FACULTY
The President’s Task Force on Campus Climate indicates that there is much work to do in the area of inclusive climate. Interactions between faculty and staff and faculty and graduate students were singled out as being particularly problematic. GOALS GOAL 1: Improve access and equity for historically underrepresented minorities and women faculty. DESIRED OUTCOMES: Increase diversity at assistant professor and post-doc level. Increase retention of female and URM faculty. Maintain salary equity.
Increase racial diversity at full professor level to peers at CMU. The five most diverse universities identified in the US News and World Report top 30 universities yields a benchmark of 9.3% URM faculty. We can measure our performance by tracking net new hires of URM full professors at the teaching and tenure-tracks.
Each department will achieve salary parity for female and URM faculty relative to white male faculty. The Dean's Office will work with the University to conduct salary equity studies to assure equity for all faculty.
The vast majority of hiring takes place at the assistant professor level. By targeting this level and post-doctoral hires, which could transition into faculty positions, diversity can be improved for both the tenure track and the teaching track positions. Progress can be measured by the outcomes of departmental faculty and post-doctoral searches.
Losing talented female and URM faculty works against our ability to diversify our faculty and undercuts any gains made through hiring. We aim to retain female and URM faculty. Each department will report exits of faculty by demographic group and rank each year.
GOAL 2: E nsure a multicultural and inclusive faculty climate. DESIRED OUTCOMES: Create a more inclusive culture for faculty. Once a climate survey is launched for CMU, we will begin tracking progress towards achieving a more inclusive climate for Dietrich faculty. GOAL 3: P rovide support for conducting diversity, equity and inclusion research. DESIRED OUTCOMES: Increase research on diversity, equity and inclusion. Research on diversity, equity and inclusion can help to improve the college’s climate by providing evidence-based interventions that can be implemented and focusing attention on these issues within our community. Using faculty annual reports, it will be possible to measure diversity, equity and inclusion research by department including: number of faculty involved, number of published papers, number of research events, number of presentations and amount of research dollars applied for and awarded.
GOAL 4: E nhance teaching and diversity. DESIRED OUTCOMES:
Increase the emphasis on diversity equity and inclusion in education courses. Dietrich College can promote diversity, equity and inclusion through educational coursework, programming and values. In addition, the college can update faculty course evaluations to include a question on inclusive classroom practices. The college can work with the student subcommittee to design a measure to include on faculty annual reports.
DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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