Network & Partners

Advancing the mission of UD takes all members of the community.

Embracing and advancing diversity is an institutional value and academic priority.

As you know, diversity is a core value of the educational experience here at UD. We want diversity to be both a compositional and intellectual enterprise in order to foster a more inclusive, engaged and welcoming campus.


Who We Are

Race, gender, age, ethnicity, physical considerations, religion, sexual orientation

How We Lead

Learning, teaching, sharing, acceptance, understanding, innovation, results-driven, integrity


What We’ve Learned

Educational background, work experience, beliefs, family situation, geographic background, job assignments

How We Interact

Accountability, appreciation, respect, empowerment, teamwork, openness, positive change, flexibility, opportunity, inclusion, work/life balance, community/business outreach

Change Agents

Below you will find a list and description of change agents who are connected to the diversity network.

Advance IT


“The University of Delaware has received a prestigious National Science Foundation ADVANCE grant to enhance racial and gender diversity in our faculty. Diversity is a bedrock value at the University of Delaware because it strengthens and enriches us all. We are dedicated to ensuring that every voice is heard, every viewpoint considered, every value respected.” — Patrick Harker, President, University of Delaware.

While the number of women earning science, technology, engineering and mathematics (STEM) doctoral degrees has increased over the past two decades in the United States, women, especially women of color, continue to be significantly underrepresented in STEM academic positions. Moreover, their advancement to senior professorial ranks and leadership roles lags behind men’s. This underrepresentation of women is a critical issue for the nation as the need to develop a globally competitive and diverse workforce increases.

The National Science Foundation’s ADVANCE program is aimed at increasing not only the representation but also the advancement of women in academic STEM careers through systemic change. This federal investment in ADVANCE programs demonstrates that diversity is a nationally recognized value.

In 2014, the University of Delaware received a National Science Foundation ADVANCE Institutional Transformation grant to effect large-scale comprehensive change and serve as a locus for research on gender equity and institutional transformation for academic STEM.

The objectives of UD ADVANCE are to

• Improve departmental microclimates for women faculty, especially women of color;
• Educate, mentor and support women STEM faculty, especially women post-tenure and women of color;
• Increase the transparency of policies, procedures and practices that affect faculty careers and enhance institutional data gathering, analysis and presentation; and
• Coordinate actions and discussions of diversity across the campus.

Learn more at the Advance IT website.

Center for Teaching & Learning

The Center for Teaching & Assessment of Learning (CTAL) supports the University of Delaware community of educators by fostering high quality teaching, learning, and assessment practices. Rose Muravchick, Assistant Director of the CTAL serves as a liaison between the Office of the Vice Provost for Diversity and UD classrooms, fulfilling the following role: (1) co-create programs and opportunities for faculty to understand and possibly adopt culturally responsive, equitable and engaging teaching practices (2) coordinate efforts to understand what is happening in the classrooms to improve climate and facilitate productive conversations about diversity and equity and (3) develop ways to highlight positive pedagogical efforts related to inclusion and equity.

Center for the Study of Diversity

Center for the Study of Diversity

The mission of the Center for the Study of Diversity (CSD) is to promote academic research and scholarship that facilitate dialogues about and understanding of the social and academic impact of diversity. The Center brings a broadly interdisciplinary focus to its activities, projects, programs, and publications on research and analysis, training, public scholarship, community projects, and information dissemination. Check out the CSD Blog.

Chief Diversity Advocate

Chief Diversity Advocates are an integral part of the diversity network at the University of Delaware. A slightly re-engineered position, Chief Diversity Advocates (CDA) or Chief Diversity Leader (CDL) serve as an advocate for students, faculty and staff and provide leadership in the key areas of diversity, equity, and inclusion in their college, department, or academic unit. CDAs serve as liaisons between the vice provost for diversity, the dean’s office and college departments, and they help to build, implement, and sustain diversity initiatives in their college or unit for faculty, students, and staff as it relates to the following institutional aims:

  • Faculty and Staff: continuing our efforts to recruit, develop, retain and promote a diverse faculty and staff
  • Student Success: strengthening our commitment to develop, retain, and graduate a diverse undergraduate and graduate student body
  • Academic Programming: ensuring that our curricular and co-curricular activities affirm our educational mission to develop critical thinkers who are innovative, creative and responsible ethical leaders and problem solvers, AND that our professional development and educational opportunities leverage diversity as a core competency that has education, professional, and society value
  • Climate and Culture: continuing our efforts to improve campus climate, AND strengthening our community engagement and outreach activities in an effort to transform the educational experiences of the underserved and their communities.

CDAs also serve on the Executive Council for Diversity, an advisory board to the Vice Provost for Diversity.

Karl Booksh Karl Booksh
Professor, Analytical Chemistry, College of Arts and Sciences
Jennifer Vining-Smith
Senior Associate Athletic Director, Compliance and Governance Intercollegiate Athletics Program
Rachel Davidson Rachel Davidson
Professor, Civil and Environmental Engineering, Interim Associate Dean for Women in Engineering, College of Engineering
Colette Gaiter Colette Gaiter
Associate Professor, Associate Chair, Art & Design College of Arts and Sciences
Jennifer Joe Jennifer Joe
Whitney Family Professor of Accounting, Alfred Lerner College of Business & Economics
Steven Kendus Steven Kendus
Manager, Marketing and Communications Professional & Continuing Studies, Adjunct Instructor, Department of English
George Luther George Luther, III
Maxwell P. and Mildred H. Harrington Professor of Marine Chemistry, College of Earth, Ocean and Environment
James Coleman
Assistant Director, Student Services for Athletes
Maisha Duncan Carey
Sr. Asst Librarian, Library
Joy Jordan-Williams Joy Jordan-Williams
Data Support Specialist, Higher Ed Consortia
D. CHANELE MOORE Chanele Moore
Assistant Professor in the Associates in Arts Program, Wilmington Campus
Elizabeth Salisbury Elizabeth M. Salisbury
Director, Graduate Services Operations, Office of Graduate & Professional Education
  Carol Wong
Associate Professor School of Education, College of Education and Human Development
Regina Wright Regina Sims Wright
Associate Professor, School of Nursing, College of Health Sciences


Disability Support Services

The Office of Disability Support Services (DSS) works with students who have a physical, medical or psychological disability, as well as, a learning disability or ADHD. Faculty members are asked to refer any student who discloses a disability to them to the ODSS (if the student has not previously registered). The faculty is also encouraged to include a disability statement on the course syllabus. In doing so, you indicate your willingness to provide reasonable accommodations for students with a disability and your willingness to fulfill legally mandated responsibilities.

Executive Council Diversity Committee

Mission Statement This Council will serve in an advisory role to the new Vice Provost for Diversity, advancing diversity as an institutional value and academic priority. As you know, diversity is a core value of the educational experience here at UD. As a guiding principle, we want diversity to be both a compositional and intellectual enterprise in order to foster a more inclusive, engaged and welcoming campus. Thus, the Executive Council will:

  • Help to develop short and long term goals and objectives concerning diversity
  • Assign priorities and help to develop templates for gauging performance against benchmarks and best practices
  • Create diversity networks on campus that will help to encourage the practice of diversity principles at various levels of academic life
  • Suggest ways to communicate these diversity strategies effectively

ECD Members

Ravi Ammigan

Ravi Ammigan
Executive Director, Office of International Students & Scholars

Jared Aupperle

 Jared Aupperle
Manager, Recruitment

Stephanie Chang 
Director, Student Diversity Inclusion
Rosalie Dow  Rosalie Dow
Center for the Study of Diversity
 Adam Foley, Office of Equity & Inclusion. Adam Foley
Associate Director Office of Equity and Inclusion
Cindy Hall Cindy Hall
Director Communications & Marketing
Nakia Mack Nakia Mack
Director Pre-College Admissions
Lynette Overby Lynnette Overby
Director Community Engagement
network Evan Park
Assistant Director Government Relations
network Elizabeth Reed
Director and University ADA Compliance Coordinator

Shawna Vican

Shawna Vican
Program Director UD Advance Provost Institute
Faculty Senate’s Diversity & Inclusion Committee

The Faculty Senate’s Diversity and Inclusion committee is responsible for goals, policies and practices for consideration by the university and senate pertaining to diversity.

Human Resources

Human Resources supports the academic mission of the University of Delaware (UD) by promoting and supporting an environment of excellence, respect, and inclusiveness, where all faculty, staff and students can thrive and excel. As a strategic partner with the University community, we deliver valuable services that will attract, develop, reward and engage the institution’s most valuable asset–its people. Below are just a few ways Human Resources helps enhance diversity at UD.

  • Employee Relations works on behalf of all employees to help ensure positive working relationships campus-wide.
  • Employee Development
    • UD offers an array of programs and resources to support employees in learning new skills and advancing their careers.
  • Staff Advisory Councils
    • The purpose of the Councils is to develop and facilitate communications between the Office of Human Resources and staff. ACES and NSAC is each based on 14 geographical districts. Each district is represented by an individual elected by the staff in their district.
  • Work-Life Programs & Services
  • Required Workplace Postings
  • Human Management Services (HMS)
    • HMS provides a wide range of services to benefited employees and their dependents.
  • Campus Counseling Services
    • STAR Health at UD offers counseling services — including mediation, conflict resolution and mental health — to employees and the general public. The Rev. Cecily Sawyer Harmon, a licensed clinical social worker who previously worked with UD’s Employee Assistance Program (EAP), is co-located with the Nurse Managed Primary Care Center at the Science, Technology and Advanced Research (STAR) Campus Health Sciences Complex on S. College Avenue and is available by appointment. Those who do not want to use their EAP benefits and instead would like to use their health insurance plan benefits to see Harmon, or who have questions about her services, can contact Harmon directly at 302-831-3987.
Office of Equity & Inclusion

OEI’s mission is to provide leadership and support in creating an equitable and inclusive work and learning environment. OEI is responsible for Title IX, non-discrimination, and affirmative action policies and compliance, and educates about services and resources to address concerns of bias, prejudice, harassment and discrimination campus-wide. Office staff provide workshops and programs to encourage the UD community to develop the awareness and knowledge of individuals’ differences and similarities. OEI provides support and resources for complainants during grievance procedures and assists with informal mediation and problem-solving of issues.



Diversity Action Plan