022 7 

DEI STRATEGY: IMPLEMENTATION 1.  Build an infrastructure and develop capacity 4. Apply a DEI lens to programs and initiatives OF SIX PILLARS • Build Office of Diversity and Inclusion • Review and revise our approaches to the work • Establish a DEI Council • Embed DEI content throughout our work • Set up Employee Resource Groups • Leverage internal expertise • Develop new partnerships and collaboration 5. Enhance policies, processes, and practices 2. Foster a culture of inclusion and belonging to diversify academy members, volunteers, • Conduct inclusion/engagement assessments contractors, and local partnerships • Develop an education strategy and deliver • Review and revise practices, policies, and training procedures • Enhance cross-organization teamwork/ • Enhance strategies to diversify members and collaboration volunteers • Create safe spaces for dialogue/exchange • Develop new partnerships: contractors, local of ideas community, etc. 3. Examine and refine hiring and advancement 6. Increase accountability, communication, policies and practices and data transparency • Review and revise practices, policies, and • Develop a DEI dashboard procedures • Communicate and engage staff often • Hiring: Review and revise job descriptions • Be open and share data on progress and postings, implement diversity awareness • Set DEI leadership goals training, remove process bias • Advancement: Conduct promotion and pay equity analyses, examine turnover and stay/exit interview data, promote career development and mentorship/sponsorship ODI Annual Report 2021–2022 8 

DEI MILESTONES, 2021–2022 See “History of DEI at NASEM.” JUNESEPTEMBER 2021 Listening session tour with Naonal Academies leadership, MAY 2022 Governing Board, Staff, First Naonal Academies Volunteers, and Members. Inclusive Language Guide released. NOVEMBER 2021 First DEI Quesonnaire FEBRUARYJULY 2022 administered to Naonal 8 DEI Speaker Series events Academies staff. held with Naonal Academies staff. NOVEMBER 2021 Expert Exchange meeng: JUNEJULY 2022 Guidance to Naonal Academies MARCHJULY 2022 ODI and OHR present DEI on Advancing DEI and Employee Resource unit-specific quesonnaire An-Racism in STEMM. Groups launched. findings to staff. JUNE 2021 MARCH 2022 SUMMER 2022 Summit event: Addressing DEI Dialog sessions DEI Toolkit series DEI and An-Racism in for staff launched launched with the 21st Century STEMM release of 5 toolkits organizaons. for staff. MARCH 2022 DEI Program Advisory Commi•ee established. JUNE 2021 JANUARY 2022 MAY 2022 Office of Diversity DEI Council began ODI held targeted listening and Inclusion established development of DEI sessions with staff in with inaugural CDIO. acon plan. specific pay bands. DECEMBER 2021 First DEI Council established and convened. Figure 6. Diversity, Equity, and Inclusion (DEI) Milestones for 2021 – 2022. ODI Annual Report 2021–2022 9 

DEI ORGANIZATION STRUCTURE DEI COUNCIL ERG The Council will represent the diverse voices of all NASEM employees in the most equitable and inclusive way. Employee Resource Groups Objectives: (ERGs) will focus on ERG • Develop and implement the DEI action plan volunteering, mentorship, OFFICE OF DIVERSITY AND INCLUSION (ODI) • Develop plans, processes, and procedures to meet DEI goals and education and awareness • Champion and communicate initiatives designed to promote DEI of relevant issues towards throughout the organization the development of a more • Identify DEI barriers/strengths within existing practices ERG inclusive workplace culture. • Model inclusive behaviors • Identify linkages between DEI and other organizational functions organization wide ERG • Monitor DEI initiatives and projects including outcomes and overall program results • Be a partner and a resource to other individuals, units, divisions, teams, and organizational leaders on DEI related topics Local, staff-led DEI DEI Program Advisory Committee committees will support the The Committee will support the DEI Council work of the DEI Council by with DEI efforts on the programmatic side. offering content expertise, pilot models, and institutional Objectives: memory. • Review new processes, policies, and practices to ensure DEI is embedded in programmatic initiatives • Identify opportunities for new program work to advance DEI and anti-racism in STEMM • Serve as a resource for prospectuses/GBEC process to ensure a DEI lens • Support strategies to diversify volunteers and volunteer recognition • Track and monitor volunteer diversity efforts within their units • Ensure inclusive approaches to meetings • Identify opportunities for cross division collaboration around DEI Figure 7. DEI Organizational landscape and structure for the National Academies. ODI Annual Report 2021–2022 10 

FOSTERING A CULTURE OF DEI Gathering Key Insights from DEI QUESTIONNAIRE AT THE NATIONAL Staff, Volunteers, and Members The National Academies’ staff completed the first organization- LISTENING SESSIONS ACADEMIES wide DEI questionnaire in November 2021 with a 71 percent From 2021 to 2022, the Office of Diversity and Inclusion response rate. The items in the questionnaire covered a conducted a series of listening sessions with staff, volunteers, range of dimensions, including access to career development, and members to collect input regarding DEI priorities and addressing misconduct, fair and respectful treatment, inclusive opportunities for the organization. The listening sessions relationships, commitment to DEI, performance management, revealed the following themes: volunteer and member interactions, and workplace conduct. • a strong interest in applying DEI to the work of the The input collected established a baseline from which to track National Academies; metrics and evaluate progress toward organizational DEI goals. • a need for consistency and collaboration to address DEI challenges; Building Infrastructure to Advance DEI • a focus on recruitment, hiring, and advancement; The first pillar of our DEI strategy centers on building • the desire for a forum to engage in dialogue around infrastructure and developing capacity, which has been the DEI topics; and primary focus of the ODI in our first year. During this period, • the need to follow up with action. we established the first DEI Council, which began developing an organizational action plan with objectives, key actions, and EXPERT EXCHANGE metrics that correspond to each pillar in the DEI strategy. To In November 2021, the National Academies convened a group support the DEI Council in its programmatic work, the DEI of diverse experts to provide actionable guidance on advancing Program Advisory Committee was established. The ODI also DEI and anti-racism in STEMM with a focus on concrete initiated the process to launch new Employee Resource Groups strategies for STEMM fields and for the National Academies (ERGs)—voluntary, employee-led groups that support the to build capacity, develop a portfolio of work, and collaborate implementation of the DEI strategy and foster diversity and with a broader, more inclusive range of stakeholders. The inclusivity. Finally, the ODI connected with local, unit-specific two-day interactive meeting provided guidance on establishing DEI groups in the organization to collaborate on specific DEI DEI principles and values, assessing current policies and projects, to develop tailored resources for staff, and to pilot practice through a lens of DEI and anti-racism, communicating new initiatives. values to stakeholders, measuring progress by evaluating the diversity of volunteers, and applying a DEI focus to new studies and programs. ODI Annual Report 2021–2022 11 

Developing DEI Tools and Resources DEI TOOLKIT SERIES The Office of Diversity and Inclusion has partnered with The ODI launched a series of toolkits to help guide and inform others across the organization to implement a suite of tools, staff on DEI topics and issues that are relevant to their work resources, and activities to support a culture that values and within the institution. The toolkits include best practices, encourages DEI. sample language, selected research, and additional internal and external resources. Our goal is to equip staff with the resources DEI SPEAKER SERIES needed to incorporate DEI into our meetings, communications, The DEI Speaker Series engages external scholars to share their and products. The library of toolkits will continue to grow over research and experiences on DEI issues in the STEMM fields, time as new topics and needs are identified. To date, toolkits often in observance of different history or celebration months. for staff are available on: In collaboration with the Division of Behavioral and Social • Usage of pronouns Sciences and Education and the Health and Medicine Division, • Recruiting diverse volunteers the ODI hosts speakers monthly as part of its commitment to • Indigenous land acknowledgements increase awareness about issues related to DEI, and to provide • DEI glossary an opportunity for staff to think about their work in terms of • Meeting inclusion and respect DEI. The lectures have covered a variety of topics, including: addressing inequities at the intersections of sexuality and INCLUSIVE MEETING SCORECARD gender identity; Latino/x leadership and activism in medicine; The National Academies’ Staff Development Program (SDP) minority women in science; experiences for Black men and developed an Inclusive Meeting Scorecard for anyone involved Asian Americans in STEM; LGBTQ+ inequality, inclusivity, and in planning, coordinating, facilitating, or leading discussion advocacy in STEM; and elevating neurodiversity in STEM. at a meeting to ensure that meetings are inclusive for every participant, whether they join in-person or virtually. This DEI DIALOGUES informal, interactive tool helps staff reflect on the inclusivity of To facilitate open discussion among staff, the ODI moderates a recent meeting and serves as a checklist to plan intentionally DEI Dialogue sessions, which are carefully structured for inclusivity in future meetings. conversations that explore diversity and inclusion, social group identity, and unconscious bias. The purpose is to engage in authentic conversations about dimensions of diversity and inclusion, as well as cultural and linguistic competence, and how they play a role in our work environment. Topics have included “The Intersectionality of Being a Woman and _______” and “Exploring Multiple Identities in the Workplace.” ODI Annual Report 2021–2022 12 

INCLUSIVE LANGUAGE GUIDE DEI TRAININGS In partnership with the Office of the Chief Communications Over the past year, the SDP has continued to expand its Officer and a group of NASEM staff, the ODI developed the training strategy and staff development portfolio related to first organization-wide Inclusive Language Guide, building on DEI. SDP has developed an onboarding course on creating existing unit-specific guides, best practices in the STEMM a respectful workplace, which outlines workplace behavior fields, and inclusive language principles. The goal of this guide core values and common civility measures for creating is to promote inclusive language in our work that accurately a diverse, equitable, and inclusive organization. New training conveys the science while respecting all people, reflecting under development includes an introductory DEI training self- the diverse public, and being sensitive to concerns such as paced series and facilitator-led bystander intervention training historical and contemporary injustices. for all staff. ODI Annual Report 2021–2022 13 

DEI COUNCIL The first National Academies DEI Council was established in • Model inclusive behaviors including, but not limited to, December 2021. Its charge is to represent the diverse voices openness to change, candor, effective problem-solving, of all employees in the most equitable and inclusive way with and being an advocate and promoter of DEI representation from 18 different units. The DEI Council’s • Identify linkages between DEI and other organizational objectives are to: functions organization wide • Monitor DEI initiatives and projects including outcomes • Develop and implement the DEI action plan and overall program results in order to evaluate impact, • Develop plans, processes, and procedures to meet make course corrections, and learn by doing DEI goals • Be a partner and a resource to other individuals, units, • Champion and communicate initiatives and projects divisions, teams, and organizational leaders on DEI- designed to promote DEI throughout the organization related topics • Identify DEI barriers/strengths within existing practices that impact retention, advancement, recruitment, training, key assignments, etc. Health & Office of Division of Medicine Policy & Office of Administration Behavioral & Division Global Affairs Development Social Sciences & Education National Academy of Medicine Information & Technology Proceedings Services of the National Academy of DEI COUNCIL Sciences Office of the Chief Financial 21 Members Division on Officer 18 National Academies Engineering National Units Represented & Physical Research Sciences Council Office of Executive Human Office Resources National Division on Transportation Earth & National B-(#',-.& Academy of Gulf Research Research Board Life Studies Academy of ?$-5%38&'"& Engineering Program Sciences 9$#%,$%: 6(("1*- Office of the Chief Communications Officer Figure 8. DEI Council unit representation across the National Academies. ODI Annual Report 2021–2022 14 

DEI PROGRAM ADVISORY The first National Academies DEI Program Advisory Committee • Serve as a resource for prospectuses/GBEC process to COMMITTEE was established in 2022 to support the DEI Council with ensure a DEI lens efforts related to our programmatic work. This committee • Support strategies to diversify volunteers and volunteer includes representation from each program division and recognition academy, as well as the Report Review Committee staff. The • Track and monitor volunteer diversity efforts within DEI Program Advisory Committee’s objectives are to: their units • Review new processes, policies, and practices to ensure • Ensure inclusive approaches to meetings DEI is embedded in programmatic initiatives • Identify opportunities for division collaboration • Identify opportunities for new program work to advance around DEI DEI and anti-racism in STEMM PROGRAMMATIC HIGHLIGHTS Research in social science, health and medicine, and many CONSENSUS STUDIES AND REPORTS other fields can shed light on the factors that drive systemic • Transforming Trajectories for Women of Color in Tech inequities—not only in society at large but also within the (2021) sciences, engineering, and medicine—with the goal of finding • Advancing DEI and Accessibility in the Leadership of solutions based on evidence. While there is a wide range Competed Missions (2022) of studies, webinars, and other activities at the National • Defense Research Capacity at Historically Black Colleges Academies that have explored this research, this section highlights a few from 2021-2022. and Universities and Other Minority Institutions (2022) • Improving Representation in Clinical Trials and Research (2022) • Measuring Sex, Gender Identity, and Sexual Orientation (2022) • Advancing Anti-Racism Diversity, Equity, and Inclusion in STEM Organizations (2022, ongoing) ODI Annual Report 2021–2022 15 

PROGRAMMATIC HIGHLIGHTS ROUNDTABLES, FORUMS, WORKSHOP PROGRAMS AND INITIATIVES PROCEEDINGS, AND MEETINGS • Culture of Health Program, National Academy of • Addressing Diversity, Equity, Inclusion, and Anti-Racism Medicine in 21st Century STEMM Organizations • Inclusive, Diverse, and Equitable Engineering for All, • Communities, Climate Change, and Health Equity: National Academy of Engineering A Workshop Series • Ford Foundation Fellowship Program • Conference on Advancing Transportation Equity: Bridging • New Voices in Sciences, Engineering, and Medicine Program the Divide between People, Research, and Practice SPECIAL PROJECTS AND PUBLICATIONS • Diversity, Equity, and Inclusion in Chemistry and Chemical • Film: In Times of Crisis: Stories from the Gulf of Mexico Engineering • Conversations on COVID-19: Impacts on Communities • Exploring a Culture of Fairness, Respect, and Anti-racism of Color Through Diversity, Equity, and Inclusion in Health • Collection of Research in Racial and Social Justice, Professions Education: A Workshop Series Proceedings of the National Academy of Sciences • Leading Practices for Improving Accessibility and Inclusion in Field, Laboratory, and Computational Science: A Conversation Series • Roundtable on Black Men and Black Women in Sciences, Engineering, and Medicine • Supporting Black Students through their SEM Career Journeys • COVID-19 and the Present and Future of Black Communities • Reducing Inequalities between LGBTQ Adolescents and Cisgender, Heterosexual Adolescents ODI Annual Report 2021–2022 16 

LOOKING AHEAD As we look ahead to the next year, the ODI is focused on Launching Employee Resource Groups collaborating with our partners to improve data collection and Employee Resource Groups (ERGs) will be an important transparency; reviewing and revising organizational policies; vehicle to support the National Academies’ mission, values, and using data-driven practices to foster a culture of DEI goals, and organizational and business practices. They will among staff, volunteers, and members. support the implementation of the DEI strategy, serve as a resource for group members, and help nurture a diverse and Implementing the DEI Action Plan inclusive workplace. The DEI Council has developed a cross-cutting action plan that spans the pillars of the organization’s DEI strategy. Improving Data Collection and Transparency The next phase of its work will entail the implementation The ODI will continue to collaborate with National Academies of the DEI Action Plan. This will require the engagement of units to enhance and align data collection methods. In addition, key stakeholders, securing necessary resources, and clear the first all-staff DEI questionnaire provides baseline metrics communication about the objectives and goals of the and identifies areas of opportunity for the institution to grow. action plan. Taken together, these initiatives will position the National Academies to monitor progress and improve accountability VIDEO SPOTLIGHT efforts as we develop our first diversity dashboard. Broadening our DEI Network Through engagement with new partners, key stakeholders, and diverse communities, the ODI will work to expand our network of DEI partners. Initiatives to establish a community engagement mechanism, engage stakeholders through a regular e-newsletter, and to develop local partnerships are already underway. To watch a video about the National Academies’ commitment to DEI, click here. CONTACT US Do you want to get in touch with the Office of Diversity and Inclusion? Contact us at Diversity@nas.edu. ODI Annual Report 2021–2022 17