Commitment to Diversity, Equity, and Inclusion

Within the Behavioral Neuroscience community, we recognize that our successes are driven by the unique perspectives and knowledge contributed by each of our members. We are committed to supporting, uplifting, and advocating for every voice in our community, as well as learning and adapting when we find areas in which we can improve our efforts.

The BN DEI Task Force has developed this page to facilitate access to resources and initiatives aimed to increase equity in our program and to better support our members that identify as being from traditionally underserved and/or marginalized sociocultural groups. While the information and resources listed on this page are not exhaustive, our goal is to organize pertinent materials to make them as accessible as possible.

A volunteer-based Task Force designated to addressing issues of diversity, equity, and inclusion in our program (can be contacted @ bn.dei@colorado.edu)
A Code of Conduct to illustrate the values, goals, and expectations of our community members
An updated list of upcoming events that uplift marginalized voices and/or contribute to personal or professional growth
A list of funding opportunities at the program, department, campus, and national level, with an emphasis on awards that serve underrepresented and underserved groups in neuroscience
A detailed guide including educational materials for those interested in pursuing degrees in academia, recognizing that barriers exist disproportionately for certain groups and providing resources or insights to these challenges
A system for conflict management training, mediation, and reporting

For more information, to make suggestions, or to join the BN DEI Task Force, please contact bn.dei@colorado.edu.

Purpose

The Behavioral Neuroscience (BN) Code of Conduct serves to guide behavior in BN-related spaces to ensure that all individuals are included, valued, and supported. The Code of Conduct is an evolving guide for our current and future actions that, at its foundation, is a commitment to invite and value all voices, and to continue our personal and communal growth to ensure visibility of all individuals.

We seek to have space and respect for voices from all:

Ages
Abilities
Educational Backgrounds
Ethnicities

Gender Expressions
Marital and Parental Statuses
Races
Religious Affiliations

Sexual Orientations
Socioeconomic Statuses
Veteran Statuses

And any other aspects of our humanity.

Values

Respect

We expect courteous and considerate communication, including during disagreement. Checking reactive responses, and refraining from using sensitive language or making disparaging comments.

Collaboration

We value varied perspectives and skillsets. We seek team-based approaches, cooperation despite disagreement, equity over equality, and compassion for all people.

Honesty

We seek to uphold the highest standards of integrity, both regarding research and interpersonal matters. To achieve this we hold paramount transparent and open communication.

Accountability

We accept responsibility to recognize our own blindspots and shortcomings. We seek to avoid being passive bystanders to misconduct, and provide safe avenues for reporting and guidance.

Growth

We strive to “know better” so that we may “do better.” We accept that we are all capable of mistakes, and seek a culture of open-mindedness, self-reflection, willingness to change, and mutual support.

Safety

To promote a safe and productive work environment we won’t tolerate: prejudicial or discriminatory language, hate speech, illegal substances, display of firearms/weapons, or hate symbols.

Goals

Task Force

Form a Diversity, Equity, and Inclusivity (DEI) Task Force dedicated to the implementation of actionable DEI endeavors.

Invited Speakers

Nominate speakers from diverse backgrounds for consideration to the Seminar Series in Neuroscience.

Recruitment

Review and modify recruitment processes to promote the recruitment and retention of community members from underrepresented groups.

Self-assessment

Design regular internal surveys to assess climate and wellbeing, as well as post-recruitment surveys.

Resources

Develop strategies and materials for the effective training and support of underrepresented groups. Solicit training opportunities through the University and professional committees.

Conflict Management

Interpersonal conflicts can be constructive or destructive, depending on the approach towards resolution. Here are several notable paths and institutional resources for resolution:

Interpersonal Resolution

Self-Reflect and Assess Situation
Assess Resources and Strategy
Third-Party Mediation

Resources

Student Conduct and Conflict Resolution (SCCR)
Office of Victim Assistance (OVA)
Faculty and Staff Assistance Program (FSAP)

Reporting

Incoming/Transfer Students

Program for Excellence in Academics and Community (PEAC), a four-week-long summer academic residential program offered through the Miramontes Arts and Sciences Program foor incoming students accepted to CU Boulder and attending in the Fall.
Summer Transfer Excellence Program (STEP), a challenging academic summer bridge program for incoming transfer students, offered through the MIramontes Arts and Sciences Program.

Undergraduates

McNair Scholars Program: McNair participants are either first-generation college students with financial need, or members of a group that is traditionally underrepresented.
Biological Sciences Initiative (BSI)
CU STEM students organizations: First-generation college students with financial need, or members of a group that is traditionally underrepresented.
Undergraduate Reseach Opportunities Program (UROP)
SMART Program: SMART is open to all applicants, but the program is intended for students from disadvantaged backgrounds, including students from any race or ethnicity who are disabled, among the first generation in their families to attend college and are Pell grant eligible, or have overcome extraordinary challenges.
STEM Routes Uplift is open to all applicants, but the program is intended for students from low-income, first-generation, and other underrepresented minorities.
Other undergraduate opportunities through CU Boulder
NIH's ENDURE Undergraduate Educational Program for underrepresented populations

Predoctoral/Postdoctoral

The Society for Neuroscience's two-year online training program open to underrepresented graduate students and postdoctoral researchers.
NIH program for graduate students who are from diverse backgrounds underrepresented in neuroscience research. Supports transition from PhD (up to last two years of PhD and up to 4 years of a postdoc)
The Ford Foundation's predoctoral and postdoctoral fellowship program. Positive factors for selection include but are not limited to: Trainee with sustained personal engagement with communities that are underrepresented or membership in one or more of the following groups whose underrepresentation in the American professoriate has been severe and longstanding.
NSF's Graduate Research Fellowship Program
NIH Predoctoral Fellowships (F31)
CU Boulder's Graduate and Professional Student Government (GPSG) DEI Award. All are welcome to apply, this award is intended for students who identify as BIPOC (Black, Indigenous or Person of Color). Applicants must be a graduate or professional student.
CU Boulder Chancellor's Postdoctoral Fellowship for Diversity Program
University of Utah's Rising Stars Program.

Faculty

Various types of awards for faculty from the Society for Neuroscience

ODECE events calendar
Leadership Alliance
ABRCMS conference: Conference for underrepresented students, inclusion of minorities, veterans and people with disabilites working in these fields
SACNAS conference: The largest multidisciplinary and multicultural STEM diversity event in the country
STEMNoire conference: A first-of-its-kind research conference and holistic wellness retreat for women of the African diaspora in the fields of science, technology, engineering, and mathematics

Campus Organizations