I. Conduct a broad review of our undergraduate curriculum to ensure appropriate coverage of race-related topics, inequality, and economic mobility.
II. Make an effort to push some of these topics into introductory courses accessible to freshmen and sophomores, perhaps with more extensive use of guest lectures, so that it is made clear early on that economics and economists take an interest in these issues.
III. Host various seminars, lectures and workshops about aspects of racism, with both internal and external speakers. Involve students and staff in running these events.
IV. Invite visiting scholars and faculty to spend time at Harvard—with goals of both improving diversity of views/research topics in the short run, and potentially scouting out candidates for more permanent positions in the longer run.
V. Ensure that all graduate students seeking RA positions have access to such positions early in their time at Harvard.
VI. Establish more ambitious goals for diversity in hiring. These goals should be at all levels, but our various pre-doc and full-time RA positions are one place where it would seem possible to do considerably better even in the short run.
VII. Create an informal advocate role, so that students can talk confidentially about problems they are having with faculty or other students, and so that departmental leadership is in a position to intervene if need be.
VIII. Find ways to enhance Inclusion since Diversity by itself is not enough. Inclusion involves issues of workplace climate, equity, fairness, and respect.
I. Revamp and substantially improve the Research Scholars Initiative (RSI). The program (if foundation funding is granted) will have a new name and be under the sole direction of the Department of Economics.
I. Explicitly track URM representation not only in our undergrad majors, faculty hiring, and PhD admissions, but also with respect to seminar speakers and publications in the QJE, among other areas.