The Office for Equity and Diversity sponsors various initiatives throughout the academic year with the goal of maintaining and advancing ECU's diverse and inclusive environment. 


Emerging Scholars Symposium

The Emerging Scholars Symposium (ESS) is a three-day program for recent graduates, candidates nearing the end of their terminal degree studies, and postdoctoral scholars. Participants will engage with ECU academic leaders, learn about faculty life at ECU, and showcase their research.


The inaugural Emerging Scholars Symposium will be held on March 12-14, 2019. For more information, click here:

Diversity and Inclusion Research and Scholarship (DIRS) Program

Announcement Date: February 8, 2019

Application Due Date: March 22, 2019 (by midnight)


Award Period:July 1, 2019-December 31, 2019 OR July 1, 2019-June 30, 2020

Award Notification: April 26, 2019

Our institutional mission states that ECU "[p]repares students with the knowledge, skills and values to succeed in a global, multicultural society" and "[d]iscovers new knowledge and innovations to support a thriving future for eastern North Carolina and beyond".  To that end, the Diversity and Inclusion Research and Scholarship Program was established to further the goal of incorporating diversity dimensions into scholarly works.

The Diversity and Inclusion Research and Scholarship Program (DIRS) is a faculty development and seed grant program that provides funds to departments with faculty who engage in research projects related to diversity, equity, inclusion and/or cultural competence.  Faculty members may apply for financial assistance for either diversity-related research expenses and/or reassignment from teaching assignments for up to one academic year.

Interested faculty must submit an application via Qualtrics survey, with an uploaded two-page vita and statement of support from the unit Chair. Applications must include a detailed description of the research project's objective, outcomes, and timeline.  Research proposals should demonstrate strong potential for extramural funding.  All recipients of DIRS funds are expected to compile the results of their research into a paper and will be asked to present the final product.  Funding will be provided directly to the academic unit.

Screening Criteria

The following criteria, with respective weights, will be used to screen applications and select recipients for the Diversity and Inclusion Research and Scholarship award:

Objectives and Outcomes (35%): clarity and comprehensiveness of the research objective, methodology, timeline and desired outcomes

Broader Impact (30%): addresses an institutional priority and/or societal/regional problem with high potential to affect change

Potential for Future Development (20%): identification and demonstration of potential for extramural funding

Budget (15%): clarity of budget's rationale and correlation with research project's objectives and outcomes


Investing in relationships with key sources of qualified, diverse talent (pipeline relationship development) is a strategic approach and among the best practices designed to achieve diverse recruitment pools. For the 2019 year, in addition to research on topics related to diversity, inclusion, equity and cultural competence, we are inviting faculty to apply for funds that will support research specifically around the special topic of pipeline relationship development, including

  1. Diversifying the faculty workforce through pipeline relationship development.
  2. Diversifying the field: pipelines for underrepresented students.


The Visiting Faculty and Scholars (VFS) Program

The Visiting Faculty and Scholars (VFS) program is a faculty program that is designed to: (1) assist units in bringing in qualified diverse visiting faculty and emerging scholars to conduct research and/or present on topics related to inclusion, equity, diversity, and cultural competence; (2) increase the presence of diverse faculty; (3) support the development of collaborative pipeline relationships for diverse faculty recruitment; and (4) support progress in meeting ECU Equal Employment Opportunity (EEO) Plan goals. An increase in the number of individuals within a diverse scholar talent pool with knowledge of our university may strengthen the university’s competitive posture in faculty recruitment.

Recipients of funding must agree to the development of a long-term strategic diversity recruitment plan designed to increase faculty diversity to include, at a minimum, one year of active implementation and pipeline relationship development activities. The Office for Equity and Diversity is available to assist units and will meet with units to support assessment of effectiveness of their efforts. In an effort to highlight progress and positive steps, the VFS program will also include presentations by the recipient to share information related to their recruitment plan and pipeline activities with those in their unit and college.

The Visiting Faculty and Scholars program is intended to support a brief visiting opportunity and is not intended to provide funds for a regular employee appointment. Similarly, the Visiting Faculty and Scholars program does not guarantee a future employer/employee hire for the unit or the scholar.

*Priority will be granted to academic areas with two consecutive years of Equal Employment Opportunity Plan goals.