We acknowledge the Coast Salish peoples of this land and the land which touches the shared waters of all the tribes and bands within the Duwamish, Puyallup, Suquamish, Tulalip, and Muckleshoot nations.

As an institution of public policy and governance, we acknowledge that the fields of higher education, public policy, and public management have caused and continue to cause harm by perpetuating systemic racism and other forms of oppression. The Evans School is committed to changing our policies and practices and educating the Evans community about how to address these inequities.  

The Evans School is engaged in a multi-year organizational change effort that focuses on cultivating and fostering a climate that welcomes diversity, promotes inclusion, and provides safe(r) learning and working environments. We are developing innovative approaches to recruit, retain, and promote students, staff, and faculty from groups historically under-represented in higher education, public policy, and governance. We are building organizational capacities to convene and host public dialogues and support solutionseeking across differences. We are developing and implementing education and training for students, staff, and faculty on how to recognize systemic inequities and racism impact the formation and implementation of public policy and public governance. And we are focusing on research that addresses issues of equity and inclusion. 

We gratefully recognize that our progress up to this point noted below is due in large part to many students, faculty, and staff – past and present – who identify as Black, Indigenous, and People of Color. We especially honor the tremendous contributions of The Committee for Equity and Inclusion, The Coalition (established by the MPA class of 2017 and 2018), and the Curriculum Advocacy Team, all who have engaged in this work with passion and purpose for many years. Their advocacy and activism continue to help us envision a better way forward.

In late 2021, the Evans School constructed a new five-year Equity & Inclusion Blueprint (2021-2026), focusing our attention on constructing the organization we need. Read more about our intention, the process, and the six key areas of focus that articulate our objectives and actions.

We are taking steps to become a leading institution in the fight against racism, discrimination, and inequity. It is time for leadership, dedication, and investment. Join us in building a stronger and more just world.

Where We Are

These highlights are a representative, but not exhaustive, list of our efforts and initiatives. Moving forward, we will continue to come together, to develop equitable practices, to evaluate our progress and to support each other. Updates on our progress will begin to be available on a quarterly basis and will be posted here.

  • The Coalition, a collaborative structure between Evans School Student Interest Groups Out in Public, Partnership for Community and Diversity, Evans People of Color, Evans Network of Womxn, and Evans International Students Association was formed to gain alignment on larger community efforts on diversity, equity, and inclusion.
  • The Curriculum Advocacy Team is a student-led effort to push for a more equitable and justice-focused Evans School curriculum.
  • Multiple events organized by Student Interest Groups focus on equity, inclusion, and access.
  • Faculty workshops and brown bags focus on reading, peer support for changing content and classroom activities, and resource sharing on race and equity topics.
  • Annual potlucks for faculty, staff, and students support culture and communication on equity and inclusion.
  • Community Conversation Norms are used to guide class discussions and many classes develop additional classroom norms to facilitate the creation of brave spaces for the exchange of rich ideas.
  • Revised faculty hiring practices create better chances to hire candidates using standardized rubrics, pre-screening practices, and diversity statements to screen candidates systematically and equitably.
  • A revised faculty merit assessment process explicitly calls out formal and informal activities that promote equity and inclusion in teaching, research, and service.
  • The Evans School prioritizes identifying funds and investing in building capacity toward anti-racism across institutional priorities.
  • Parrington Hall has been remodeled to include a variety of building features that account for the experiences of underrepresented members of the community, including all-gender restrooms, a quiet wellness room, a parent/child room, and accessibility accommodations throughout.
  • Evans School communications recognize student, staff, and faculty work related to diversity, equity and social justice through newsletter features, capstone identification and promotion, research reports, and executive communications.
  • Staff focus efforts on recruiting and supporting students from underrepresented backgrounds collaboratively with national groups, campus groups, current students, and faculty.
  • Staff are increasingly taking advantage of professional development and training opportunities including the UW Equity Team, Elevate UW, and professional development courses. In early 2023, the School hosted a workshop on Strategic Management for Equity for staff and academic program directors.
  • Public Affairs Diversity Alliance: This national initiative focuses upon supporting recent Ph.D. graduates from historically underrepresented groups with one-year teaching and scholarship development opportunities.  Along with five other top-ranked schools, Evans has committed to this effort to support racially diverse doctoral graduates in their attainment of tenure-track faculty positions, ensuring the next generation of faculty in schools throughout the country are more diverse.
  • Public Policy & International Affairs Association (PPIA) Junior Summer Institute (JSI): Joining a cohort of top US policy programs in this pipeline program, the Evans School launched JSI an annual 7-week summer institute for historically under-represented rising college juniors during 2022. This experience prepares students academically to pursue advanced degrees in public policy and administration.
  • Employer Partnerships: The Evans School is working to generate and nurture partnerships with community organizations, employers and internship providers that espouse anti-racist values in their workplace and in practice, specifically how their work incorporates racial equity and justice principles. We continue to emphasize the equity implications of uncompensated experiences and advocate for paid opportunities for students.

Honoring Anti-Racist Work in our Community

The Evans School recognizes students, faculty, alumni, and members of the broader Seattle community for their contributions and willingness to be a champion for anti-racist action through the following awards.

  • 2024: Tatiana Brown
  • 2023: Cinthia Illan Vazquez, Amen Tsegai, Grant Blume
  • 2022: Devoni Whitehead
  • 2021: Jazzlyn Jefferson
  • 2020: Kush Doshi
  • 2019: Njeri Thande and Marieka Klawitter
  • 2018: Matt Munoz and Heather G. Hill
  • 2017: The Coalition
  • 2016: Joaquin Herranz

2021 Award Winners

  • Bessie Marie Scott, EMPA ‘20
  • Alaa Alshaibani, MPA ‘21
  • Myra Parker
  • Larry Gossett

2019 Award Winners

  • Karin Martin
  • Tamika Moss
  • Sage Quiamno
  • Aparna Rae
  • Margaret Spearmon
  • Kush Doshi, MPA ‘21
  • Angélica Cházaro
  • Crystal Hall
  • Eric Holzapfel, MPA ’17
  • Fatima Chowdhury, MPA ’19

2018 Award Winners

  • Liam Dale, MPA ’19
  • The Station
  • Rosa Gimson, MPA ’17
  • Alexis Mercedes Rinck, MPA ’19
  • Elyse Rickard, MPA ’18
  • Iisaaksiichaa Ross Braine
  • Marie Angeles

2017 Award Winners

  • Leslie Dozono
  • Dr. Joaquin Herranz, Jr.
  • Dr. Marissa Herrera, ECC
  • Cynthia Morales, GO-MAP
  • Ending the Prison Industrial Complex
  • Got Green