DIVERSITY EQUITY & INCLUSION
Created in 2016, the Diversity Equity & Inclusion Committee acts to share, disseminate, and educate the NEDRA community on issues related to diversity and inclusion in the workplace. Collaborating closely with NEDRA Programming, the Diversity Equity & Inclusion Committee arranges for relevant presentations and workshops specifically for the NEDRA community. The committee also aims to provide informational and action-oriented resources for all interested individuals within the NEDRA community, and, when valuable, members of any community.
The Diversity Equity & Inclusion Committee is currently co-chaired by Phil Harden of Connecticut College and Kiran Tahir of Yale University and Committee members include Daniella Arthurs of Trinity College, Lauren Casas of Dana-Farber Cancer Institute, Roslyn Clarke of Partners in Health, Samir Chapra of Princeton University, Maria DeJesus of Harvard Business School, Kristal Enter of Massachusetts General Hospital, Nancy Faughnan of Yale University, Bertrand Flament of University of California San Diego, and Samantha Harris of Combined Jewish Philanthropies.
The Diversity Equity & Inclusion Committee thanks the following former committee members for their uncommon devotion to the ideas and actions this committee was formed to address (organization affiliations are as of time of committee service):
Jolene Crosby-Jones of Massachusetts General Hospital
Christina Mansdorf of the Massachusetts Institute of Technology
The Diversity Equity and Inclusion Committee aims to provide tools and initiatives that support diversity and inclusion with the aim that all feel safe, empowered, respected, and valued in our growing development research community.
NEDRA DE&I Committee Definitions:
The NEDRA D&I Committee defines INCLUSION to mean the acceptance, engagement, and empowerment of our entire community and the cultivation of a collaborative culture based on mutual respect.
The Need for Diversity Equity & Inclusion
(in NEDRA and in Other Apra Chapters)
13 Reasons Why: