The Dean’s Diversity, Equity, and Inclusion Fellows Program

The College of Social Science Dean’s Diversity, Equity, and Inclusion Fellows Program attracts SSC faculty to build leadership skills around DEI and prepare the fellows to lead internally and externally. Additionally, the Dean’s Diversity, Equity, and Inclusion Fellows Program offers opportunities for professional development around diversity, equity, and inclusion issues.

Fellows are expected to participate in weekly meetings with other members of the Dean’s DEI Fellows Program, and collaborate with the Associate Dean for Diversity, Equity, and Inclusion during their fellowship year. Fellows will be appointed for a one-year term that may be extended to a second-year dependent upon resources and agreement of all parties.

Call for 2024 Proposals

  • Universities, like other communities, have struggled to attract, retain, and promote diverse leaders and build inclusive environments.
  • Towards this end, SSC is searching for a second cohort of Dean’s Diversity, Equity, and Inclusion Fellows—a competitive program that attracts fixed term and tenure system faculty to build leadership skills around DEI and prepare the fellows to lead internally and externally.
  • Additionally, the Dean’s Diversity, Equity, and Inclusion Fellows Program offers opportunities for professional development around diversity, equity, and inclusion issues.
  • 3 Fellows will be awarded. Successful Fellows will typically be appointed for a negotiable 1-2-academic year term.

Eligibility: 

  • Faculty members (tenure system and fixed term) holding majority appointments in the College of Social Science are eligible to apply.

Description of Program:

Fellows, will, for the period of their appointment, become members of the SSC Office of Diversity, Equity, and Inclusive Affairs (ODEIA) team. They will be expected to:

  • Participate in weekly meetings with the Dean’s DEI Fellows team.

  • Serve as mentors to one another.

  • Assist with the development of innovative strategies and programming that advance DEI in SSC during their fellowship year.

  • Have meaningful impact on diversity, equity, and inclusion policy in SSC and its units.

  • Serve in collaboration and partnership with the Associate Dean of DEI, Faculty Development, and Strategic Implementation, to realize the overall SSC DEI strategic initiative and implementation.

  • Undertake one or more mutually defined DEI projects that benefit the Fellow’s unit and SSC at large. Potential projects might include:

    • Assess SSC policy and practices on key decision points for faculty and staff.

      • for instance, annual review, promotion, assessment of academic progress, etc.

    • Review curriculum offerings and program learning outcomes.

    • Propose action steps that SSC can take to further promote diversity, equity, and inclusion.

    • Develop innovative strategies to advance the recruitment, retention, funding, and success of minoritized undergraduate/graduate students.

    • Monitor campus climate for equity and inclusion among undergrad/graduate students.

    • *This year all projects will be geared towards implementing the SSC DEI strategic plan. Each fellow will lead one foci area of the SSC DEI strategic plan implementation; serve as a member of the DEI strategic planning committee, and member of the SSC Office of Diversity, Equity, and Inclusive Affairs (ODEIA).

  Submission Process: 

  • Applications should be submitted to the Associate Dean of DEI, Faculty Development, and Strategic Implementation as a single PDF document, via email to: Victoria Pierce,  malkow14@msu.edu, with Dean’s DEI Fellows Program in subject line. Applications must be received by 5 p.m. on December 8, 2023.

  • Application packets should include the following: 

    1. 5-page proposal (double-spaced) addressing how an appointment to the SSC Office of Diversity, Equity, and Inclusive Affairs (ODEIA) will support their longer-term career goals (1 page). It should also articulate a vision for implementing two of the four DEI strategic plan goal areas. The proposed implementation plan should also identify metrics for success (4 pages).

    2. CV.

    3. 1 supporting letter (1-2 pages) of recommendation highlighting the applicant’s DEI capability in relation to the proposed project. Letter should come from the applicant’s chairperson/director. 

Selection Process: 

  • The Associate Dean for DEI, Faculty Development, and Strategic Implementation will convene a review committee.

  • Committee will evaluate proposals and make a recommendation to the Associate Dean for DEI, Faculty Development, and Strategic Implementation.

  • Each Dean’s Diversity, Equity, and Inclusion Fellow receives $4,000 each academic year, which can be used for professional development, teaching/research materials, funding for community partners, or other appropriate uses, as determined by the fellow and approved by the College of Social Science Associate Dean for Diversity, Equity, and Inclusion, Faculty Development, and Strategic Implementation. Funds may not be used for compensation or for course buyouts or be in conflict with university policy regarding expenditure of general funds. 

  • Fellows will report directly to the Associate Dean of DEI, Faculty Development, and Strategic Implementation.

Review Criteria 

Quality and Technical Merit 

  • Builds on prior research.
  • Sound methodology or implementation plan 
  • Feasibility 
  • Innovative and creative approach to address a problem. 

Impact of the Work 

  • Potential to advance DEI in college.
  • Practical relevance 
  • Proposal will successfully implement at least one aspect of the College's DEI strategic plan with appropriate deliverables.

Capabilities, Demonstrated Productivity, and Experience of Applicants 

  • Applicants’ skills 
  • Record of past success 

2020-2021 Dean’s DEI Fellows

  • Dr. Carole Gibbs

    Carol GibbsDr. Carole Gibbs

    Dr. Carole Gibbs is an Associate Professor in the School of Criminal Justice. She received her PhD from University of Maryland in 2006. Her research focuses on white-collar and corporate crime and using interdisciplinary approaches to develop a more nuanced understanding of street crime. She has published in Criminology and Public Policy and the Journal of Criminal Law and Criminology. Dr. Gibbs served as the inaugural co-chair of the School of Criminal Justice’s Committee on Equity, Inclusion and Justice, helping lead the school through a climate assessment process. She was also Vice-Chair of the Division on White-Collar and Corporate Crime and is a recent graduate of the Great Lakes Leadership Academy.

  • Dr. Brian Johnson

    Brian JohnsonDr. Brian Johnson

    Dr. Brian Johnson is an assistant professor of Human Development and Family Studies at Michigan State University. He holds a B.S. and M.T. from Hampton University in Early Childhood/Psychology, a J.D. from Western Michigan University-Cooley Law School with a concentration in Constitutional Law and Civil Rights, and a Ph.D. from Michigan State University in Human Development and Family Studies. His scholarly interests focus on examining the constitutionality of laws and policies that affect youth and college-age underrepresented populations. He also has a particular interest in exploring and increasing sense of belonging among underrepresented groups at the college level. In addition to currently teaching at the undergraduate and graduate levels, he has over ten years of experience directing pipeline, recruitment, and retention programs. Also a certified elementary teacher, his pipeline programs focus on preparing students for college during the K-12 years, and ensuring they receive resources for success throughout their college experience. His advising, recruitment and retention initiatives have been recognized at the university and state levels.

  • Dr. Daniel Velez-Ortiz

    Daniel Velez-OrtizDr. Daniel Velez-Ortiz

    Dr. Vélez Ortiz is an Associate Professor in the School of Social Work at Michigan State University. His areas of research are in Latino older adults, cultural factors in mental health services, mental health literacy, technological approaches to cultural gaps, and structural factors relating to service delivery. His long-term work aims to integrate community mental health literacy and services into community spaces where older adults, particularly Latino groups, naturally gather. He would like to develop a link between disconnected systems of care using technology and other available resources. Dr. Vélez Ortiz has deep commitment to an applied focus in his research, where he has advanced knowledge with an emphasis on improving the lives of Latinos and other minorities across different age groups. He is also active in outreach and leadership.

Diversity Matters