Diversity Statement

Committee on Diversity, Equity, Climate and Inclusion (DECI)

Strengthening the Pipeline

The Princeton University Department of Chemical and Biological Engineering is committed to providing an open and supportive learning environment for all students, faculty and staff. As a community, we respect the dignity, individuality and freedom of each member. At the same time, we strive to be a place where individuals and groups learn with and from one another. We aim to foster a sense of shared experience and common purpose, along with a collective responsibility for one another's well-being and for the well-being of the department as a whole.

In short, our educational community must be one in which all of our members can thrive.

The Department is also committed to providing an environment that is free from all forms of discrimination, harassment, exploitation or intimidation. Academic rigor and intellectual exchange of ideas are integral parts of development as an independent scientist. All exchanges between members of the department must be carried out respectfully and with a sensitivity to the diversity of backgrounds within the community.

Princeton University is committed to equal opportunity and non-discrimination. To maximize excellence, we seek talent from all segments of American society and the world, and we take steps to ensure everyone at Princeton can thrive while they are here. That is the sole rationale and purpose of our diversity and inclusion programs, all of which are voluntary and open to all, and which comply with federal and state non-discrimination laws. Princeton does not discriminate on the basis of race, sex, ethnicity, color, national origin, religion, disability, or any other protected characteristic, and Princeton does not provide special benefits or preferential treatment on the basis of a protected characteristic.

In late 2020, the Department formed a Committee on Diversity, Equity, Climate and Inclusion (DECI), charged with regularly assessing the Department's climate and facilitating initiatives that foster an inclusive and diverse community.

The Committee is composed of representatives from each of the Department's active constituent groups: undergraduate students, graduate students, research staff, administrative staff and faculty.

Committee members are:

Mike Webb, faculty rep, chair
Mark Brynildsen, faculty rep
Eric Paul, staff rep
Amy Bassett, postdoc
Shengli (Bruce) Jiang, postdoc
Sonia Arumuganainar, G5
Winnie Huang, G2
Eva Reed '26
Ian Grimm '25

The Committee meets regularly to discuss issues related to DECI within the Department community and makes recommendations to the Department about appropriate actions that can be taken to strengthen the Department related to this initiative. The Committee seeks to continually gather information from community members about the department climate to inform the Committee’s future recommendations.

Contacting the DECI committee or reporting a concern

To contact the CBE DECI committee with comments, suggestions for topics of discussion and potential action items, you may email [email protected], which will be monitored by a member of the DECI committee.

In most cases, information shared with the DECI committee via this email address will be discussed among the committee and, at our discretion, may be shared as needed with the CBE Department Chair and/or Department Manager. During committee deliberations and in written reports, special care will be taken to preserve the privacy of individuals who may be personally identifiable. For example, in cases where a person’s gender or ethnicity may make their identity obvious in the group context, and thus reveal sensitive information, the Committee will elect to not include such demographic data.

The Committee’s goal is to evaluate the CBE department climate in general, not to adjudicate individual incidents or address interpersonal concerns. We encourage department members to contact individual CBE, SEAS, or University employees as appropriate to report a specific incident or concern. Potential points of contact include the CBE Department Chair, CBE Department Manager, CBE Director of Undergraduate Studies and/or CBE Director of Graduate Studies. Individuals may also choose to report a concern to the appropriate central offices on campus (see resources below).

Please note that all faculty and staff (excluding those specifically designated as confidential resources) are required to report suspected sexual misconduct to the Office of Gender Equity and Title IX Administration; more information regarding these obligations is available here. Several confidential reporting options exist across the University, as detailed below.

University-wide Resources and Reporting Options

Sexual Misconduct

Information regarding resources and options (including reporting options) for those who have experienced sexual misconduct is available at the University's sexual misconduct website. Individuals who have experienced sexual misconduct are encouraged to consult with confidential resources, including the SHARE (Sexual Harassment/Assault Advising Resources and Education) Office.

Identity-Based Bias and Discrimination

Should you have issues, concerns, or complaints that you would like to report to the University (and for which you would like the University to take action), please share your concerns at [email protected]. Additional information for anyone who has experienced or witnessed identity-based bias, discrimination or harassment can be found at the University's Many Voices, One Future website.

Ultimately, we must strengthen the entire pipeline of academic achievement, improving access from end to end, ensuring scholarly excellence in CBE. For that purpose, our community members are involved in a number of initiatives to address underrepresentation at various levels.

Faculty

During any active search for qualified, tenure-track faculty members, we seek those who will create a climate that embraces excellence and diversity, with a commitment to teaching and mentoring that will enhance the work of the department and attract and retain a diverse student body. 

Postdocs and Researchers

The faculty have adopted hiring practices that seek broad candidate pools when filling open postdoctoral researcher positions. Additionally, the Department participates in University-wide postdoctoral initiatives, including the Presidential Postdoctoral Program that promotes scholarly excellence and curricular diversity, broadly defined.

Graduate Students

Recruiting a diverse pool of prospective graduate students is one of the Department’s most important activities. The DGS and administrative staff work closely with the SEAS associate dean for diversity and inclusion on a raft of recruitment efforts. Starting with recruitment weekend, we host events and sponsor programming that promotes diversity and inclusion and encourages participation by our entire community. 

Undergraduate Students

Many of our students participate in professional affinity groups. In some cases, the Department can support these groups’ activities, especially when those activities promote excellence in chemical and biological engineering or foster leadership within our student body. In the recent past, groups within our Department have hosted events that aim to broaden access to high-level research, including introducing young scientists from diverse backgrounds to cutting edge topics. In all cases, these programs and activities are open to all eligible students, faculty and staff, regardless of identity.