Diversity and Inclusion at IAS
The Institute for Advanced Study believes in the inherent value of diversity and equal opportunity, recognizing that a truly diverse workforce will bring a wider array of perspectives, as well as more innovative and effective solutions, to the organization.
As a community dedicated to intellectual inquiry, we are resolutely committed to the values of diversity, equity, and inclusion. Diversity refers to the variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance. Such differences include race, ethnicity, gender, age, religion, language, abilities/disabilities, sexual orientation, gender identity, socioeconomic status, and more. We strive to maintain the highest standards in making sure that people from all backgrounds perceive that access to the Institute is possible for talented Faculty, Staff, and Members from all groups. Creating a genuinely inclusive environment and ensuring that diverse voices are present and active in all aspects of our organizational life serves to broaden and deepen both the academic experience and the scholarly environment. Ideas, and practices based on those ideas, can be made richer by the process of being conceived and nurtured in a diverse community.
Committee on Diversity
Notes from recent meetings of the Committee on Diversity
Committee on Diversity Members
- Victoria Bjorklund, Co-Chair (Trustee)
- Akshay Venkatesh, Co-Chair (Faculty)
- Robbert Dijkraaf (Director)
- Nima Arkani-Hamed (Faculty)
- Jeffrey Berliner (Staff)
- Neil Chriss (Trustee)
- Susan Clark (Member)
- Nicole Maldonado (Staff)
- Alondra Nelson (Faculty)
- Jonathan Peele (Staff)
- Donne Petito (Staff)
- Jennifer Richardson (Staff)
- Caitlin Rizzo (Staff)
- Peter Sarnak (Faculty)
- Francesca Trivellato (Faculty)
As expressly prescribed in 1930 in its founding statements, the Institute for Advanced Study (IAS) admits scholars with all the rights, privileges, programs, and activities generally accorded or made available to all scholars at IAS without consideration of any race, color, gender, and national and ethnic origin. Accordingly, today IAS reiterates that in the appointment of faculty and staff and administration of its educational and acceptance policies as well as in all other IAS administered programs, no person shall be discriminated against on account of race, religion, color, disability, gender, sexual orientation, gender identity or expression, or national and ethnic origin.
The Institute is an Equal Opportunity Employer and is committed to complying with all federal, state and local equal employment opportunity ("EEO") laws. The Institute prohibits discrimination against Faculty, Staff, Members, Visitors and applicants for employment because of the individual's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, other non-merit based factors or any other characteristic protected by law. This policy applies to all Institute activities, including but not limited to, recruitment, hiring, Member selection, compensation, assignment, training, promotion, performance evaluation, discipline and discharge. As detailed below, this policy also bans discriminatory harassment. The Institute will provide reasonable accommodation consistent with the law to otherwise qualified Faculty, Staff and applicants with a disability and to Faculty, Staff and applicants with needs related to their religious observance or practices. What constitutes a reasonable accommodation depends on the circumstances and thus will be addressed by the Institute on a case-by-case basis.
As part of its EEO Policy, the Institute prohibits conduct that constitutes or could lead or contribute to harassment based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, other non-merit based factors or any other characteristic protected by law.
Examples of such conduct include, but are not limited to: ethnic slurs; threatening, intimidating, or hostile acts directed at a particular gender or religious group or directed at an individual because of his or her sexual orientation, color, or ethnicity; and/or use of computers (including via the Internet) or e-mail systems to view or distribute racially offensive communications.
Quid Pro Quo Harassment
Additional rules apply to individuals with supervisory authority at the Institute. No one with a supervisory role may at any time: (1) threaten or imply that an individual’s submission to or rejection of a sexual advance, or harassment or discrimination based on any other protected category, will in any way influence any decision regarding that individual’s employment, performance evaluation, advancement, compensation, assignments, discipline, discharge, or any other term or condition of employment; or (2) make any employment decision concerning an individual on any discriminatory basis. Harassment does not require intent to offend. Thus, inappropriate conduct or language meant as a joke, a prank, or even a compliment can lead or contribute to harassment.