DEIA vision statement
The Laboratory is committed to building an empowered, diverse, and inclusive workforce to advance its leading-edge research. The Laboratory actively celebrates human differences including, but not limited to race, ethnicity, culture, gender, gender identity, sexual orientation, age, social class, and physical ability. PPPL also strives to welcome diversity of thought, including a range of values and beliefs. These commitments are backed by the Laboratory’s strongly rooted ethos that advancing science requires a richly diverse workforce, one in which all voices are heard and all viewpoints are valued. The Laboratory aspires to cultivate a sense of belonging that goes beyond its mission and vision but that creates a sense of culture and community for which to bring your full self. PPPL hopes to create a culture that attracts a diverse workforce which reflects that of our nation’s demographics. This talent will be nurtured by developing an inclusive environment that stimulates collaboration, creativity, and a sense of community, all leading to innovation and scientific discoveries.
Diversity is at the heart of our Laboratory’s core values. As Steve Cowley, PPPL director, puts it, “Innovation is only possible when staff are able to access, harness, and express their ideas. This requires a diverse and inclusive environment, in which everyone can thrive.”
Our pledge to diversity, equity and inclusion, in parallel with the Princeton University Racial Equity Initiative, is to attract and retain a staff that more closely reflects both the diverse makeup of the communities we live in and the national pool of candidates.
Our Pledge to Diversity, Equity, Inclusion & Accessibility
PPPL set goals in 2020 as part of a five-year diversity, equity and inclusion pledge aimed at transforming our culture. Our objective is to attract and retain staff that more closely reflect both the diverse makeup of the communities we live in and the national pool of candidates. We pledge to:
- Aspire to increase by 50 percent the number of supervisor and leadership members from underrepresented groups by the end of 2025.
- Develop the science, technology, engineering and mathematics pipeline through apprenticeship and internship programs.
- Work with the University to diversify Princeton and PPPL’s postdoctoral researchers and graduate students
- Creating a more accessible and inclusive lab for differently abled talent.
- Support ongoing inclusion and diversity-related professional development and other educational opportunities for the PPPL community, aligning with Princeton;
- Strengthen PPPL’s small business program for supplier and contractor diversity; and
- Review benefits and policies, with an eye to enhancing equity for all employees.
Employee Resource Groups
PPPL’s employee resource groups (ERGs) are volunteer-led employee groups that work to provide a more inclusive and supportive environment in the PPPL community. These groups provide feedback to leadership, create a sense of belonging, and offer community engagement, networking, and leadership opportunities to our staff. They include:
- African American (website coming soon)
- Asian Cultural Alliance
- The Young Professionals Network
- Women in Engineering
Staff are also able to join a variety of other ERGs available through Princeton University.