Advanced cyberinfrastructure organizations are not immune to issues of underrepresentation that pervade the broader computing and information technology fields. What we strive to build is an inclusive and equitable culture which will promote and increase diversity. The following action items are adapted from and each can be thought of as a question of “how best to”:

• Promote and amplify individuals from historically excluded groups by inviting them to speak during network retreats.
• Ensure that there is diversity in committees, events (network retreats), and leadership positions.
• Identify existing programs at our own institutions. Learn about the programs that have succeeded in other institutions and adopt successful paradigms.
• Involve diverse students in committee work; contributing to a diverse workforce in the early-career phase is an important piece.
• Host a moderated workshop on DEI that forces creative thought about new approaches.
• Curate a set of training opportunities (topics might include microaggressions, tokenism, writing gender neutral job descriptions, and cultural competency in mentorship) at our individual institutions, national organizations (ACM), or relevant conferences PEARC, SACNAS, and Grace Hopper.

We plan to assemble best practices and resource requirements documents that we refer to as a toolkit in service of this activity.