Diversity & Inclusion

• Foster a respectful culture that values equity, accessibility, and psychological safety.
• Promote transparent processes in supervision, authorship, and evaluation.
• Encourage participation across cultures, disciplines, and career stages.

• Co-create expectations with mentees, including goals, meeting cadence, and feedback style.
• Offer flexible support (asynchronous notes, recorded walk-throughs, written rubrics).
• Credit mentees’ intellectual contributions; ensure visibility in talks and reports.

• Use contribution statements (e.g., CRediT taxonomy) to clarify roles early.
• Avoid honorary/ghost authorship; review order and responsibilities before submission.
• Share data curation, engineering, and evaluation credit alongside writing and analysis.

• Release artifacts (code, data, protocols) when feasible, with clear licensing and READMEs.
• Provide accessible formats (alt-text, captions, color-blind-safe figures, high-contrast slides).
• Use reproducible workflows (version control, seeds, environment files, data provenance).

• Volunteer for diverse review panels and outreach to broaden participation.
• Highlight contributions from underrepresented groups in talks and syllabi.
• Support family-friendly practices (recordings, remote options, flexible deadlines).

Respectful, harassment-free collaboration is non-negotiable. If you experience or witness inappropriate behavior, please reach out to me or follow institutional reporting channels. I will treat concerns seriously and confidentially and will align responses with university policies.

• ORCID
• Google Scholar
• ResearchGate
• LinkedIn
• Email

If you have suggestions for additional resources or accessibility improvements, feel free to contact me.