EXECUTIVE SUMMARY
Assessment and Accountability • We strive to make the strategic planning and implementation process as transparent as possible. We will work with the D3 Lab to conduct periodic climate surveys, and we will track our progress toward our goals utilizing scorecards and demographic data for recruitment and retention. • Exit interviews: We will work with the central administration to conduct third-party exit interviews for all faculty who leave the college. We are also partnering with Carnegie Mellon Human Resources to conduct exit interviews for staff THE STRATEGIC PLAN The DEI Strategic Plan identifies short-term, intermediate and long-term goals to achieve within the next 5 to 10 years. Although each of our sub-groups worked independently, their work yielded three shared priorities.
SHARED PRIORITIES
1. Recruit, hire and retain talented faculty and staff that contribute to our diversity and inclusion goals.
2. Recruit, enroll, retain
3. Expand an inclusive college community environment.
and graduate talented undergraduate and graduate students that contribute to our diversity and inclusion goals.
The subgroups also submitted many strategies to help Dietrich College achieve its goals. Below are common strategies proposed by the sub-groups, which can be used as overarching strategies for our work. OVERARCHING STRATEGIES 1. Recruit from the broadest possible pool of exceptional talent, 2. Encourage all members of the college community 3. Develop academic and mentoring strategies that
4. Convey, through its transparency, messaging, accountability and evaluation, how our diversity, equity and inclusion goals contribute to
to contribute to diversity, equity and inclusion efforts.
concurrently support the principle of academic freedom and advance a culture of mutual respect.
while increasing resources, access and equity in the process.
our pursuit of academic excellence.
DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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