DEI Strategic Plan, Goal #1

Task: Develop Rossin College strategies to improve undergraduate student diversity in the college

Metric: Evaluate the efficacy of the plan and its implementation annually and adjust accordingly

Baseline 2021: No unified plan on how to improve the diversity of the undergraduate body in Rossin College in existence.

Develop a plan that builds on the progress from existing diversity programs for under-graduates (CHOICES, Greer Scholars program, Summer Engineering Institute) and takes the effort to the next level.

One-Year Target: Feasibility study to be done within three months to determine whether we have the influence needed to affect Rossin College undergraduate demographics. If the outcome of feasibility study is positive, plan to be developed within a year and to be implemented thereafter.

Initiative Leader(s): Rossin College Associate Dean of Academic Affairs, Rossin College Department Associate Chairs, Rossin College Department Chairs

Task: Develop Rossin College strategies to improve diversity of the graduate student pools

Metric: Evaluate the efficacy of the plan and its execution annually and adjust accordingly

Baseline 2021: No unified college graduate student diversity plan in existence.

Develop a plan that builds on the progress from existing diversity programs across the university and takes the effort to the next level.

One-Year Target: Develop the plan within a year and implement it thereafter

Initiative Leader(s): Rossin College Manager of Graduate Programs, Rossin College Directors of Graduate Studies, Rossin College Department Chairs, Rossin College Associate Dean for Academic Affairs, Rossin College DEI Council

Task: Develop and implement Rossin College strategies to recruit and hire more diverse faculty members in collaboration with ADVANCE

Metric: Evaluate the efficacy of the plan and its implementation annually and adjust accordingly

Baseline 2021: No college hiring and diversity plan in existence. Develop a plan that builds on the progress from existing hiring plans and practices across the university and takes the effort to the next level.

One-Year Target: Develop the plan within a year and implement it thereafter

Initiative Leader(s): Rossin College Associate Dean for Faculty Development, ADVANCE Program Directors, Rossin College DEI Council

Task: Improve hiring procedures to include a compulsory diversity statement from all candidates for faculty positions

Metric: Conduct annual diversity and retention analysis of the faculty (evaluate how well we are retaining underrepresented faculty, as well as how successful our underrepresented faculty members are)

Baseline 2021: Diversity statements by candidates became compulsory in Fall 2019

One-Year Target: Incorporate in search committee report details on how the diversity plans were evaluated by the search committee. The rubrics used for this evaluation should be developed prior to the evaluation and provided with the report.

Initiative Leader(s): Rossin College Associate Dean for Faculty Development

Task: Perform feasibility analysis on improving the diversity of college staff

Metric: Perform annual analysis of the college staff diversity

Baseline 2021: No feasibility analysis in existence

One-Year Target: Perform feasibility analysis. Based on outcomes, develop a strategy for improving recruitment and hiring of more diverse staff.

Initiative Leader(s): Rossin College Director of Administration