Diversity, Equity, & Inclusion

December 1, 2021

DEI and Antiracism Updates

  • We have finalized the Process for Reporting and Investigating Alleged Incidents of Harassment, Bullying and Discrimination involving PiA Fellows. This process was developed in partnership with Nonprofit HR. Fellows were briefed on this process as part of orientation and are required to sign to indicate compliance with the process. We are continuing our work to update policies around sexual harassment and misconduct, as well as to develop processes for other stakeholder groups.
  • 2021-2022 Teaching Fellows completed a module on Culturally Responsive Teaching, developed and delivered by a PiA alumna, as part of a re-imagined TEFL training.
  • Orientation featured a comprehensive training program focused on diversity, equity, and inclusion, which was developed and offered by Dr. Mya Fisher of Global Equity Forward. The training was informed by and strengthened through the robust participation of PiA alumni. 
  • To expand access, the PiA application fee has been eliminated as of the 2022-2023 fellowship application. All applicant interviews, TEFL training, and Orientation will be held virtually.
  • To continually integrate and evaluate how we center diversity, equity and inclusion in our work, the Board of Trustees established a standing Diversity, Equity and Inclusion Committee.  The committee will oversee adoption and implementation on PiA policies on diversity, equity and inclusion (DEI), equal employment opportunity (EEO), harassment and discrimination, and anti-racism.

March 19, 2021 

A Message from Princeton in Asia: In Solidarity & Support of Our AAPI Family

Dear PiA Alumni, Family, and Friends, 
We are writing to you today in response to the deeply disturbing increase in hate crimes, discrimination, and harassment against the Asian American and Pacific Islander (AAPI) community during the COVID-19 crisis, and the horrific shootings in Atlanta earlier this week. We mourn the deaths of the eight victims in Atlanta, six of whom were Asian women. We condemn each and every one of the 3800 hate incidents against AAPI individuals reported over the past year and all those that have gone unreported. Today and every day, we stand in solidarity with the AAPI members of the PiA family, staff, Trustees, Fellows, and alumni, and all of the AAPI community at large. 
Princeton in Asia condemns discrimination, violence, and hate crimes against Asians, Asian Americans and Pacific Islanders. Racism against the AAPI community has been historically invisible, and we must fight back against the injustice the AAPI community continues to endure.
We recognize the feelings of pain and fear these unspeakable crimes have amplified in the AAPI community. We sincerely hope that the AAPI members of our community are finding space and time for processing, grieving, and self- and community care. PiA will be offering listening and processing sessions to our AAPI Alumni through Konterra in the coming weeks and will communicate details as soon as they are confirmed. We are also including links to resources for self- and community care below.
As an organization that works to foster goodwill and understanding between the US and Asia through person-to-person exchange, we call on our community to carry forward this important mission here in the US by fighting anti-Asian racism, xenophobia, and discrimination in all its forms. These recent events highlight the importance and heighten the urgency of our work at PiA to overcome this injustice, and to fight racism in all its forms, through education and action. We include links below to resources and information about organizations fighting anti-Asian racism to learn from and support, and we will continue to update you on PiA’s ongoing anti-racism work. As always, we are grateful for the feedback and involvement of our community in these important efforts, and we invite you to connect with us and share feedback (including anonymously) through this form.
The Asian, Asian American, and Pacific Islander community at PiA has always been, and will continue to be, an essential source of leadership and strength at our institution. We recognize and celebrate their leadership and contributions, and we express our wholehearted love, care, and support through solidarity and continued learning and action.
Yours sincerely,
Maggie Dillon, Executive Director
Sharon Lyu Volckhausen, Chair of the Board of Trustees
Elizabeth Rodriguez Chandler, Vice Chair of the Board of Trustees

Mental Health: 




February 9, 2021 

DEI & Antiracism Updates 

  • In addition to our ongoing self-directed learning, our staff and board have completed a two-part DEI & Antiracism training series with Diversity Abroad

  • We are partnering with Nonprofit HR to develop processes and policies for reporting and responding to Code of Conduct violations.

  • We reviewed and refined our internal recruitment and hiring practices to mitigate bias and promote greater diversity, equity, and inclusion throughout these processes.

December 16, 2020 

Princeton in Asia Code of Conduct for Staff, Fellows, & Trustees 

PiA has a long history of promoting goodwill and understanding across cultures around the world. Our goal is to cultivate mutual appreciation, cultural understanding, and long-lasting relationships that benefit local and global communities. While we are proud of our many achievements over our long history, we appreciate that among our most important contributions have been the trust and goodwill we have built with our host organizations and with others in the countries in which we have fellowships. Trust and goodwill are our most valuable assets, and they are also among the most fragile. That is why your conduct as representatives of PiA is of the utmost importance. Your conduct as an individual while representing PiA reflects on and impacts the rest of your cohorts, future generations of PiAers, and PiA as an organization. This Code of Conduct has been developed to help you represent PiA responsibly, to maintain trust, and to hold you accountable to yourselves, each other, and PiA as an organization. Each of us plays a vital role in building and maintaining the trust, respect, and goodwill that form the foundation of our relationships, partnerships, and community.

The following Code of Conduct is binding upon all PiA Staff, Fellows, Summer Interns and Trustees, and failure to comply with this Code can result in disciplinary action, including termination of employment for PiA Staff, termination of the fellowship with PiA for Fellows and Summer Interns, or termination of board affiliation for Trustees, as determined by PiA in its sole discretion. When in doubt about whether you are acting according to the Code, ask yourself:

  • Does my action reflect the core values of PiA?
  • Is my action detrimental to myself, PiA, my co-workers or co-Fellows?
  • Would I feel OK if everyone knew about my actions?

For purposes of this Code of Conduct: (i) all Fellows and Summer Interns are considered "representatives of PiA" for the entire duration of their fellowship with PiA, 24 hours a day, no matter whether they are acting for personal reasons or reasons unrelated to PiA matters and (ii) all Staff and Trustees are considered "representatives of PiA" whenever they are acting in a manner directly related to PiA or would otherwise reasonably be expected to be a representative of PiA.

All PiA Staff, Fellows, Summer Interns and Trustees are encouraged to contact PiA to report behavior that is not consistent with this Code of Conduct or for any clarifying questions about the standards set out in this Code of Conduct. 

1. Obey the Law

All PiA Employees, Fellows, Summer Interns and Trustees are expected to comply with the laws and regulations governing behavior in the countries in which they are working and traveling as representatives of PiA.

2. Health and Safety

A. No Firearms or Weapons

1. No PiA Staff, Fellows, Summer Interns or Trustees may carry or use guns, firearms or weapons of any kind in connection with any activity, no matter where the location, in which they are representatives of PiA except in connection with a legal martial arts practice.

B. Drugs and Alcohol

1. Consumption of alcohol is not banned unless otherwise prohibited by law, but use of good judgment is imperative. Never drink in a way that leads to impaired performance or inappropriate behavior, endangers the safety of yourself or others or violates the law.

2. Use of illegal drugs (including marijuana where prohibited by law) or use of prescription drugs without a prescription is strictly prohibited in the office, at sponsored events or wherever you are a representative of PiA.

C. Motor Safety

1. For those PiA Staff, Fellows, Summer Interns and Trustees who choose to drive or be a passenger on a motorcycle or motor scooter, the PiA Motorbike Guidelines, attached as Annex A, must be followed at all times.

D. Travel

1. All PiA Staff, Fellows, Summer Interns and Trustees are prohibited from traveling to locations on the PiA travel ban list as representatives of PiA.

2. Fellows must notify the travel medical and emergency evacuation provider when they intend to travel outside of their host location.

3. Harassment, Discrimination, Bullying and Power Asymmetries

A. Always treat others with dignity and respect.

B. PiA prohibits discrimination, harassment, and bullying in any form (verbal, physical, visual, in person, and/or via social media) for reasons of race, color, creed, ethnicity, sex, age, national origin, marital status, sexual preference, gender identity, ability, class, body type or any category protected by United States law.

C. Be mindful of how various aspects of your identity, including but not limited to, perceived race, color, ethnicity, sex, age, national origin, marital status, sexual preference, gender identity, ability, class, body type or other category protected by United States law, affect power and influence in relations with others in your workplace, in your host communities, and in the PiA community.

D. Comport yourself in a responsible and professional manner and with an awareness of power asymmetries. For example, the integrity of the teacher-student relationship must be respected and protected at all times. Teachers and others in a position of power may not engage in sexual or amorous relationships with students or anyone perceived to be less “powerful” regardless of whether the relationship is consensual.

E. Comply with PiA’s Sexual Harassment Policy attached as Annex B (for Staff and Trustees) or PiA's Sexual Harrassment Code of Conduct attached as Annex C (for Fellows and Summer Interns).

4. Act and Speak with Integrity

A. Avoid Conflicts of Interest

1. When in a situation in which competing loyalties could cause you to pursue a personal benefit for you, your friends, or your family at the expense of PiA or your PiA Employer, you may be faced with a conflict of interest. Strive to avoid any such situations that present a conflict of interest or the appearance of a conflict.

B. Respect and Preserve Confidentiality and Privacy

1. As a representative of PiA, be respectful and mindful of photographing indviduals, groups, residences, buildings, belongings, etc as cultural and legal differences vary across countries. In particular, do not share images of individuals on the internet without explicit consent of those depicted or represented in the photo.

2. Treat the personal contact details of others as confidential.

3. Use good judgment when handling sensitive PiA information or your PiA Employer’s sensitive information.

4. Respect the privacy expectations of your co-workers, co-trustees and co-Fellows.

C. Honor Your Commitments as a PiA Fellow

1. Honor the terms of your PiA commitment and do not leave your PiA post early.

2. Do not engage in freelance renegotiation of the terms and conditions of your PiA post.

Adopted by the Board of Trustees on September 22, 2020

September 3, 2020 

Princeton in Asia Diversity, Equity, and Inclusion Statement 

At Princeton in Asia (PiA) we believe a diverse, equitable, and inclusive workplace and program is one in which all employees, trustees, advisors, Fellows, Summer Interns and host organizations are valued and respected. We strive to create a community where people’s whole selves are supported and celebrated, including but not limited to their race, ethnicity, disability, sexual orientation, religion, class, age, or gender. We are committed to a nondiscriminatory approach and to providing equal opportunity for employment, advancement and participation in our organization. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.

We are committed to modeling diversity and inclusion and to maintaining an inclusive environment with equitable treatment for all within our community. To provide informed, authentic leadership for cultural exchange, PiA strives to:

  • Center diversity, inclusion, and equity as foundational tenets to the manifestation of our mission and work, and critical components to the well-being of our staff, trustees, Fellows, Summer Interns, and communities with whom we partner.
  • Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organizational progress.
  • Explore potential underlying, unquestioned assumptions that interfere with diversity, inclusion, and equity.
  • Critically examine the historical and cultural legacies that have shaped our organization's past and address how it has informed PiA's present with the aim of continuing to evolve towards inclusion and equity across all aspects of our organization and community.
  • Amplify the voices and stories, and celebrate and recognize the contributions of all in our diverse community, especially those who may not have been recognized or celebrated in the past.
  • Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
  • Practice and encourage transparent communication.
  • Commit time and resources to diverse leadership within our board, staff, advisory bodies and programs.
  • Lead with respect and treat others with dignity. We expect all employees, trustees, advisors, hosts, Fellows, and Summer Interns to embrace these notions and to express them in workplace interactions and through everyday practices.

To help promote diversity, equity and inclusion in our workplace, PiA will:

  • Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies.
  • Collect qualitative feedback and quantitative data related to diversity, equity, inclusion, and belonging from the PiA community through surveys, interviews, and focus groups to make measurable progress toward our diversity, equity and inclusion efforts. Once the content is compiled, it will be added to our website so others can access.
  • Improve our leadership pipeline by creating and supporting programs and policies that foster diverse and inclusive leadership.
  • Pool resources and expand participation of underrepresented constituents and develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to members of our community within the constraints of our budget and mission.
  • Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team and Fellow selection team on equitable practices.

Adopted by the Board of Trustees on August 5, 2020. 

Sign up here to join our general email listserv and receive updates about PiA, including updates about our DEI initiatives. 

You may login with either your assigned username or your e-mail address.
The password field is case sensitive.