Two overlapping circles with EIC in the middle. Equity, Inclusion, Cookies on the top. CU Physics on the bottom.

EIC is a monthly event series open to all members of the CU physics community. Each event is a 90-minute guided discussion over coffee and cookies about issues relating to equity and inclusion in physics. You can find a schedule of this semester's events here

Next Event!

The physics department strives to be a welcoming, diverse, and collaborative community. Faculty in the department play a key role in attaining this goal. However, traditional faculty searches often fall victim to a variety of limitations and biases, which can impede our ability to create a diverse and welcoming community. Building on ideas presented in Stefanie Johnson’s recent colloquium, “Breaking Bias,” we will discuss a recent faculty search by the Astrophysical and Planetary Sciences department that used specific practices to mitigate bias and improve the diversity of the department. The chair of that search committee, Jason Glenn, will present details of the search and the lessons learned. We will discuss how we can adapt these, and other, practices to make faculty searches in the physics department more equitable.

Click here to participate in continued discussions on the Slack channel. If you are not a member, email us at EIC@colorado.edu to be invited!

Mission & Principles

The Equity, Inclusion, and Cookies (EIC) event series serves as a mechanism for providing all members of the CU physics department with increased awareness of, education about, and community support around issues of equity and inclusion.  The organizers of EIC base their work on the following principles:

  1. Issues of equity and inclusion are relevant to all members of the physics department.

    • For those in minority groups, these issues matter because they negatively impact their experiences in physics, sometimes significantly.
    • For those in majority groups, these issues matter because those in the majority are best positioned to promote change that improves equity and inclusion, which ultimately benefits everyone.
  2. Learning about equity and inclusion is multifaceted, involving

    • the research on equity and inclusion,
    • the lived experiences of people from groups of which we are not a part,
    • the ways in which inequity and exclusion impact us and our department, and
    • the ways in which we can work together to effect change.
  3. There is no such thing as passive equity or passive inclusivity. If we do not intentionally work to make ourselves and our institutions equitable and inclusive, then we will remain inequitable and exclusive.

  4. Talking about equity and inclusion is difficult work that can be threatening and risky, especially for people from minority groups. Therefore, this work must happen in an environment that supports the wellbeing of its participants, particularly those from minority groups, so that everyone has the opportunity to learn and grow.