The CDI supports and advocates for students from traditionally underrepresented or marginalized populations and creates collaborative partnerships with campus and community members to promote dialogue and social change.
Framework for Change
We are working hard to build a framework for progress and a structure of support for diversity and inclusion.
We know that WashU can be a better place, with a deeper range of perspectives and community members. It is this diversity that makes great institutions like ours truly great. Through inclusive policies and a range of resources, we are laying the foundation for a community that embraces and supports diversity in a welcoming climate.
The Office of Human Resources aims to recruit and retain a more diverse workforce, and to ensure the people who study, work and teach here feel welcomed, respected and nurtured.
The CDI is the student-facing piece of our strategic institutional priority to infuse considerations of diversity and inclusion throughout every part of of the university.
Campus Life encourages leadership that cultivates an inclusive campus community. The Socially Just Leadership Institute brings together leadership education, professional development, and social justice engagement, and Destination Q gives LGBTQ students time to explore identity and leadership.
Our office focuses on faculty development and diversity, and partners with diversity initiatives that affect both the university community and the community at large.
The Medical School Office of Diversity, Equity & Inclusion provides leadership and direction for all diversity, equity and inclusion efforts within the School of Medicine and supports faculty, staff, students and trainees as it strives for inclusive excellence in medicine and biomedical science.
Advisory groups, each focused on a specific topic, provide best practices and recommendations for action to advance diversity and inclusion at the university.
The newly formed Office of Student Success is committed to a diverse and equitable WashU experience by supporting students from all backgrounds.
Bias Report and Support System
The Bias Report and Support System, BRSS, is a cornerstone of our support system for students. If you have experienced or witnessed an incident of hate, bias and/or discrimination against a student, we encourage you to submit a report.
Where we are today is a foundation from which we are striving toward a more diverse and inclusive community in the future. We are driven to do better and be better. Our initiatives, training and academic efforts are moving us forward.
2020 Commitments to Racial Equity
In June 2020, Washington University committed to a number of concrete actions geared toward addressing systemic racism and its toll on our Black communities. We are tracking our progress as we continue to work toward these goals.
We do not collect personal information about gender identity or sexual orientation from our students, faculty or staff.
Race and ethnicity are self reported.
Students include undergraduate, graduate and professional degree seeking students; but exclude students in evening or part-time programs. Danforth Campus faculty includes tenured and tenure-track, and other full-time non-track, Medical Campus faculty includes full-time faculty on investigator, clinical and research tracks. Staff includes full-time staff on each campus. Faculty, staff, postdoctoral fellows and postdoctoral research associates data is compiled based on Washington University’s annual November 1 census and are updated the following spring. Student enrollment is based on Fall tenth-week data.
View additional institutional data on the Office of the Provost website.
Increase in first-generation college students in entering first-year class since 2013
Increase in women faculty (all tracks) on Medical Campus since 2010
Increase in Hispanic/Latina/o/x tenure-track/tenured faculty on the Danforth Campus since 2010
Percentage of tenure-track/tenured faculty from historically underrepresented racial and ethnic groups
Increase in number of incoming first-year students with a Pell Grant since Fall 2012
As part of our ongoing effort to attract and retain highly talented low-income students, we are working to increase our percentage of first-time, full-time students who are eligible for the Federal Pell Grant Program.
Percentage of first-year undergraduates who are Pell eligible.
Where We Are From
Faculty or student origin indicates individual’s country of birth; faculty degrees indicates the location of the degree-granting institution for the faculty member’s terminal degree. Faculty includes Danforth Campus tenured and tenure-track. Data from Fall 2019. Faculty data is compiled based on Washington University’s annual November 1 census; student data is compiled based on the 10th week of the fall semester. View the text-only version
Hiring Support for Faculty and Staff
We support hiring committees in finding diverse faculty members to join our community.
Policies and Resources
We strive to be a community with respect and inclusion at its core, providing access to opportunity from the widest range of talents and ideas, and fostering an environment that enables everyone to contribute. Together, we have created policies that protect our values of openness and dignity, and resources that provide information, community and support.View our policiesFind resources
The Office of Supplier Diversity aims to create and sustain diverse businesses in the St. Louis community, and to increase diversity representation in the workplace.Learn more about our supplier diversity initiative