University of Wisconsin–Madison

Diversity and Inclusiveness

The Department of Geoscience at the University of Wisconsin-Madison is committed to creating and promoting a community where diversity is not only welcomed, it is encouraged. Diversity of age, race, ethnicity, gender and expression, sexuality, physical ability, immigration status, marital status, class, religion/spirituality, political ideology, and the complex intersection of these and other dimensions is vital to an intellectual community at the forefront of scientific progress.  Research, collaboration, and the ability to communicate science more broadly are all directly enhanced by interactions between a diverse student, staff, and faculty body through the confluence of unique perspectives.

We aim to create and promote an atmosphere that not only protects every community member against discrimination and bias, but also encourages respect and value for varying perspectives and backgrounds. To this end, we will take action: to include and retain students, staff, and faculty of underrepresented populations, nontraditional patterns of academic preparation, economically disadvantaged backgrounds, and first generation status; to provide resources to staff, faculty, and students to enhance awareness and address issues regarding diversity and inclusion; and to demonstrate respect for differences in the context of intellectual exchange through open dialogue. If any action by a member of our community is discriminatory or shows disrespect, the action should be brought to the attention of the Chair, department administrator, or trusted member of the faculty. These can also be reported to the Office of Compliance.

As one component of these actions, the Department has formed a committee on Diversity and Inclusion (D&I) including members of the faculty, staff, and student body. Working with the Department, the committee will: 1) Continue to collect information regarding trends in diversity and departmental climate; 2) Provide a forum for identifying and addressing any systemic issues related to diversity and inclusion within the department; and 3) connect resources to individuals with concerns about diversity and inclusion within the department.