Group photo of PICSciE/Research Computing staff in 2019. Diversity, Equity, and Inclusion StatementPrinceton Research Computing, a consortium of campus groups dedicated to providing computing resources led by Princeton Institute for Computational Science and Engineering (PICSciE) and Research Computing, provides a central hub on campus for computational and data science resources and support, including hardware, software, system administration, training and education, programming, and visualization.We, the members of Research Computing, are committed to fostering a welcoming and inclusive environment for everyone from all backgrounds not limited to political views, religion, national or ethnic origin, race, color, sexual orientation, gender identity or expression, age, marital status, veteran status, disability, research discipline, history of conviction or incarceration, socioeconomic status, and educational history. We strive to create an environment that makes interactions and collaborations enjoyable and fulfilling while eliminating discrimination, harassment, exploitation, and intimidation. We seek to promote awareness of perspectives that may have been previously inaccessible (or less prominent) to groups traditionally represented in scientific research environments. We affirm that promoting diversity must be consistent, ongoing, and is an active process that requires engagement. We believe that diversification requires cultural, experiential, and ideological representation as well as increasing the number of researchers and staff from underrepresented groups. We aim to foster an environment where all perspectives are valued because they serve to advance the Institute’s academic excellence and intellectual capacity, and will contribute to a more productive and respectful professional environment.Policy on Professional ConductThe following principles are designed to ensure that our work environment meets the highest standard of professionalism and is one in which all members feel welcome, valued, and respected. Respect, value, and support members of the organization and beyondBe courteous in all your interactionsRespect the professional, physical, and personal boundaries of colleagues and everyone you interact withGive colleagues a chance to voice their thoughtsWork to ensure that all colleagues have equal access to opportunities, including networking that happens in a social contextEnsure that, when offered, criticism is constructive and aims to create positive discussionAvoid judging, discriminating, or making unwelcome jokes or disparaging remarksRefrain from making remarks on sensitive subjects that might make colleagues with different backgrounds feel uncomfortable. Support those who report violations of departmental or university policyCommit to openness in communicating and interacting with others Be receptive to discussions of ways to improve the work environment and work relationshipsChallenge your own assumptions about people and the sources of those assumptionsTake Initiative & ActionIntervene or report to the D&I Committee or your supervisor when others are exhibiting conduct unbecoming of a community member.Take it upon yourself to help eliminate particular challenges or barriers to success that colleagues may face as members of underrepresented groups such as advocating for a fair promotion process, provide access to mentoring and professional development to minorities.Speak up when colleagues are disrespectful of a group or class of people (even when members of that group are not present). There may be situations when a more private conversation is warranted.Seek opportunities for education/training on diversity, inclusivity, reporting, and bystander intervention techniques, and encourage others to do the sameAcquaint yourself with university policy as set forth in the Rights, Rules, and Responsibilities document (e.g., 1.2.2 Discrimination or Harassment Based on a Protected Characteristic).Monthly meeting and open discussion with the D&I Committee and the entire group Align initiatives with Princeton University’s institutional D&I and anti-racism initiatives and programsReportingIf you would like to provide feedback, suggestions or share experiences with the committee, please contact Floe Fusin-Wischusen, PICSciE Institute Manager or any member of the D&I Committee first by email or in person. Should you have issues, concerns, or complaints that you would like to report, it is encouraged to share your concerns with your supervisor first before escalating it to the D&I Committee and eventually to the University to the University (and for which you would like the University to take action), please report or email [email protected].Information for anyone who has experienced or witnessed identity-based bias, discrimination, or harassment can be found at Addressing Bias Discrimination Harassment Ombuds Office helps people address conflicts that can be expected in a changing community while upholding the values of respect, integrity, diversity and freedom from bias or harassment.. Rules, Rights, and ResponsibilitiesA concise reference and guide for all members of the Princeton University community. Included here are brief statements of University policies most likely to be applicable to and of interest to all University constituencies. University Statement on Diversity and Non-discrimination Princeton University is committed to equal opportunity and non-discrimination. To maximize excellence, we seek talent from all segments of American society and the world, and we take steps to ensure everyone at Princeton can thrive while they are here. That is the sole rationale and purpose of our diversity and inclusion programs, all of which are voluntary and open to all, and which comply with federal and state non-discrimination laws. Princeton does not discriminate on the basis of race, sex, ethnicity, color, national origin, religion, disability, or any other protected characteristic, and Princeton does not provide special benefits or preferential treatment on the basis of a protected characteristic. DEI Committee MembersMa. Florevel (Floe) Fusin-Wischusen, Institute Manager Maureen Carothers, Finance & Grants ManagerGalen Collier, Director, Researcher EngagementIan Cosden, Director, Research Software Engineering for Computational & Data ScienceIrene Kopaliani, Cloud ArchitectCarolina Roe-Raymond, Visualization AnalystAndrea Rubinstein, Events & Program AdministratorRob Tuck, Associate Project Manager, IRIS-HEP Tisha Charles, Senior Manager, Project & Service PortfolioMattie Niznik, Research Software & Programming AnalystCommittee ResponsibilitiesResponsible for formulating diversity statement for the department/group, policy on professional conduct, and resources;Assessing and improving the working environment in the department;Identify available training related to diversity and inclusion for the staff;Creating an atmosphere where all members feel welcome and are able to realize their full potential; andSolicit input from department members and examines practices adopted by other departments within Princeton, using this information to formulate recommendations to the department's leadership.Resources Office of the Provost's Institutional Equity and Diversity Employee Resource Groups Ally ProjectAsian Staff at PrincetonBystander intervention tipsCampus lectures and discussionsCarl A. Fields Center for Equality and Cultural UnderstandingChallenging stereotypesChinese Faculty, Scholar and Staff Association of Princeton UniversityCommunity and Regional AffairsConflict management trainingCosts and benefits of diversityDavis International CenterDisability Alliance at PrincetonEducational opportunitiesInternational Employees Group at PrincetonLatino PrincetoniansLesbian, Gay, Bisexual & TransgenderLesbian, Gay, Bisexual, Transgender CenterLeveraging diversityMilitary Service & Veterans NetworkNetwork of African American Males at PrincetonPace Center for Civic EngagementPrinceton Social Professionals(Princetonians of Color NetworkPrograms for youth and familiesReligious LifeSexual harassment preventionSouth Asian Affinity GroupUnconscious biasGender + Sexuality Resource Center