DEI Statement
Diversity, Equity, and Inclusion Statement*
As a Black woman, in any context but especially in the field of economics, diversity, equity, and inclusion (DEI) is among the very top of my priorities. Personally living similar experiences as so many individuals belonging to underrepresented groups is a constant reminder of how important promotion and engagement in DEI is to the growth of organizations. I feel that responsibility strongly so, not just other Black women, but men and women from all racial, ethnic, cultural, geographic, gender and gender identity, sexual orientation, disability, and socioeconomic backgrounds who are still underrepresented in economics and related fields can see themselves pursuing their ideal careers. Also, as a cisgender, heterosexual, able-bodied, U.S. born citizen I recognize there are challenges in being a member of the economics profession which I do not necessarily face, and I want to do my part to ensure representatives for their voices are included as well.
The American Economic Association's (AEA) Committee on the Status of Minority Groups in the Economics Profession (CSMGEP), Committee on the Status of Women in the Economics Profession (CSWEP), and Committee on the Status of LGBTQ+ Individuals in the Economics Profession (CSQIEP) play important roles in promoting DEI across the economics field, but it's important for every institution, department, and individual researcher, faculty, staff, and student to do his/her/their part to make the field more diverse, equitable, and inclusive. Thus, while the efforts of these committees, either through the information sharing (e.g., newsletters, action items, and minority and women representation via annual reports), recognition, or mentorship, are essential, if economics more broadly is ignorant of these initiatives, DEI will be difficult to realize. If economics continues to remain a relatively homogenous group of researchers, much of our work will become irrelevant to most individuals. Economists will fail to take up research questions, or consider alternative assumptions and mechanisms, which are related to a diverse community of individuals; having more diverse views and backgrounds is crucial to making our research more representative.
Engaging in DEI happens in research, teaching, publishing, recruiting, admissions, hiring/promotions, and daily interactions. Departments and other organizations which build their culture around DEI will create a positive work and/or school environment for every individual. Our attitudes and behaviors can often create a culture of exclusivity, especially in academia, which discourage individuals who cannot relate to those experiences from joining in. Also, if departments recognize the barriers members of underrepresented groups face in entering the field, then they can come up with alternative approaches to engaging with those groups to invite them into economics. These considerations, not just thinking about the diversity in DEI, but also equity and inclusion, can make a big difference in achieving DEI objectives.
Please visit the following pages to read further on Monique's current and intended DEI engagement:
*Inclusion of this webpage inspired by Marc Bellemare, Ph.D.