Skip to Content

College of Education

JET Grant Initiative

To advance the COE’s focus on Justice, Equity, and Inclusion, ODEI invites teams of faculty and staff to submit proposals for Justice, Equity, and Inclusion (JET) projects. Because of limited funding, only two projects can be funded.

Dates and Deadlines

Opening Date: August 16, 2022
Deadline for Submissions: September 30, 2022
Awards: October 15, 2022
Final Reports Due: May 30, 2023
Amount of Awards: $10,000 each



  1. Team includes members from more than one department/program.
  2. Team includes a doctoral student.
  3. Goal(s) focus(es) on in-depth and sustainable curriculum/program evaluation and revisions which center equity (e.g., new required course related to equity methodologies; several sessions of professional development on equity for faculty or field placement supervisors).
  4. Goal(s) for project include(s) using COE GAP Analysis to determine need for diverse faculty and/or to recruit a faculty of color or a faculty member whose scholarship and teaching centers on an underrepresented equity knowledge base(s) (e.g., LGBTQUIA+; LatCRIT; DisCRIT). See summary of GAP analysis below. Contact ODEI for workshop on GAP Analysis.


Guidelines for JET Proposals

  1. Identify team members and their positions (3-5 people). Team may include faculty/staff combination.
  2. Briefly describe your project—no more than five, double-spaced pages. Appendices are okay. Sample projects (book study; curriculum/program mapping; survey of graduates or current students)
    1. Title of project
    2. Team Members (names and programs)
    3. Alignment with new COE mission (insert link)
    4. Plan of action (e.g., goals; number of meetings; action plan; key players)
    5. Timeline for project
    6. What are the expected outcome(s) and how will it/they be implemented in the
      program, department, and/or college (e.g., program revisions; targeted hire(s)
      focused on diversity, equity, and inclusion; more equitable policies or procedures—
      e.g., admissions; key assessments)
    7. What is the timeline? How will you sustain the project?
    8. Evaluation of project. Explain how you will evaluate project.
  3. Budget (e.g., books; materials; stipends for faculty/staff; honoraria/travel for consultant). Note: Final budget will be approved by Office of Research staff.


Review Process

Please submit grants to Gloria Boutte via email at Proposals will be reviewed by a subcommittee of the COE Diversity Committee.


GAP Analysis

Articulate what diversity and diversification of your program means.

Reference the CoE’s definition of diversity to guide your efforts.

As a program…

  • How are we defining diversity?
  • How does our definition align with the mission of our program? Our college? Our university?
  • What do we mean when we say we need to diversify our faculty?
  • What might that look like?

Craft a program diversification rationale.

As a collective, be clear about the value of diversification to your program and the department or college.

As a program…

  • What is the value of diversity generally?
  • What is the benefit of diversifying our faculty?

Determine your current state of diversification.

Gather data (e.g., underutilization reports) to determine your current state and answer the questions below:

As a program…

  • What is our identity as a program?
  • How might we characterize our culture and climate?
  • How are our identity and culture perceived externally?

As program recruiters…

  • What are we currently doing to build our “brand” as a program welcoming to people who don’t look like us or who may research different topics, etc.?
  • What are we doing now (e.g., scouting activities and relationship building) to secure a reputation in ways that smooth the path for recruiting diverse candidates in the years to come?

Determine your desired state and define its parameters.

Think about an ideal makeup of your faculty informed by your rationale and your answers to the questions below:

As a program…

  • What are our program’s goals over the next 3 to 5 years?
  • What do we understand/know about the students who might enroll in our program over the next 3 to 5 years (e.g., demographics, specific interests, goals) and how might that knowledge inform our hiring plan?


As program recruiters…

  • What important takeaways were revealed from our analysis of the underutilization reports? In what  direction do we need to move?
  • What important gaps in expertise (disciplinary, etc.) are we hoping our next hire could address?

Identify the gaps between the two states and create an action plan to close them.

Those actions serve as the basis for your recruitment plan.

As program recruiters…

  • In what special efforts do we intend to engage to diversify our candidate pools?
  • What kinds of targeted recruitment engagements might we sponsor/arrange for diverse candidates to meet us prior to our needing a new faculty member?
  • What should our targeted outreach efforts look like? To what individuals, groups, or organizations will our efforts be directed?
  • In what outlets (that stand the greatest chance of reaching members of underrepresented groups) will we post our next job announcement (e.g., disciplinary listservs, prof. organizations, targeted invitations, etc.)?


Challenge the conventional. Create the exceptional. No Limits.