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Rockefeller University

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Dear members of the Rockefeller community,

A strong sense of community has long been a hallmark of Rockefeller. This in part derives from the clarity of our shared mission, and our commitment to excellence in all our endeavors. We welcome and support all who are committed to these pursuits.

Both individually and collectively, we must recognize the strength that comes from our differences, while nonetheless acknowledging that our community is not equally experienced by all.  We realize that we must build a more diverse and inclusive institution that demands that everyone is treated with respect and knows that they belong and are valued. It must be understood by all that we have no tolerance for discrimination or racism in any form at the University.

Over the past several weeks, the protests precipitated by the murder of George Floyd have highlighted racism that persists in our society, the pervasive inequality that results from racism, and the broadly corrosive effect this has. These events have also prompted us to consider how well we meet our ideals here at Rockefeller. This has prompted many meetings among student groups, postdocs and other trainees, staff members, heads of lab, the Dean’s Office, and administration. We’d like to especially thank the Rockefeller Inclusive Science Initiative (RiSI) for broadly soliciting input and for helping to organize last week’s town hall meeting where we heard testimonials of hurtful comments and behaviors directed toward members of the BIPOC community.

Through these dialogues, we have heard pain and anger experienced at Rockefeller and beyond, along with very thoughtful suggestions to make our community more inclusive and just. We strongly believe that we all care deeply about the well-being of one another, and want everyone to share a strong sense of belonging at Rockefeller.

It is critical to translate these beliefs into purposeful actions that will improve our community. Some are straightforward and can be implemented immediately; others will benefit from concentrated consideration to ensure that plans are well-founded before implementation. In response to our recent discussions, please find below commitments the University is now making. These actions represent not the end of a process, but the start of one that we are deeply committed to.

  • Rockefeller does not have a diversity/inclusion officer. We commit to evaluating the models utilized by different institutions to promote diversity and inclusion, concluding with our own plan no later than the end of August.

  • The University has long published our encouragement for applications from communities underrepresented in science for graduate school and faculty appointments. We will immediately put these statements on display on our public web sites as well. 

  • We will provide forums and mechanisms to report and discuss incidents of discrimination, bias, and institutional racism at the University and determine actions to address inequities and prevent bias.

  • We will administer and disseminate results of an anonymous campus climate survey regarding issues of racial inclusivity, discrimination, and bias.

  • We commit to increase the number of invited speakers and seminars from underrepresented backgrounds, and will host a featured annual Friday lecture focused on promoting diversity and inclusion in science.

  • Working with the Academic Council of the faculty, we will establish guidelines for annual reporting on HOL mentorship practices and provide further training as warranted. 

  • We will seek to establish relationships with minority-serving institutions and expand research experiences at Rockefeller labs to BIPOC students from minority-serving institutions.

  • We will require training on anti-racism and anti-bias in science through the Responsible Conduct of Research course and evaluate anti-racism and anti-bias training for the broader campus community, including training and interventions tailored to units on campus in which specific problems are identified.  

  • By the end of August, we will develop a plan to increase diversity at all administrative levels including the executive team and board of trustees.

It is incumbent upon each of us to consider our own actions and perceptions and commit to creating a workplace and community in which everyone is recognized and celebrated for their experiences and contributions.

Importantly, a group of HOLs has come together to consider how they can most effectively contribute to the University’s initiatives in these areas. They will be reaching out to students, postdocs and scientific staff shortly to propose some initial thoughts and ideas. We are extremely grateful to these faculty and strongly support their efforts and commitment.

We look forward to working together in good faith and mutual respect to fulfill our mission, which has never been more vital to the health and well-being of the global community.

Very sincerely,

Rick, Tim, Mike, Virginia, Emily, Andrea and Sid

Richard P. Lifton, M.D., Ph.D. 
Carson Family Professor
Laboratory of Human Genetics and Genomics
President

Timothy P. O’Connor. Ph.D.
Executive Vice President

Michael Young, Ph.D.
Richard and Jeanne Fisher Professor
Vice President for Academic Affairs

Virginia Huffman
Vice President for Human Resources

Emily Harms, Ph.D.
Senior Associate Dean of Graduate and Postgraduate Studies

Andrea Morris, Ph.D.
Director, Career and Professional Development

Sidney Strickland, Ph.D.
Dean of Graduate and Postgraduate Studies