• Department of Geological Sciences banner

CSUN Department of Geological Sciences Code of Conduct and Student Bill of Rights

Aspiration Statement

The guidelines below embody the best practices to be used by current faculty, staff, teaching and research assistants. They are intended to provide a guideline to establish effective and productive relationships that start with trust, courtesy, two-way communications, and shared expectations.

Effective research and education programs at CSUN require a clear understanding of best practices in terms of a range of professional interactions among faculty, undergraduate and graduate students, student advisees, and staff. Effective instruction, learning, advising, and research, and professional career growth requires open communication, ethical professional conduct between all individuals, collegial interactions, proactive mentoring, and a responsive administration to ensure a positive and successful setting across all levels of the educational endeavor.

To ensure a productive setting, all staff, faculty, and students are expected to treat one another respectfully and fairly, and the professors, research advisors, and teaching assistants are expected to serve as role models, upholding the highest ethical and professional standards.

Members of our community respect and support each other. We demonstrate this by:
  • Being courteous in our interactions with everyone.
  • Respecting the professional, physical, and personal boundaries of everyone.
  • Giving everyone a chance to voice opinions that do not directly discriminate against or harm others and handling disagreements through respectful dialogue.
  • Respecting individual differences and unique perspectives of members of the department.
  • Being mindful of one’s own authority with respect to other members of the department.
  • Working to ensure that everyone has equal access to opportunities.
  • Ensuring that, when offered, criticism is constructive and aims to create positive discussion.
  • Not tolerating unwelcomed jokes and/or disparaging remarks grounded in prejudice or stereotype.
  • Challenging practices that facilitate or allow prejudice and/or discrimination.
  • Supporting and protecting those who report violations of departmental or university policies.
Members of our community are committed to openness. We demonstrate this by:
  • Being receptive to discussions of ways to improve the work environment and work relationships.

  • Challenging our own assumptions about people and the sources of those assumptions.
  • Taking responsibility to eliminate particular challenges or barriers to success that members of the department may face, with particular emphasis on members of under-represented groups.
  • Accepting a range of unique cultural practices within the department community and respecting individual religious, spiritual, and secular beliefs and practices.
Members of our community take initiative to maintain a healthy and supportive environment. We demonstrate this by:
  • Intervening when others are exhibiting conduct unbecoming of a community member.
  • Speaking up when someone is disrespectful of an individual or a group or class of people (even when that individual or members of that group or class are not present).
  • Identifying and challenging implicit biases, seeking opportunities for education/training on diversity, inclusivity, reporting, and bystander intervention techniques, and encouraging others to do the same.

Faculty, Staff and Peer Interactions should:

  • promote an environment that is intellectually stimulating and free of harassment;
  • be supportive, equitable, accessible, encouraging, and respectful;
  • recognize and respect the cultural backgrounds of all fellow faculty, research scientists and staff;
  • be proactive CSUN citizens, keeping track of the full range of responsibilities of all individuals;
  • be as flexible as possible concerning tasks associated with the school mission including research, committee service, and teaching;
  • be sensitive to the power imbalance in the tenured full professor–junior professor, senior–junior research scientist, faculty/research scientist–staff relationships.

Faculty research supervisor/co-supervisor (in addition to above) should:

  • be sensitive to the power imbalance in the student–advisor relationship;
  • for teaching assistantship positions, provide clear instruction at the start of the semester for particular tasks that require focused effort during key parts of the semester so that time can be allotted; make sure that time will not exceed 20 hrs/week;
  • for research assistantships, generate a list of expectations for the semester and agree upon these, making sure that time will not exceed 20 hrs/week, and with the understanding that the tasks assigned will contribute to the professional training of the student and that the tasks will be meaningful to the student’s educational experience;
  • Clearly communicate expectations, time commitment, and funding for summer research. Faculty who expect students to work on research over the summer will provide research support.
  • avoid assigning duties or activities that are outside students’ academic/professional responsibilities;
  • respect students’ needs to allocate their time among competing demands while maintaining timely progress toward their degree;
  • advise graduate students on the selection of an appropriate thesis topic and assist them in selecting a thesis committee;
  • advise graduate students on timelines and expectations for submitting thesis proposal and committee selection, so that sufficient time is allowed for input from advisor and student peers;
  • set clear expectations and goals for students regarding their academic performance and research progress and meet regularly and often in order to provide feedback on progress;
  • read and review journal manuscripts or thesis chapters in a timely manner for both students you supervise and those for which you are a committee member;
  • discuss policies and expectations for work hours, vacation time, and health contingencies;
  • provide students with training and oversight in all relevant aspects of research, including the design of research projects, the development of oral and written communication, grant preparation as appropriate, and the use of rigorous research techniques;
  • avoid placing pressure on students to produce results that support particular hypotheses;
  • devise effective ways of providing students with guidance and supervision during any prolonged absence;
  • provide and discuss clear criteria for authorship at the beginning of all collaborative projects;
  • discuss plagiarism with your students who are involved in research—what plagiarism is and how to properly cite the work of others, including copyright and self-plagiarism;
  • encourage participation in professional meetings and try to secure funding for such activities;
  • provide career advice, offer help with interview and application preparation, and write letters of recommendation in a timely manner;
  • acknowledge that some students will pursue careers outside of academia and/or outside their research discipline and assist them in achieving their chosen career goals;
  • schedule meetings to discuss topics other than research, such as professional development, career objectives and opportunities, climate, laboratory personnel relations, etc.;
  • make provisions for students to graduate if you are leaving the university for another position or retiring—e.g. assist students in finding another advisor if appropriate and assist the students in secure funding to continue;
  • be a role model by acting in an ethical, professional, and courteous manner toward other students, staff, and faculty;
  • cooperate with any investigation stemming from a complaint, preserve confidentiality to the extent possible, avoid retaliation against whomever complained or was involved in the investigation, and only file complaints in good faith.

Further Information and Additional Resources

California State University Northridge is committed to creating a welcoming and supportive environment on campus. Discrimination, Harassment and Retaliation Against Students, Employees and Third Parties is prohibited by Executive Order 1096 and 1098. Information about CSUN non-discrimination policies can be found here: Nondiscrimination Policy and Complaint Procedures

In case of potential violations to CSUN policies, the Office of Equity & Compliance (E&C) is committed to providing a fair and unbiased review. The Office can be contacted with questions or concerns via phone at 818-677-2077.

Land Acknowledgement

CSUN faculty, staff and students recognize and acknowledge the Sesevitam, the first people of this ancestral and unceded territory of Sesevenga — which is now occupied by CSUN. We honor their elders, past and present, and the Sesevitam descendants, who are citizens of the Fernandeño Tataviam Band of Mission Indians.

Code of Conduct Acknowledgement

Drafting of the CSUN Department of Geology Code of Conduct was inspired by participation in the 2021 URGE Curriculum which is funded by the National Science Foundation and Woods Hole Oceanographic Institution. Parts of this document were modified from the Jackson School of Geoscience and The University of Oregon.

Guidelines for Faculty, Research Scientists, Students, and Staff of the Jackson School of Geosciences, UT Austin

Camp safety and anti-harassment policies, University of Oregon

Student Bill of Rights

All students have a right to:

  • Expect quality instruction
  • Feeling free to speak up (to who) when they are uncomfortable with physical, mental, demands of work or when their safety could be compromised
  • Constructive criticism of their work free from personal attacks and insults
  • Be treated with respect in front of other individuals at CSUN and at institutions/locations external to CSUN. 
  • Be treated with respect in one-on-one interactions at CSUN, institutions/locations external to CSUN. 
  • Expect that their instructor(s) and research advisor(s) does not share details about their academic records and habits to other students
  • Receive mentoring advice rooted in the student’s best financial and career interests and what students define as their career goals
  • Pursue their educational and professional goals in the absence of obstructive gatekeeping. Obstructive gatekeeping is defined as the imposition of arbitrary procedures, and/or restrictions by an advisor or authority figure that is designed to delay, impede, or discourage a student’s progress towards timely completion of work, graduation, and/or publications that are necessary for the student’s career advancement. Gatekeeping may take the form of setting unrealistic deadlines as a condition of progressing in one’s program, imposing ad hoc terms and conditions of use for access to resources and facilities needed to do one’s work, and refusal to review thesis chapters and co-authored manuscript drafts in a timely manner.
  • A learning environment free of tokenism
  • Right to seek 3rd party consultation/protocol for emergencies and complaints
  • Academic and personal privacy
  • Be educated in a safe building and be made aware of potential hazards or threats to their well-being
  • Not be harassed, bullied or hazed
  • An advocate or liaison for navigating complaints and emergencies (In a perfect world this would be an ombudsperson)
  • Accessible course material
  • Transparency around sources of funding that are provided from the Department and their research advisor
  • Expect that a research advisor or faculty member in a position of power or a perceived position of power does not implicitly or explicitly ask for gifts and tribute in exchange for carrying out the normal expected functions of their job as faculty members.
  • Be nominated and evaluated for awards and career opportunities based on their merit and accomplishments
  • Be treated with respect in all CSUN-affiliated and funded activities on campus, in the field, and in national labs

Undergraduate students have a right to:

  • Clear and well communicated expectations and classroom policies
  • Clear grading criteria
  • Clear and well communicated deadlines
  • Timely review of research products (e.g., senior thesis, proposals, etc.). Timely generally refers to a 2 week maximum for thesis drafts and proposals.

Graduate students have a right to:

  • Timely review of research products, e.g., thesis chapters, manuscripts, proposals. Timely generally refers to a 2 week maximum for thesis drafts and proposals.
  • Necessary research materials provided
  • Transparency around sources of funding that are provided from the Department and their research advisor


Privacy Rights of Students in Education Records at CSUN

Field Trip Code of Conduct

Student Field Safety Rights

Fieldwork offers a unique opportunity to directly learn about the natural world by observing and measuring active and ancient geologic features in place. Field observations are critical in developing a 4-dimensional understanding of earth processes. Many CSUN students are new to field work and camping, and we understand the challenges that this presents. We therefore provide training to our students in conducting field work in a safe environment. Field work is often an exciting and enjoyable aspect of learning in the Department of Geological Sciences, but it is also an extension of on-campus work and coursework. As such, adherence to a professional code of conduct is required by all participants in a CSUN field party to ensure safety and a positive experience for all participants. This document outlines your rights and recommended actions as a student.

Incident Reporting

In the event that you or someone in your group needs to discuss or report an harassment and/or discrimination incident that has occured while on a field trip, please contact any or all of the following:

  • Let your instructor know about the situation, either in person or via email.
  • Let a friend know about the situation, and ask them to report the incident for you.
  • Contact the Department Chair (818) 677-2052 or another faculty member about the incident.
  • Contact the CSUN Equity and Diversity Office at (818) 677-2077 or You may use this line to make an anonymous report or they can connect you with confidential resources. 
  • Contact the CSUN police department (818) 677-2111 or dial 911 if you are in immediate danger.

To ensure student safety in the field:

  • All CSUN courses and associated field-trips are drug- and alcohol-free events. Any student or other person on the trip found to be under the influence of alcohol or illegal drugs will be immediately removed (and will fail) the course.
  • Weapons and/or fire-arms are not permitted on CSUN field courses. Students should only bring tools required for geology field work and camping.

Students have the right: 

  1. To be informed about the plans, nature of work, and risks involved with the fieldwork in which  they will be participating.
  2. To express concerns about their safety, health and comfort (including fatigue/exhaustion), and that of the team. 
  3. To safe accommodations with which they are comfortable (e.g. students should not be required to share a tent with a person with whom they are not comfortable).
  4. To a social environment that would be acceptable in a classroom setting.  
  5. To reasonable attempts to provide adequate shelter, equipment, and food. 
  6. To not be left alone in remote field settings if not desired. We encourage students to work with a field partner to ensure safety and an enjoyable experience. 
  7. To carry and use remote field safety equipment, including communication devices. 
  8. To be evacuated at no additional cost, if the student feels a Title VII or Title IX violation has occurred and wants to return to town for safety reasons and/or to file a complaint. 
  9. To be evacuated at no additional cost if the student feels they are experiencing a medical emergency (e.g. the flu, sprained ankle, broken arm) 
  10.  To civil discourse, intellectual exchange and mutual respect between all students, faculty and staff. 
  11. Students, including field partners, are encouraged to communicate any concerns about the points above to the instructor before or during the trip.
  12. All of these field safety rights shall be exercised without retaliation or adverse effect on the student’s academic progress.

Harassment Policy

As a member of the CSUN community, you have the right to an environment free from harassment and discrimination, both on campus and in the field. We define harassment as any action that makes another student feel intimidated or uncomfortable, including (but not limited to) any racially or sexually insensitive comments.   We reiterate for this field course: 

  • There is zero tolerance for harassment or assault, including all forms of bullying. 
  • There is zero tolerance for retaliation against those reporting harassment or assault. 
  • Those found to be harassing or assaulting others will be reported to appropriate authorities including CSUN authorities, and may be sent home at the instructors’ discretion and may fail the course.

Frequently Asked Questions (Graduate Students)

  1. How much should I get paid during the academic year (Sept-May)?

    Our MS students receive at least one year of full tuition and fees support (most receive two years of tuition support) and at least one teaching assistantship per semester, which includes a modest academic semester stipend. Additional support may be available through additional teaching assistantships, research funds from an advisor, or from internal and external funding opportunities. If you are accepted, the details of your tuition, stipend and/or salary, and teaching and research appointments will be included in your official acceptance letter.

  2. Are tuition and fees included in my support at CSUN?

    In-state tuition and fees are covered for all graduate students. Out-of-state students may need to apply for in-state residency during the start of their first year to be considered in-state at the start of Year 2 (see question 7).

  3. What is expected of me during the summer (June-August)?

    To progress toward your degree on time (2-2.5 years), graduate students typically must continue their research over the summer. When summer funding is included in support packages (including the Hanna summer scholarship), the expectation is that students will work on their projects accordingly.

  4. I wish to change my research topic and advisors, how should I do this?

    First you should talk to your advisor if you feel comfortable doing so. It could be that they could still be your advisor or serve on your committee if there is overlap with the topic. The next step would be to talk to the Graduate Advisor and/or Department Chair about finding a new advisor. If you have someone in mind, you are free to discuss a possible move with them as well. It is important to note that most funding is tied to an advisor, so there is no guarantee that a new advisor would be able to fund you. Also, you should talk with your current advisor about how to bring closure to the current research project.

  5. I am having difficulties with another student, whom should I talk to?

    First you should talk to the other student if you are comfortable and it is appropriate. Many times people are not aware that their actions may be inconveniencing or bothering someone else, and a discussion can quickly resolve the issue. If you are not comfortable, it is not an appropriate situation, or talking doesn't help, the next step would be to view the Dispute Resolution Guidelines below and Contacts to see who might be the best contact for your specific issue.

  6. My assigned work in my TA position is going over 20 hours per week, what should I do?

    Each TA position is Union-negotiated as 7 hours per week. Two TAs positions is 14 hours, and students cannot work for more than 20 hours/week total. Assigned work should not go over 20 hours/week. If you are working more, the first step is to let the instructor know that the assigned work is exceeding the limits. Most of the time this is sufficient; however if the assigned work continues to exceed 20 hours you should contact the Department Chair to resolve the issue.

  7. What is the deal with in-state/out-of-state tuition?

    In-state tuition and fees are covered for all graduate students. Out-of-state students are typically able to waive out-of-state tuition in the first year. Out-of-state students may apply for in-state residency during the start of their first year to be considered in-state at the start of Year 2. Students unable to apply for in-state residency (for example, International students) may have out-of-state tuition covered by advisor research funds or external funding, but this is not guaranteed.

Dispute Resolution Guidelines

As members of the CSUN Department of Geological Sciences, we wish to consciously establish effective and productive relationships that start with trust, courtesy, two-way communications, and shared expectations. To this end, complaints or concerns should be made in good faith with the intent to find equitable resolutions to any issues that may arise. Please note that some complaints (discrimination, including harassment, sexual harassment and interpersonal violence) cannot be kept anonymous. We also recognize that the reporting and follow-up structures are often opaque. The Department of Geological Sciences is committed to helping navigate the system, and we provide guidance below.

  1. If you feel comfortable, talk to the other person about the issue.  You might use language such as, “On XXX date, when you engaged in XXX behavior, I felt uncomfortable, and I’d like to talk with you about it.”  Most situations can be resolved this way, and if you resolve the issue earlier, it is often easier. If you do not feel comfortable addressing the situation in this way, skip this step.
  2. Document everything — emails, conversations, and dates of events.   In addition, make sure you document who, if anyone, witnessed the event, and consider asking them to record their recollections if possible.  Do this as soon as possible to ensure accuracy.  Keep to the facts.
  3. We recommend first contacting the Department Chair ( ), DEI Committee members, or other trusted faculty or staff member who can help you navigate the specific University contacts that exist for various offenses. If your dispute is with the Department Chair, we recommend contacting the DEI Committee and/or Associate Deans in the College of Science and Math ( ; ). 
  4. If you as a complainant choose to identify yourself and the charges, then potential action can occur and all pertinent information associated with the charges can be made available to the appropriate University office and/or to the College of Science and Math Dean.
  5. If you choose to report in confidence and remain anonymous, this limits appropriate due process. If the report is to a contact listed below, they will document the incident, and a confidential record will be kept by the appropriate office for your affiliation (undergraduate or graduate student, faculty, research scientist or staff) to assess repeat offenses.
  6. If you decide you would like to report an incident, see the next section. 

What to do if you are being harassed?

If you experience a harassment or assault incident, here’s what you can do: 

  1. IF YOU ARE BEING HARASSED, the first priority is for your safety, the second to stop it happening again. Here are some suggestions: 

  • In the moment when it’s happening: 
    • Tell the person to stop (e.g., "don't do/say that", "What did you mean by that?", "stop right there", "Stop, I would like you to consider what you are saying/just said or doing/just did", "That was inappropriate/offensive.").
    • If you need to, get away; make an excuse or just go. 
  • In a less immediate situation or after the fact, you can also 
    • Ask ANYONE else to tell the person to stop.
    • Consider reporting the incident.  
      • You are always welcome to report it to one of the faculty, graduate students, or a field partner. 
  • You are welcome to report with or without identifying information for the victim or the harasser. There are also CSUN-wide systems for reporting discrimination or harassment: (818) 677-2077 or You may use this line to make an anonymous report or they can connect you with confidential resources. 
  • You have the right to a respectful and harassment-free environment. You can ask your instructors to be sure to provide that, for example by changing group assignments so you can avoid the person who has harassed you. 
  • IF YOU OBSERVE HARASSMENT OF OTHERS, here are some things you can do: 

    • Direct intervention (e.g., "don't do/say that", "What did you mean by that?", "stop right there", "Stop, I would like you to consider what you are saying/just said or doing/just did", "That was inappropriate/offensive."). 
    • Divert (e.g. “What was that last measurement you took?”, “Which rock unit do you think that is over there?”, Ask them to pass you something) 
    • Delegate (Tell someone else) 
    • Document. Record what is happening (voice or video) or write down what you saw. 
    • In a team setting, if you feel comfortable, after the event: 
    • Check in with the person who was harassed. (e.g. "I saw what happened there. I thought that was really inappropriate behavior towards you. Are you okay? What can I do to help?").  
    • Check in with the person who was harassing (e.g. "That joke wasn't funny." "That conversation you had with X. Have you thought about how that may have come across to them?").
  • IF YOU ARE TOLD SOMETHING YOU DID WAS HARASSMENT, or you realize something you did was unintentional harassment, here’s what you can do: 

    • Apologize 
    • Thank the person for pointing it out.  
    • Confirm that you will not do it again 
    • Understand why it was harassment.

    You should always feel free to contact your instructor, TA, or report the incident in another way (see incident reporting below).

    How to Report Incidents

    There are multiple to ways to report incidents of harrassment, discrimination, and/or abuse on campus.  Here we provide a recommended roadmap within our department as well as a list of online and campus resources. Regardless of your path to reporting the incident, we want to assure you that your complaint will be heard and reported to the appropriate people, and that you have the department’s support in this process.

    Reporting Road Map for Students

    • STEP 1– students are encouraged to discuss their issue with the department chair and/or a trusted faculty member in the department. It is understood that these discussions will be confidential unless a Title IX infraction (sexual misconduct) has been commited and we are required by law to report this to the Title IX coordinator. If the student is not comfortable taking the issue to either a faculty member or chair, they should proceed to step 2. The incident will be recorded in writing and dealt with according to the “Process for addressing complaints/ concerns” in the following section.
    • STEP 2 – If appropriate, the faculty member should take the issue to the chair and together they attempt a resolution
    • STEP 3– If the chair is unable to resolve the situation, the issue will be taken to the Associate Dean & Dean in the College of Science and Math.  
    • STEP 4 – If the Associate Dean and Dean cannot resolve the issue, it will be officially directed toward the appropriate University-level department: student affairs, equity & diversity, faculty affairs, faculty union.

    Reporting Road Map for Faculty/Staff

    • STEP 1a– the staff or faculty member is encouraged to discuss the issue with the department chair. If the staff or faculty member is not comfortable taking the issue to the department chair, they should proceed to step 1b.
    • STEP 1b– The staff or faculty member should report the incident to the Associate Dean and Dean of the College of Science and Math.
    • STEP 2–  If the Associate Dean and Dean cannot resolve the issue, it will be officially directed toward the appropriate University-level department: student affairs, equity & diversity, faculty affairs, faculty union.

    The links to the reporting policy at CSUN are here:

    Process for addressing complaints/concerns

    Listen, Record, Discuss, Report

    The process for addressing complaints/concerns depends in part on how the complainant is comfortable with moving forward.* All incidents of Descrimination and/or Harassment are required to be reported to the University Title IX coordinator. Title IX is a federal law that was passed in 1972 to ensure that male and female students and employees in educational settings are treated equally and fairly. It protects against discrimination based on sex (including sexual harassment). In addition, Title IX protects transgender students and students who do not conform to gender stereotypes. State law also prohibits discrimination based on gender (sex), gender expression, gender identity, and sexual orientation. The preamble to Title IX of the Education Amendments of 1972 states that:

    “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”

    Gender Equity/Title Ix - Equal Opportunity & Access (CA Dept of Education)

    For other cases that are not potential Title IX offenses, the process for addressing complaints will be split for CONFIDENTIAL and NON-CONFIDENTIAL complaints. 

    Confidential Complaints

    • All complaints will be recorded in writing by the chair or, if appropriate, the faculty member who received the complaint.  After the semester (or other term agreed to by the complainant), the respondent will be informed of the confidential complaint.
    • The written complaint will be forwarded to the Dean of the College of Science and Math.
    • The respondent will be contacted regarding the complaint after the complainant has left the university (ie. graduated) or the complainant has agreed to waive the confidentiality of the report.
    • Respondents will have the opportunity, in writing, to respond to the allegations and this written response will be stored in the same file as the initial complaint.

    Non-Confidential Complaints 

    Complaints where the plaintiff explicitly states that they agree to move forward with addressing the complaint without confidentiality.

    • All complaints will be recorded in writing by the chair or, if appropriate, the faculty member who received the complaint.  
    • The written complaint will be forwarded to the Dean of the College of Science and Math.
    • The Chair (or Dean) will discuss the complaint with the respondent and develop ways to address the complaint.
    • Respondents will have the opportunity, in writing, to respond to the allegations and this written response will be stored in the same file as the initial complaint.*

    *Any evidence of retaliation due to complaints will not be tolerated at any level. Retaliation is a violation of Title IX policy and will be immediately reported to the office of Equity & Diversity.


    What are some possible consequences for inappropriate conduct?

    The CSUN Department of Geology will address violations to this Code of Conduct for the benefit of our students, staff, faculty and community. Inappropriate conduct will be recorded internally by the Department Chair and/or addressed with corrective action with the DEI Committee. All serious offenses will be reported by the Chair to the Dean of the College of Science and Math and/or the Office of Equity and Diversity.

    Possible scenarios for departmental discipline of faculty and staff for repeated complaints and patterns of inappropriate behavior include:

    1. Meetings to discuss issues and patterns of behavior with written and signed documentation of the meeting outcomes. Such meetings are meant to allow faculty and staff a chance to present their point of view and to discuss ways to mitigate the issues that have become a pattern. Subsequent complaints will lead to formal documentation with the Dean of the College of Science and Math. These letters may be recommended to be included in a faculty member’s Personal Action File (PAF).
    2. Recommended DEI and advisement training.
    3. Loss of ability to recruit new graduate students or supervise undergraduate students;
    4. Loss of ability to teach undergraduate majors courses and graduate-level courses;
    5. Loss of ability to supervise graduate and undergraduate students;
    6. Loss of discretionary funds (e.g., CQF, lottery funds, and other funds).

    Consequences for repeated complaints will be discussed and voted on by the Chair and DEI Committee.