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Diversity, Equity & Inclusion

The University of Michigan Office of Research advances the excellence of research scholarship and creative activity across all three campuses by fostering new research and providing central services in research policy, research ethics and compliance, contract development and negotiation, federal relations, technology transfer, business engagement, and communications.

As outlined in UMOR’s Strategic Plan for Diversity, Equity, and Inclusion, UMOR is committed to maintaining a diverse, equitable, and inclusive environment as a means to attract and retain the best talent to carry out this mission. All of our units have the responsibility to incorporate the principles of diversity, equity, and inclusion (DEI) in their activities and operations, but ultimately our ability to fulfill our commitment rests with all of us as individuals.

Below are some specific guidelines and resources available in support of our commitment:


  • Participate in the required DEI trainings (under UMOR Units, below).
  • Familiarize yourself with relevant human resource policies in Family and Medical Leave Act (FMLA), work-from-home, partial leave, parental leave, and Americans with Disabilities Act (ADA) workplace adjustments.
  • Apply the principles outlined by U-M Human Resources here in planning and encouraging participation in meetings, events and activities at your unit.
  • Be mindful of unconscious bias in speech and communication. Here is a brief piece on the pitfalls.
  • Read the results of climate study when they are released next fall and discuss their implications for yourself and your unit.
  • Engage with the UMOR focus team on DEI by submitting ideas, requests, concerns to:
  • Get involved by staying aware of and supporting best practices for DEI in your unit.
  • Units will be evaluated for progress toward our strategic goals for DEI.

UMOR Units

  • Ensure that your unit completes any U-M Human Resources-mandated training on conflict resolution, sexual harassment, and DEI.
  • Ensure that the content of all communications and marketing materials reflect the vision for diversity, equity, and inclusion as outlined in more detail here.
  • Provide equitable opportunities for staff development and training.
  • Share information from the U-M DEI climate survey with your unit.
  • Review and update all job classifications in the context of diversity, equity, and inclusion goals.
  • Organize a meeting, as appropriate, to address DEI concerns and opportunities.
  • Review and apply, as appropriate, human resources policies in the following areas: Family and Medical Leave Act (FMLA), work-from-home, partial leave, parental leave, and the Americans with Disabilities Act (ADA) workplace adjustments
  • Include an assessment of DEI activities in individual employee performance reviews.
  • Create an annual report on your unit’s progress in implementing UMOR’s strategic plan for DEI using the guidelines listed here.
  • Research-based resources on implementation are available on our UMOR DEI Resources webpage.

Faculty and Staff Recruitment

  • Document that all faculty and senior staff involved in search committees or hiring efforts have completed the 1.5-hour Strategies and Tactics for Recruiting to Improve Diversity and Equity (STRIDE) program offered by ADVANCE, a U-M resource created to improve aspects of the campus environment.
  • Review and update all job postings, and screen all new ones, to ensure bias-free language. UMOR will work on supporting tools for this effort.
  • Check to ensure that all postings are compliant with federal affirmative action and the Americans with Disabilities Act.
  • Include, where applicable, the following statement in all postings: “Salary negotiable within the posted range”. Research has shown that this language can increase the likelihood that female candidates will apply.
  • Post jobs in multiple internal and external outlets that can reach a broad range of applicants. Suggestions are here.
  • Make sure diversity and inclusion are considered when you assemble a search committee.

Student Engagement

  • Ensure bias-free postings, as mentioned above.
  • Post opportunities in multiple internal and external outlets that can reach a broad range of applicants.