Diversity and Inclusion
Diversity and Inclusion at DRI
The Desert Research Institute (DRI) offers a supportive, diverse, and inclusive environment for its students, faculty/staff, and visitors. The Office for Human Resources, Diversity, and Affirmative Action is responsible for administering and monitoring the Institute’s equal opportunity and diversity-related policies and procedures, pursuant to the Civil Rights Act of 1964 as amended, Americans with Disabilities Act and other relevant federal, state and local statutes.
The office collaborates with System and Institute management, faculty, and staff to ensure that campus operations, programs and procedures comply with these requirements, as well as investigates discrimination complaints from faculty, students, and staff. The office also provides assistance to individuals who have concerns and questions regarding sexual harassment, accessibility, discrimination, recruitment and hiring processes, equal opportunity, affirmative action, and diversity.
Our Commitment to Equal Opportunity
DRI is committed to Equal Employment Opportunity/Affirmative Action in recruitment of its employees and does not discriminate on the basis of race, color, religion, sex, age, creed, national origin, veteran status, physical or mental disability, sexual orientation, genetic information, gender identity, or gender expression. DRI employs only United States citizens and aliens lawfully authorized to work in the United States. Women, under-represented groups, individuals with disabilities and veterans are encouraged to apply.
Outreach, Diversity, and Inclusion Efforts
- DRI’s efforts in relation to outreach, diversity, and inclusion, encompass the promotion of DRI diversity at state, national, and international levels.
- DRI is committed to reinforcing the Institute’s diversity program of opportunities in world-class research using current and future relationships in higher education, industry and the private sector, under the direction of the President and the Institute’s charter.
- DRI aims to connect with and stimulate the interest of a diverse group of qualified candidates seeking the coveted educational and employment opportunities at Desert Research Institute.
- Promoting the Institute’s world-class research is the highest priority to both the local, state, and national community of underrepresented higher education populations.
DRI has campuses located in both Northern and Southern Nevada, providing a wide variety of opportunities in research science.
DRI has campuses located in both Northern and Southern Nevada, providing a wide variety of opportunities in research science. Faculty members are nontenured and responsible for their own salaries through external grants and contracts. Through this blend of academic rigor and private-sector pragmatism, DRI has earned a reputation for delivering high-quality scientific information in an efficient, transparent an accountable fashion. DRI’s culture provides an inclusive and supportive structure for researchers of all levels and backgrounds. Junior research faculty and graduate students attend learning sessions on research business development and work with senior researchers as mentors. Administrative faculty also work closely with the researchers in a team environment to provide exceptional service to clients.
Life at both campuses is enhanced by easy access to a wide range of recreational activities, entertainment, and local art and music festivals.
Diverse Community Partnerships
DRI is committed to building relationships with the Nevada System of Higher Education (NSHE) and the communities which it serves. A key component to DRI’s diversity strategy is to involve the community through education, outreach, and partnerships with a variety of constituency organizations.
DRI’s education and outreach programs include higher education student programs in cooperation with the UNR and UNLV, involvement in the K-12 STEM (Science, Technology, Engineering, and Math) programs, and community education and involvement in our research.
Outreach programs include:
DRI proudly supports and sponsors the following diversity-focused organizations:
- Henderson Chamber of Commerce
- Las Vegas Metro Chamber of Commerce
- Las Vegas Asian Chamber
- Reno/Sparks Chamber of Commerce
- Urban Chamber of Commerce
DRI values a diverse workforce and reviews data annually to ensure we are reaching applicants from diverse and underrepresented groups. We believe that a diverse workforce creates an environment that increases creativity, drives new research, and improves the workplace culture.
DRI’s strategic plan for diversity and inclusion is focused on outreach to a more diverse group of applicants as well as improving efforts to support historically underrepresented groups within DRI and NSHE. DRI is continuously reviewing and updating this plan to ensure best practices are being implemented in order to recruit and retain a diverse group of employees dedicated to environmental research.
DRI Diversity data summaries are shown below for 2012 to 2017.
NSHE Diversity Data, Committees, and Summits
Title IX and EEO/Affirmative Action at DRI
Title IX – Non-Discrimination
DRI’s Statement Regarding Title IX – Notice of Non-Discrimination
The Nevada System of Higher Education (NSHE) and its member institutions are committed to providing a place of work and learning free of sexual harassment, including sexual violence.
The NSHE “Policy Against Discrimination and Sexual Harassment; Complaint Procedure” is found in the Board of Regents Handbook, Title 4, Chapter 8, Section 13.
The Desert Research Institute (DRI) does not discriminate on the basis of sex in our education programs and activities in compliance with Title IX of the Education Amendments Act of 1972. “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.
If you believe you have been the victim of sexual harassment, sexual discrimination or sexual violence you are encouraged to contact the Title IX Coordinator and may file a complaint.
Allegations of sexual discrimination and sexual harassment are taken seriously and will be dealt with promptly, thoroughly, impartially, and equitably in accordance with the NSHE Policy Against Discrimination and Sexual Harassment Complaint Procedure (noted below). Where sexual discrimination or harassment is found to have occurred, DRI will act to stop the discrimination or sexual harassment, to prevent its reoccurrence, and to remedy its effects.
Inquiries concerning the application of Title IX may be referred to the institution’s Title IX Coordinator or the Office for Civil Rights of the United States Department of Education.
Contact information for Title IX Coordinator:
Jennifer Schultz | 775-673-7317
2215 Raggio Parkway, Reno, NV 89512
The Nevada Department of Education’s Office for Civil Rights (OCR) is charged with the enforcement of Title IX for educational institutions within the State of Nevada. They may be contacted at the information listed below:
Nevada Department of Education
Career, Technical and Adult Education
755 N. Roop Street, Suite 201
Carson City, NV 89701
Voice: (775) 687-7300
Fax: (775) 687-8636
DRI Non-Discrimination and Anti-Harassment Policy
Equal Employment Opportunity/Affirmative Action Employer
DRI values the uniqueness and diversity of its workforce and maintains an environment that is conducive to the promotion of diversity, inclusion and respect.
DRI is an Equal Employment Opportunity/Affirmative Action employer and auxiliary services are available upon request to individuals with disabilities. DRI prohibits discrimination on the basis of race, color, national origin, religion, sex, age, marital status, disability, sexual orientation or gender identity or expression and veteran status in programs and activities. DRI does not discriminate on any prohibited ground against applicants for employment, employees, or individuals with disabilities. For more information, please read Equal Employment Opportunity Is The Law(PDF).
This commitment to nondiscrimination and equal employment includes the following:
• Recruitment, advertisement, job application, conditions of employment
• Hiring, promotion, training, transfer, demotion
• Rates of pay, paid leave, leave of absence, benefits
• Job assignments, jobs classification, job descriptions, seniority lists
• Layoff, termination, discharge, disciplinary action
• Program and activities
Copies of the Affirmative Action plan are available for public review in the DRI Human Resources Offices in Reno and Las Vegas.
Please direct questions about diversity, affirmative action, and equal employment opportunities to the Human Resources at 775-673-7431.
Title IX Video Training Series
On August 14, 2020, the U.S. Department of Education’s new Title IX Rule concerning allegations of sexual harassment took effect. To assist higher education institutions of higher education working to comply with the new rule, Thompson Coburn’s Higher Education Practice has created a free, online lecture series that provides foundational training for those individuals who will be administering the new Title IX process this fall, including Title IX coordinators, investigators, advisors, hearing officers, and appeal officers. Pursuant to the new rule, colleges and universities are required to train these individuals to carry out their roles. The training must cover certain, specified concepts, and institutions must post any training materials they use to their external websites, making them available to the public. Thompson Coburn’s training series has been designed specifically to assist institutions with fulfilling these requirements.
Visit www.thompsoncoburn.com/TitleIXMaterials to find slide decks for each Module Video below –
Disclaimer: The information provided herein in these videos is intended for general purposes only and is not intended to be legal advice. The ethical rules of some states require us to identify this as attorney advertising material. The choice of a lawyer is an important decision and should not be based solely upon advertisements. Past results obtained on behalf of current firm clients afford no guarantee of future results. Every case is different and must be judged on its own merits.