DEI Strategic Plan, Goal #3

Task: Meet national engineering gender diversity targets for new hires

Metric: Collect and review department annual reports toward accomplishing departmental faculty demographic goals.

Identify specific college target for hiring diverse groups of individuals in the upcoming five years.

Compare yearly the target and the gender URM status for each individual department.

Baseline 2021: No plan in existence

One-Year Target: Hiring diverse group of faculty in the next five-year period that meets or exceeds the gender diversity national average for the Rossin College as a whole (averages for our eight departments).

Establish incentives for departments that exceed national averages. These numbers should be reached for both tenure-track professors and professors of practice.

Initiative Leader(s): Rossin College Associate Dean for Faculty Development, Rossin College DEI Council, Rossin College Department Chairs

Task: Increase the number of URMs in our college faculty

Metric: Collect and review department annual reports toward accomplishing college faculty demographic goals.

Baseline 2021: We have two URMs in our college

One-Year Target: Develop in six months a robust and efficient process to recruit faculty that meets DEI criteria irrespective of vacancies.

Increase the number of URMs by 400% in the next five years (one per department on average).

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