Equity, Diversity, & Inclusion

The NMSU Department of Psychology is committed to promoting a sense of inclusion and respect for all people, regardless of their culture, race, ethnicity, gender, sexual orientation, gender identity, socioeconomic status, age, religion, immigration status, veteran status, or physical ability. The Department recognizes that systematic barriers exist for some people and not others, and is committed to fostering a more equitable and diversified environment. 

Psychology Inclusion and Equity (PIE) Committee Members


  • Michael Hout
  • Justin MacDonald
  • Laura Madson
  • Megan Papesh

We strive to foster this atmosphere by:

  • Create a formal committee on Diversity, Equity, and Inclusion (DEI). This committee will regularly meet to evaluate department initiatives and propose new ones. Membership will include two faculty members (one Social, one Cognitive/Engineering), two graduate students (one Social, one Cognitive/Engineering), and one undergraduate (recruited through Psychology Club, Psi Chi, or other means). Graduate students will be elected by their peers to serve one-year terms each Fall.
  • Require syllabus language expressing the department’s commitment to DEI and the instructor’s preferred pronouns. This statement will also link to Department diversity resources.
  • Revise departmental by-laws to describe departmental committees (e.g., formation and responsibilities), decision-making procedures, and graduate admissions decisions, among other topics. This will increase transparency and improve inclusion and equity.
  • Invite BIPOC scholars to speak during our weekly colloquium meetings. Initially, we plan to aim for a minimum of 25% BIPOC scholars, but will track and report this across years.
  • Hold annual Safe Zone training in August, encourage all faculty, staff, and students to participate at least once.
  • Encourage all instructors to learn about best practices in inclusive learning through Teaching Academy workshops or other resources. This will ensure that our courses benefit all students and reduce achievement/performance gaps
  • Eliminate the GRE from graduate application requirements
  • Actively recruit students from historically marginalized groups to diversify the graduate student population. In particular, we will make efforts to reach out to MSIs. Our goal is to maintain a minimum of 25% of graduate students from MSIs by 2025.
  • Conduct a bi-annual climate survey with undergraduate majors, graduate students, faculty, and staff. Results will be shared on the Diversity section of the website (see below) and discussed in an open department colloquium.
  • When hiring, actively recruit BIPOC applicants. Distribute job ads through cogdop in which we emphasize that we want to encourage applications from people from underrepresented backgrounds.
  • Give departmental, college, university, and EDI-specific professional service weight in P&T decisions.