college of engineering diversity plans · diversity plan objective: increase diversity of the...

College of Engineering Diversity Plans

Academic Affairs

2015

Name of Department/School/College Biomedical Engineering ________________ _

Submitted by Sean J . Kirkpatrick Date _ May 21 , 2013 _______ _

Document also accessible at: http://www.mtu .edu/diversity/reports-plans/unit/

2012-15 Department/School/College Diversity Plan

2013-2015 Diversity Plan - Attachment 2

1. Describe the most significant strategies you will implement, expand, or continue. These short and/or long term objectives and strategies should result in increased diversity and a more inclusive department/school/college that supports student, faculty and staff success. The outcomes should help Michigan Tech accomplish its short and long term diversity goals.

Objective Brief Descriptions of Strategy/ies Person( s )/area( s) How will you measure success or responsible for leading progress *

this Strateav For 1. Create an environment to retain new Improve laboratories; Advertise the activitiy of Department Chair Beginn ing in the Fall 2013, 1/3 of our Faculty female faculty. 2. recruit new female or underrepresented groups. faculty will be female. This exceeds the

underrepresented faculty availabiltiy percentage estimated by ASEE. 50% of our faculty are from underrepresented groups. WE HAVE MET OUR DIVERSITY GOALS.

For 1. Maintain a high number of female Improve laboratories; Advertise the activitiy of Department Chair The incoming class in Fall 2013 is Students students. 2. Increase underrepresented underrepresented groups. currently 51 % female. This shoul dbring

students our overall female enrollment to approximately 45%. WE HAVE MET OUR DIVERSITY GOALS.

For BME has only 2 staff members, one is Department Chair Our staff is 50% female. WE HAVE MET Staff female and one is male. Not an issue. OUR DIVERSITY GOALS

* 2010-2011 Baseline

Return to Jane Waters ([email protected]) by January 25, 2013. C:ltemp\BME_diversity_plan_2013 .xls

2012-2015 Diversity Plan -Attachment 2 Name of Department/School/College _ _ Chemical Enginering, _________________ _

Submitted by __ Komar Kawatra Date _March 28, 2013 _______ _

Document also accessible at: htto://www.mtu.edu/diversity/reoorts-plans/unit/

2012-15 DepartmentlSchool/College Diversity Plan

1. Describe the most significant strategies you will implement, expand, or continue. These short and/or long term objectives and strategies should result in increased diversity and a more inclusive department/school/college. The outcomes should help Michigan Tech accomplish its short and long term diversity goals.

Objective Brief Descriptions of Strategy Person( s )/area( s) How will you measure success or responsible for leading progress"

this Strateov For Increase the number of women faculty Mentor untenured faculty (Heldt) Kawatra Progress toward tenure (Form F) Faculty

For Bring prominent women wpeakers to Speakers on campus: Linda Mcinally (Dow Kawatra Seek student feedback in student Students campus, Recruiting and Retention, Coming) and Susan Lewis (Dow Chemical). interviews, meet regular with students,

Midwest recruitment tours Welcome all undergraduate students in Dept Monitor increase applications Chair/student interview

For Interest women and minority students in Expand Summer Programs Dave Caspary Seek feedback from those attending Staff chemical engineering and Michigan

Tech University

H:\Komar Chemical Engineering\altachemenl 2Copy ol diversily-plan.xls

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Diversity Plan Review - Attachment 1

Name of Department/School/College _C~h~e~m~ic~a~I ~E'-'-n'""'g""'"in-'--"e""""e"'"'ri"""'n .... g ________ _

Submitted by _Komar Kawtra Date March 28, 2013

Document accessible at: http://www.mtu.edu/diversity/reports-plans/uniU

Review of Current Diversity Plan

Use this form to guide discussion and review of your current progress. Provide at least two examples. Be sure to highlight any best practices that other departments/schoolslcolleges might consider adopting. What didn't work; what worked well.

Objectives & Stratc~ies Outlined in your Plan Diversity Plan Objective: Increase female undergraduate students to 40%. Over the past several years chemical engineering has had strong female enrollment, currently at 27%. Increasing this to 40% would mean an increase of 4 additional female students in each class.

Strategy: We will achieve this by enhanced high school recruiting and our summer youth and WIE progran1s.

Diversity Plan Objective: Increase ethnic diversity of undergraduates to 5% and then 10%. Over the past five years we have had 3 to 4% ethnic minorities in chemical engineering. To get to 5% would involve adding 2 to 4 additional students to the program. Although this may not seem ambitious, this would place us at the average for chemical engineering departments nationwide.

Strategy: We would like to eventually reach 10% by aggressive outreach, scholarship support, and partnering with community colleges.

Diversity Plan Objective: Increase diversity of the graduate student body. We have successfully recruited high-quality African-American and women PhD students using the NSF IGERT fellowships as an incentive and the GAANN program. Both the stipend level and the opportunity to work with Southern University were attractive to these students.

Current Status and/or Outcomes We will be recruiting in Michigan and Wisconsin high schools by having faculty members speak about careers in chemical engineering, many of which are traditionally attractive to female students. We are also approaching our industrial partners to consider providing supplemental support for our summer youth programs, including additional scholarships with a focus on diversity. We are supporting undergraduate female students on research internships.

We will target primarily minority schools downstate and in Wisconsin. Finding scholarships and other financial support will be important to this effort. We will promote our summer programs to this audience, and attempt to find additional support to bring in interested high school students. We believe that direct outreach will be the best avenue for attracting students. We also want to aggressively develop 2+2 programs in order to reach transfer students who may want to spend tl1eir first two years closer to home. If successful, this 2+2 model could be developed with regional community colleges.

During 2010 and 2011, we gave over $3000 in scholarships to minorities and female students, and the department provides annual support to the Black Student Association.

Keys to successful recruitment include competitive financial support, internship opportunities, personal contacts, and raised visibility of graduate research. As an example ofraising our visibility, we hosted a department reception at the Fall 2011 AIChE National Meeting. Our faculty research initiatives were featured on posters and many of our faculty attended.


Name of Department/School/College _C_h_em_ic_a_l _E_n_gi_n_e_er_in_g~--------

Submitted by _Komar Kawtra Date March 28, 2013

Document accessible at: http://www.mtu.edu/diversity/reports-plans/unit/

Strategy: We will use special fellowship approaches over the next few years to build our reputation in this student demographic. Currently, 2 high-quality undergraduate students are being supported by the GAANN: Wilbel Brewer and Tayloria Adams.

Female faculty assistance with recruiting women and minority students.

Bring successful, visible, prominent women to lecture, speak, and present.

Hired faculty members Adrienne Minerick and Caryn Heldt.

These are a few of our recent high-profile invited visitors: Linda Mcblally Susan Lewis (Dow Chemical) Maureen Johnson (BP) Challenges and Opportunities - Kara Debo (Marathon Petroleum) Tara Tolly (ADM) - AIChE Regional Student Conference Keynote Speaker

2013-2015 Diversity Plan - Attachment 2 Name of Department/School/College _Department of Civil and Environmental Engineering ____________ _ Submitted by David Hand _______________ Date _11/15/2012 _______ _

Document also accessible at: http://www.mtu.edu/diversity/reports-plans/unit/



Objective Brief Descriptions of Strategy/ies Person( s )/area( s) How will you measure success or responsible for leading progress*

this Strateav For Hire women and minority faculty Presently CEE faculty is made up of 18.5 % Chair, Search Committee, Measure of success will depend upon the Faculty members when practicable. women and 81.5 % men. With respect to and Faculty. number of qualified women and minority

minorities we are 11 % Asian. We presently applicants applying for these positions have two open faculty lines and are strongly and if they are acceptable to the faculty. encouraging women and minorities to seek It is hoped that we can succeed with at these positions. least one hire to be a women or minority

applicant.

For CEE would like to increase the number GEE department is actively trying to recruit Chair, CEEPAC, PCA Measured success will be through our Students of women in the CE program and women into CE whenever the opportunity women enrollment numbers in GEE. GEE

maintain high retention of women in both arises. For example, women in engineering also hopes to increase the number of Civil and Environmental Engineering. and summer youth programs. GEE will GEE women graduate students through

continue to attract women into our program mentoring our undergraduate women and when an opportunity arises. GEE is also external recruitment. actiely involved in women retention through our PCA and CEEPAC members. At least three times a year, our alumni woemen meet with ,---- ,.., _ _, ,..,,.,r{, 1,:,to ch ,rlontc tn

For GEE hires women and minority staff GEE department has 14 full-time staff Chair, Search Committee, Measured success will be through looking Staff when positions are available and the employees and eight are women. This past and Faculty. at the diversity of our staff make-up.

applicants are qualified. semester we recently hired a full-time research associate who is hispanic.


Return to Jane Waters ([email protected]) by January 25, 2013. C:ltemp\Temporary Internet Files\ContenUE5136UKM9QI\CEE department_plan_form-1 2012-2013[1],xlsx


Name of Department/School/College Civil & Environmental Engineering Department

Submitted by __________ David W. Hand _________ Date November 15 2012 --------


Review of Current Diversity Plan

Use this form to guide discussion and review of your current progress. Provide at least two examples. Be sure to highlight any best practices that other departments/schools/colleges might consider adopting. What didn't work; what worked well.

Objectives & Strategies Outlined in your Plan Diversity Plan Objective: Make every effort to hire minority or women faculty and retain existing women.

Strategy: We encourage all Encourage Promote the recruitment of faculty, especially women and underrepresented minorities, where we often face strong competition.

Diversity Plan Objective: Help the faculty become more aware of diversity issues.

Strategy: Cooperate with the University and College of Engineering on University-wide and college-wide efforts on diversity.

Diversity Plan Objective: Diversity among women in engineering can be increased through making young women more aware of what engineering entails and how they can get involved in STEM programs leading to an engineering degree.

Strategy: Support educational outreach programs, such as K-12 outreach, that are likely to enhance the diversity of our student body.

Diversity Plan Objective: Keep women retention high in our engineering curriculum.

Current Status and/or Outcomes 1. In 2004, GEE had 8.3 percent female faculty and the goal was 30 %. GEE currently has 5 female faculty members out of a total of 27 fulltime faculty members and has now increased our percentage of female faculty to 18.5. With two new openings for faculty positions, GEE is hoping to attract qualified minority or women candidates to the positions.

1. GEE has increased the number of faculty in the department that received diversity training from 9 to 14 out of 27 faculty members. GEE hopes to increase this number by 5 or 6 more in this academic year. The goal is to have all GEE faculty members undergo diversity training within the next year.

1 . GEE Outreach in STEM activities has been involved in several projects which encourage women and minorities to get involved in engineering. This past year the GEE department spent close to $ 1 M on these efforts funded through local, state, and federal funds.

1. This year GEE PCA members met with GEE female students to discuss their career


Name of Department/School/College Civil & Environmental Engineering Department

Submitted by __________ David W. Hand _________ Date November 15 2012 --------


Strategy: During the academic year it is important to expose CEE undergraduate and graduate women to successful women alumni as role models. These role models can relate to the present students experiences and provide encouragement and support during their academic progress at Michigan Tech.

Strategy: Encourage advancement and promotion of women faculty.

experiences and encourage the students to continue to pursue their careers in engineering. The PCA members said their discussions with the students were very good and that we should continue this event every year.

After the meeting, students commented to the GEE chair their appreciation for this meeting. They said the meeting was very beneficial.

2. GEE Professional Advisory Committee (CEEPAC) recently added two female alumni to its membership. CEEPAC is now 33 % female. CEEPAC meets with our undergraduate and graduate students two times per year. It is important to have CEEPAC alumni share their experiences with the students as well as provide the department valuable input on diversity issues.

This past year GEE has promoted the first women to the rank of Full Professor.

Return to Jane Waters ([email protected]) by December 5, 2011.

Name of Department/School/College Electrical and Computer Engineering ___ ________ _

Submitted by _ Glen Archer Date _ 3-7-13 __



201 3-2015 Diversity Plan - Attachment 2


Objective Brief Descriptions of Strategy/ies Person(s )/area(s) How will you measure success or responsible for leading progress *

this Strateav For Maintain or increase the number of The diversity committee will review faculty Dept Chair.Search The increase will be measured from a Faculty women faculty. applications from identifiable women and Committee Chair baseline number of women faculty as of 1

minorities September 2012.

Increase the number of minority faculty. Recruit faculty from Puerto Rican universities Dept Chair The increase will be measured from a baseline number of minority faculty as of 1 September 2012.

For Double the percentage of women in Calling Campaign of accepted women students Academic Advisor, The increase will be measured from a Students electrical and computer engineering by current women students Diversity Committee chair baseline number of women electrical and

undergraduate program computer engineering students as of 1 September 2012 .

C:\temp\Temporary Internet Files\Content.IE5\FMEBXOQZ\ECE_Diversity_plan_2012-2015[1 ].xlsx

Letter to all women applicants including small Dept Chair gift

Circuit board project crafted for female high Diversity Committee Chair school students from the previous summer's summer youth program. Assembly will be done by WIE learning community students and accompanied by a personal note

Improve university experience for Women's Engineering Center: Dedicated Department Chair, Grand opening event in Spring 2013, enrolled women students space in EERC room 724. Card entry for Diversity Committee Chair Survey instruments, article in Tech Today

security, equiped with electronic test and other media equipment, computer and software. Space for meetings, study, collaboration .

increase enrollment from local women partner with SWE and Girl Scouts Troop 5379 Diversity Committee Chair The increase will be measured from a students to introduce EE/CpE to young girls baseline number of women electrical and

computer engineering students as of 1 September 2012 .

C:\temp\Temporary Internet Files\Content.IESIFMEBXOQZIECE_Diversity_plan_2012-2015(1 ].xlsx

Houghton Middle School Engineering outreach Diversity Committee Chair Article in Tech Today and other media class

Double the percentage of women in The diversity committee will review graduate Graduate Program electrical and computer engineering student applications from identifiable women Director, Diversity graduate program and minorities Committee Chair

Send ECE representatives to recruit at SWE, Diversity committee wil have a budget to support SWE regional conference in Feb 2014 support recruiting trips

Select top 10% of ECE Circuits class each Graduate Program Events will occur in late April , November semester to invite them to a department social Director, Diversity event to introduce the possibility of graduate Committee Chair school.

C:\temp\T emporary Internet Files\Content.IES\FMEBXOQZ\ECE_Diversity_plan_2012-2015[1 ].xlsx

- Double the percentage of minority Recruit graduate students from Puerto Rican Graduate Program Dept chair makes recru iting trip to P.R students in electrical and computer universities Director, Diversity Universities engineering graduate program Committee Chair

Send ECE representatives to recruit at SHPE, Diversity committee wil have a budget to NSBE, AISE, Support student travel toSHPE, support recruiting activities NSBE, AISE .

For Search for under-represented group Executive Committee Staff staff members as openings occur


Return to Jane Waters ([email protected]) by January 25, 2013.

C:\temp\Temporary Internet Files\Content.IE5\FMEBXOQZ\ECE_Diversity_plan_2012-2015(1 ].xlsx

2012·2015 Diversity Plan· Attachment 2 Name of DepartmenUSchool/College: Engineering Fundamentals Submitted by: Jean Kampe Date: 06 Feb 2013 Document also accessible at: http"//www.mtu.edu/d1versitvireoorts-plans/un1U

2012-15 Department/School/College Diversity Plan · DRAFT#4 -Approved by EF faculty on 04 Feb 2013

1. Describe the most significant strategies you will Implement, expand, or continue. These short and/or long term objectives and strategies should result In increased diversity and a more Inclusive department/school/college. The outcomes should help Michigan Tech accomplish Its short and long term diversity

Objective Brief Descriptions of Strategy Person(s)/area(s) How will you measure success or responsible for leading progress •

this Strateqy Implement the EF Mentoring Program for new Department chair and Retention of new hires faculty hires. faculty mentor

Create/maintain a departmental Individual one-on-one faculty meetings with the Individual faculty and Retention of all EF faculty

environment that is welcoming to and chair on an as-desired or as-needed basis. department chair

For Faculty

supportive of all faculty. Note on Hold regular departmental meetings to keep Department chair Retention of all EF faculty

Gender: EF faculty (including chair) is currently 6 female and 4 male.

faculty up to date on activities and issues at all levels {department, college, and university) and to provide a forum for faculty input on these.

Ensure that course content materials used in All EF faculty and staff First-to-second-year retention rates for first-year program courses are gender neutral first-time freshmen in the College of or that references to engineers are as Engineering, for all EGN students, and for frequently feminine as they are masculine. all EBS students, and within these Ensure that materials/examples reflect race groups , the retention of women and and ethnic diversity. Ensure that examples , underrepresented students . homework, and projects span all engineering

Create/maintain a learning environment disciplines and are not heavily weighted to the that is welcoming to and supportive of mechanical/civil/electrical disciplines. Make all students. Note on EF student body: sure the classroom environments (EF EF is the academic home for EGN computer labs) are clean and free of any students (engineering undecided,20- materials (e.g., postings on walls/bulletin

For 25% of first-time freshman engineeering boards) that may be offensive to under-Students students) and EBS students (Bachelor represented groups.

of Science in Engineering , 15-20 students), but Engineering Advertise the Bachelor of Science in EF academic advisors and Student enrollment in the Bachelor of Fundamentals provides the first-year Engineering degree program broadly so that all department chair Science in Engineering degree program, engineering program for all engineering students are aware of this engineering degree particularly at the lower academic levels . disciplines. option . The BSE program offers students an We will also track BSE degrees awarded

option to tailor their degree curriculum to suit by gender and by ethnic minority (as self career goals when that cannot be done within a reported). discipline degree program. This offers students a flexible, learner-centered pathway, which is likely to be attractive to students from under-represented groups.

Create/maintain a working environment Include staff in regular departmental meetings . All EF faculty

For that is welcoming to and supportive of Individual one-on-one staff meetings with the Staff member and Retention of EF staff

Staff all staff. Note: EF has only one staff department chair on an as-desired or as-department chair

member, so staff diversity is limited. needed basis. Provide access for staff to department chair. Department chair

• 2010-2011 Baseline Return to Jane Waters [email protected]) by February 4, 2013.

C:\lemp\Temporary Internet Flles\Contenl IE5\.JCZOVHL Y\EFdlverslty-plan_Draft_ 4_submlt_06Feb2013(1 ).xlsx

Name of Department/School/College Geological & Mining Engineering & Sciences

Submitted John S. Gierke Date ________ _



2013-2015 Diversity Plan - Attachment 2

13-Jun-13


Person( s )/area( s) How will you measure success or

Objective Brief Descriptions of Strategy/ies responsible for leading this Strateav

progress *

Continue to utilize and increase awareness of best practices in faculty searches for increasing

Increase Diversity and Inclusiveness diversity. Assess department climate for

Chair TBD inclusiveness and determine whether more formal mentoring activities are needed or desired.

For Maintain Diversity Literacy Certification for Numerical tracking of certifications , five of

Faculty those faculty already certified , and ensure Chair elevan faculty are currently certified certification for remainining faculty (soonest expiration is F14)

Enhance Diversity Literacy

Increase awareness for consistent faculty search and hiring procedures to promote equity in hiring, mentoring, and faculty development

Chair TBD through regular discussions in faculty and committee meetings where hiring, mentoring, and promotion/tenure progress is discussed

C:\temp\GMES_Diversity_Plan_2013_2015 .xlsx

Increase Faculty Involvement in Continue student recruitment from more Progress measured through getting Recruiting and Mentoring Diverse diverse pools through visits to minority-serving Chair faculty to participate. Success measured

Students institutions and conferences. through attracting diverse students.

For Students

Faculty lead the Numbers of diverse students participating

Increase opportunities for attracting diverse development and in summer research (current median is 2-

Broaden participation in research students for summer research implementation of 4 students per summer). Numbers of

(undergraduates) and graduate studies. opportunities. Chair diverse students enrolling in our graduate

provides incentives and programs (current median is about 1 assistance. student per year) .

Seek Diversity Literacy Certification for those Numerical tracking of certifications.

Enhance Diversity Literacy staff involved in faculty searches and staff Chair Currently no staff have been certified.

hiring

For Staff

Continue to utilize and increase awareness of best practices in hiring for increasing diversity.

Increase Diversity and Inclusiveness Assess department climate for inclusiveness

Chair TBD and determine whether more formal mentoring/professional-development activities are needed or desired .


Return to Jane Waters [email protected]) by January 25, 2013.

C:ltemp\G MES_ Diversi ty _Plan_ 2013_2015.xlsx

2013-2015 Diversity Plan - Attachment 2 Name of Department/School/College: Department of Mechanical Engineering - Engineering Mechanics Submitted by William W. Predebon Date: 02/04/13


2012·15 Department/School/College Diversity Plan

1. Describe the most sjpjficant strategies you will implement, expand, or continue. These short and/or long term objectives and strategies should result in increased diversity and a more inclusive department/school/college that supports student, faculty and staff success. The outcomes should help Michigan Tech accomplish its short and long term diversity goals.

Person(s)/area(s) How will you measure success or

Objective Brief Descriptions of Strategy /ies responsible for progress*

leading this Strate~

Document the number of faculty who indicate on their annual Vita

Increase faculty awareness of Include professional development

Update that they have attended or diversity and how they can

activities related to diversity in Vita WW Predebon completed a professional

contribute to Michigan Tech's Update (goal of80% participation)

development activity. Credit is diversity goals given for such activites on the

faculty merit algorithm, used in computing salary increases.

c ::s Increase number of applicants The number of URG applicants are t..l cu ..... from URGs in the pool fo r faculty tracked through the Affirmative Lo WW Predebon and ME 0 positions (requirement of a Develop a plan in consultation with the Action Office (AAO). Reports from ..... EM Research

diverse pool is considered Research Committee Committee

the AAO can be used to compute the standard operating procedure in ratio of self reported URG ME-EM) applicants over total applicants.

All untenured faculty meet with the

Improve mentoring expe rience to Establish annual meetings with Chair, one on one, at the beginning

facilitate faculty success untenured faculty to discuss their WW Predebon of the Fall semester to discuss mentoring experience mentoring. This process is ongoing

each year.

M \rneemdep1\Aom Assoc\Chvers1ty\2012-15\department_ptan _form.xl$

Objective Person( s) /area( s)

How will you measure success or Brief Descriptions of Strategy /ies responsible for

leading this Strategy progress*

We have one minority female

Understand diversity issues graduate student on a GEM

related to graduate students and Study the issue by collecting benchmark CR Friedrich and ME- fellowship, and one minority female

graduate student enrollment in ME data, conducting surveys, etc. EM Graduate graduate student on KCP. We have

EM Committee brought minority females to

campus. We will continue to monitor and compare.

The Department promotes those types of projects by the department offering additional financial and

l:'.l s::: Increase the diversity of Capstone

human resources to ensure their Q)

"O Design projects success. The number of pro1ects

::s .... are tracked, the number of students (/)

applying for each project is documented and the satisfaction of

I... 0 the sponsors is documented.

u.. Make ME-EM more attractive to

MM Miller, ME-EM

undergraduate students from Develop Explorations that are more Academic Advisors

URGs relevant/interesting to students from and ME-EM

URGs Curriculum Committee

The department sends out presentations on jump dnves to

Work with other units in the University potential female and/or URG to determine the reasons that students students through the Admissions from URGs do not enroll in ME-EM at office and tracks the number of of Michigan Tech. female and/or URG students who

are admitted into the program. We will continue to do so.

M \meemoopl\A.dm Assoc\Dl'le~1ty\201 2· 15\c::lepartment_plan _rorm xts

Objective Brief Descriptions of Strategy /ies Person(s)/area(s)

How will you measure success or responsible for

leadine: this Stratel!v progress*

Portfolios are requied by staff on an

:::::: Increase staff awareness of CIJ .....

V) diversity and how they can Include professional development

annual basis. All staff are given

.... contribute to Michigan Tech's activity or training opportunity related

WW Predebon and PF rel~a~e time to attend diversity

0 t.t. diversity goals

to diversity in annual staff portfolio Zenner

act1v1tes/training. The number that report having done so in their portfolio is documented and tracked.

• 2010-2011 Baseline

Return to Jane Waters [email protected]) by January 25, 2013.

M lmaamdepllAdm Assoc\Divers•ty\2012· 15\departmentyian_form xis

Name vJ·.~,ll.--. uJ .~/t.W!.40-..l Unit """£t ""' Date .J. / 1 f 1J

Climate Study Recommendations for Academic Action to increase diversity and create an inclusive environment (Approved by the Deans on October 1, 2009)

Annual Check

DASHBOARD: To facilitate a visual assessment of progress, please indicate the most accurate color in the far right column for your unit.

( G) Green = Good Progress

(Y) Yellow= Some Progress

(R) Red = No Progress

(B) Blue= Not Applicable

*Progress includes providing recommendation/s and follow-up with other offices or groups who would implement your recommendation/s.

OBJECTIVES I ACTIONS: G,Y,R,B

1. Increase the domestic and female diversity of the graduate students.

To accomplish this: y Increase the UGR/REU opportunities for potential undergraduate and graduate female and minority students. For example: Provide UGR/REU seminars that educate student participants about the y benefits of graduate education. Recruit from community colleges, other universities, and partner with historically minority serving institutions (MSls).

Encourage and help faculty and staff to use their professional networks to identify female and underrepresented minority potential graduate I

' students (and post docs and faculty). I

Increase representation at targeted recruitment fairs and at other 0-institutions with a high yield of target populations; i.e. continue to mine the GEM lists and other published lists.

-

l.\lnstitutlonal Olversity\Cllmate Survey\Cllmate Study\Olmate Study Review Recommendations for Academic Action 8-28-12 doc

Page 1of3

Support campus visits for minority graduate student candidates. G OBJECTIVES I ACTIONS: Continued G,Y,R,B

Annually review the status of graduate student stipends and benefits. y Increase the diversity of recruiters and/or recruitment strategies. B

2. Continue to support the ADVANCE project objectives (improved recruitment/hiring processes, mentor programs, training and G accountability efforts) to ensure success. Continue to develop regular and clear messaging to department chairs, and from department chairs to faculty and staff, about the value that faculty diversity brings to the unit. ,4f)v"AAJ ww?re. de~ ,+r')¥/-INC€ (,,o - 1-:>r

~

3. Identify barriers to success (work/life balance issues, communication issues, P& T clarity, etc.) for our new faculty and address these issues on an ongoing basis. G To accomplish this: l/lt!. ~-+ c.u,..Jl'1 1-'/J-+-e/Jcu'"c<!·{l-L--c. '~ 17

Cl /J /'J L£ ~J I / , -f Review Climate Survey Responses by College/School and offer comment concerning items that should be addressed and clarified. R Collect and/or use summaries of feedback - Provost and female faculty forum, focus groups with new faculty (January), etc.

Form small, ad hoc committees to address specific issues relevant to

1 your College/School.

Consider a published general guide to promotion and tenure to guide K discussion.

Recommend the development of a formal list of current work/life f2-balance policies and services, and the creation of a website and

brochure to use in recruiting faculty.

Recommend to the VP for Administration a childcare committee to (2-investigate further expansion of childcare to address expressed needs.

4. Be systematic and purposeful about communicating how issues are G being addressed.

5. Continue to promote and support professional development that focuses on diversity and improves the climate for all faculty, staff and G students. Create and maintain an environment that encourages and is open to new approaches or opportunities to increase diversity.

6. Recommend a review of the current dual career process and Dual ffl I. \lns11tutlonal Dlver>lty\Olmate Survey\Cllmate Study\ Climate Study Review RecommendatloM for Academic Action 8-28-12 doc

Page 2 of 3

~

Career Assistance Program (DCAP} and seek enhancements, if need G is determined.

OBJECTIVES I ACTIONS: Continued G,Y,R,B

7. Encourage Enrollment Management (let the recruiters know that this is a priority) and support quality academic youth programs, etc. that bring (_-; potential students who are URM to our campus .

. . " 8. On a broader level, address the issues around start-up packages and

differential tuition (these are not directly related to diversity goals, but I were repeatedly noted as a major concern by the deans).

9. Establish annual measures of progress on your diversity activities with

1 your chairs/faculty.

These recommendations may initiate new activities or continuation of what you are already doing, and they might require that you be more intentional about accomplishing them.

These actions will increase awareness, overcome misperceptions; enhance relevance; increase diversity numbers and the presence of role models on campus; and provide a richer learning environment and a higher level of excellence for all.

Please use these recommendations as discussion points with your chairs and faculty when developing your school/college/department plans.

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2012-2015 Diversity Plan· ATTACHMENT 2 ~e: Malerials Science and Engineering ~~ Dale"1 3March2013 ~ll: http://www.mtu.edu/diversitvl reoorts-planslunitl llJUi~CollegeOiversity Plan •

l lliaiil!Hnmi~ strategies you will implement, expand, or continue. These short and/or long term objectives and strategies should result in ~J..-e incl usiftdepartment/schoollcollege. The outcomes should help Michigan Tech accompllsh Its short and long term diversity

II ~e Brief Descriptions of Strategy Person(s)larea(s) How will you measure success or

I I responsible for leading this progress • , Strateav

I Initiate networking activities with future Department chair with Faculty search pools that contain academic and research faculty candidates , assistance from faculty candidates that have a prior knowledge of especially female and other under-represented our program. groups, to establish positive, early relationships with the MSE Department at Michigan Tech. Activities might include contacts at professional

~1lilllaude rtmelt!I conferences, invitations for seminars, and "" ' ___,,._. · palco . ~ d recommendations from peer faculty. "" '""""""'"'s.we ming ... an

li::tt; .:.=~ 0v:,e, fill Individual one-on-one faculty meetings with the Individual faculty and Retention of all faculty

I

. qu chair on an as-desired or as-needed basis . department chair

I

Hold regular departmental meetings to keep Department chair Retention of all faculty

I

faculty up to date on activities and issues at all levels (department, college, and university) and to provide a forum for faculty input on these.

Ensure that courses are conducted in a All MSE faculty and staff Maintain our high level of student professional manner, free of potentially retention , especially sophomore through offensive or biased content and/or examples. graduation.

I Where possible , ensure that materials/examples reflect race and ethnic diversity. Ensure that examples, homework, and projects span all materials sub-disciplines and are not heavily weighted towards individual material forms or applications which may

II

promote unintended bias. Make sure the classroom environments are clean and free of

~aleamillg el'l'li!:nment any materials (e .g., postings on walls/bulletin F.il llil'~.i> and suppallile of all boards) that may be offensive to under

mli:l21E lnmseenrollmertdfemale represented groups. groups.

I Support a strong outreach program as a means Department chair and Monitor new student enrollment and note to communicate opportunities in our discipline outreach coordinators positive factors identified by students to under-represented ethnic, gender, and socio- influencing career-related decisions. economic arouos. Support and promote strong student chapters Department chair and High percentage of student involvement in of our professional societies as a means to faculty advisor(s) the student professional societies, with enable all students to explore leadership meaningful projects such as fundraising , opportunities, to be exposed to the breadth of conference attendance, participation in professional diversity in our discipline, and to campus activities.

' promote inclusive team-building skills.

I I Include staff in regular departmental meetings. All faculty \U1 • ~MJ1<ing ellWlllment . . . . ' !Bro iJand suppa:liie of all lnd1v1dual one-o.n-one staff meetings with the Staff member and Retention of staff

ir l!l department chair on an as-desired or as- d rt t h .

d d b . epa men c air

') f"n:.::e.=e=e=--=.::a.::.s1:.::s'-. ___________ _,1--________ _, 1. Provide access for staff to deoartment chair. Deoartment chair

li!mn::1D.illn! Wimfiewaters@!iu'.edu) by February 4, 2013.

=----~~--2012·1 3( 1J.xlu:

college of engineering diversity plans · diversity plan objective: increase diversity of the...

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