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Goals
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RECRUITMENT - To recruit a diverse workforce (faculty/staff) and student body
that are inclusive of our multi-cultural society and individual differences,
and provide access to quality education to all, including women and
under-represented students.
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Objective 1-1: Employee Diversity- Increase the number of women and
under-represented faculty and improve the quality of the workforce
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| We will develop an annual recruitment plan for vacant positions and strategies
to encourage a diverse pool of applicants |
Effective implementation of plan
Early search |
Department Chairs
Diversity Assist. Dean |
Direct Measure |
| We will create an organized network and search committee to reach increased
numbers of under-represented groups for each department. |
Increase the pool of qualified applicants |
Diversity Asst. Dean and Dept Chair |
Direct measure |
| We will address and support women and issues affecting women and
under-represented groups. |
80% of the workforce and student body will recognize and accept individual
differences. |
Asst. Dean for Diversity |
Workforce survey |
| We will search for industry sponsored endowed chairs targeted to women and
under-represented senior faculty members |
The recruitment of women and under-represented groups into endowed chairs |
Dean and Diversity Asst. Dean |
Measure |
| Recent women and under-represented PhD or senior industry scholars will visit
the Pitt campus, present seminars, and teach some selected special courses in
their fields. |
Introduce scholars to Pitt's positive cultural diversity, programs and faculty;
activity will project teaching and research in academia as a viable option |
Diversity Assist. Dean |
Measure |
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Objective 1-2. Student Body Diversity - To recruit a diverse student body that
reflects the multi-cultural diversity and individual differences in the nation.
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| Develop a residential summer pre-engineering program by the summer 2003 |
Measurable increase in the pool of under-represented students |
PECAP Directors |
Parent and students survey |
| We will increase the number of activities involving pre-college and college
students. |
Measurable increase in the pool of under-represented students motivated for an
engineering discipline |
PECAP Directors |
Direct measure |
| We will initiate parental contact with 50% of prospective freshman students. |
Measurable increase in parental involvement |
PECAP Directors |
Direct measure |
| We will develop programs to support the recruitment of women and
under-represented students. |
Measurable increase in funding for college preparatory bridge programs |
PECAP and Diversity Asst. Dean |
Direct measure |
| We will solicit for scholarships from public and private agencies for
under-represented students. |
Measurable increase in the number of scholarships to attract quality
under-represented graduate students |
Diversity Asst. Dean |
Direct measure |
| We will increase the number of summer research programs for under-represented
students. |
Measurable increase in under-represented engineering graduate students in two
years |
Diversity Asst. Dean
PECAP Directors |
Direct Measure |
| We will increase graduation rates and graduate school enrollment of
under-represented students. |
Measurable increase in under-represented engineering graduate students |
Diversity Asst. Dean
PECAP Directors |
Graduation Data |
| We will develop support staff and programs at departmental levels. |
Involve 100% of the departments in meeting the initial needs of students in
their programs |
Diversity Asst. Dean and Dept. Chairs |
Direct measure |
| The Dean will commit a portion of graduate teaching assistantships to the
recruitment of under-represented graduate students. |
Direct and significant impact in increasing the number of under-represented
graduate students |
Dean
Diversity Assist. Dean |
Direct Measure |
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RETENTION- To retain a diverse workforce and student body that reflect the
multi-cultural diversity and individual differences in the nation.
Objective 2-1: Develop and use the full potential of the workforce to provide
quality education for all in a positive academic climate.
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| We will encourage cross-career development programs. |
Progress toward grade parity, job employee satisfaction, and improvement in
skills |
Diversity Asst. Dean |
Trend |
| Develop and implement programs for mentoring of students from under-represented
groups. |
Increase the retention of Pitt graduates to Pitt graduate program
Increase the quality of under-represented graduates |
Diversity Asst. Dean |
Record of implementation |
| Encourage the mentoring of junior/new faculty by senior faculty |
100% of junior or new faculty will be on a high productivity track |
Dean and Diversity Asst. Dean |
Survey |
| We will continuously assess and monitor academic performance of all high risk
students (25% of freshman class). |
Increase in our effectiveness in training and retaining under-represented
engineering students |
PECAP
Freshman Program Directors |
Number with Higher GPA |
| We will annually identify high achieving faculty, staff and students. |
25% of high achieving faculty, staff and students will be rewarded, leading to
appreciation of the school academic culture. |
Dean and Associate Dean |
Survey |
| We will solicit for industrial endowment for specific Diversity awards/reward. |
Greater commitment and motivation for quality and productivity. |
Development Office |
Survey |
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Objective 2-2. Develop and implement action plan that enhances quality of life
and the workforce environment (see attached).
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| We will seek to increase support for staff and students with disabilities. |
Improved quality of life of disabled individuals |
Diversity Asst. Dean |
Survey |
| We will create focus groups to address workforce issues and interventions. |
Increase the reception of school from women and under-represented students and
workforce |
Diversity Asst. Dean |
Survey |
| We will develop visiting scholars, faculty and staff development and cross
training programs. |
Increased quality of the workforce and effective use of skills |
Diversity Asst. Dean |
Exit interview or survey |
| We will educate department heads in dealing with human resources. |
Intellectually rich environment and reduction in annual complaints. |
Diversity Asst. Dean |
Direct measure |
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SYSTEMIC DIVERSITY MANAGEMENT - to educate administrators, faculty and students
on valuing and managing diversity.
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Objective 3-1. Provide training to more than 80% of TA/RA, staff and students
on valuing diversity
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| Develop comprehensive resources on values of diversity in an engineering
culture. |
Identify diversity needs and effective implementation plan |
Dean and Diversity Assist. Dean |
Measure the School current demographic profile |
| We will organize annual mandatory diversity education and workshops for all
staff, TA, students and support staff. |
Individual respect and value of diversity will increase 100% of all TAs will
receive diversity training |
Dean
Diversity Asst. Dean |
Student Survey |
| We will organize annual mandatory diversity education for all in-coming
freshman, focusing on communication and the rights of others. |
Behavior change and increase in value of diversity for more than 80% of
freshman class
Reduction in negative attitudes and complaints |
Diversity Asst. Dean
Freshman Program Director |
Student survey |
| We will develop and implement programs that encourage cultural interaction with
members of other cultural groups. |
More faculty will increase their awareness, understanding and acceptance of
others' cultures |
Diversity Asst. Dean |
Attendance record and surveys |
| We will develop and circulate a school Diversity newsletter and inventory of
diversity resources. |
Interests, communication and exchange of information will be improved |
Diversity Asst. Dean |
Number that read the Newsletter |
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Objective 3-2. Increase the participation of the administrators and majority of
the faculty in diversity training
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| Develop a comprehensive training curriculum that will allow for skill
development and diversity related problem solving. |
Important reference tool to support instructional and administrative personnel. |
Diversity Assistant Dean |
Employee annual surveys participation |
| Dean will show strong and visible support for School diversity training of
faculty and assign responsibilities. |
At least 60% of faculty and staff will participate in workshops and learn to
manage the school diversity |
Dean and Diversity Asst. Dean |
Employee annual surveys participation |
| We will increase research collaboration among faculty and students of other
cultures. |
Increase understanding and strengthen team communication |
Diversity Asst. Dean |
Annual faculty survey |
| We will organize school-wide symposia twice a year on current topics on
diversity. |
Our effectiveness in managing diversity and system wide culture change |
Diversity Asst. Dean |
Attendance record and surveys |
| Each Department rep on the Faculty Advisory Committee will be trained as
Diversity Liaison for that department. |
Monitor diversity related issues in the department and report to the Office of
Diversity |
Faculty Advisory Committee on Diversity |
Record and surveys |
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Create and maintain a non-discriminatory climate where tolerance and respect
are encouraged, and an equitable learning environment in which opportunities
for professional development are provided.
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Objective 4-1. Develop and implement measures to manage behavior with
accountability and rewards.
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| We will develop guidelines to ensure that programs and activities in the school
are conducted without discrimination. |
All departments and areas will have guidelines on school expectation |
Diversity Asst. Dean |
Survey and number of complaints |
| We will create a climate through focus group discussions to ensure that
tolerance and respect are encouraged. |
Increase in respect and tolerance of others' differences |
Depart Chairs
Diversity Asst. Dean |
Workforce Survey |
| We will take affirmative measures to reduce the number of complaints and to
respond to such complaints when they occur. |
Timely response to complaints |
Diversity Asst. Dean |
Survey and number of complaints |
| All departments and area heads will ensure hostile-free and non-discriminatory
academic environment in areas under their supervision. |
Establish accountability
Healthy work environment |
Chairmen |
Department survey number of occurrence |
| Equitable services and opportunities are provided for all under-represented
students |
Quality education for all students |
Assoc. Dean |
Direct Comparison |
| We will implement alternate dispute and conflict resolution programs. |
Timely resolution of conflicts |
Diversity Asst. Dean |
Number of conflicts reported and resolved |
| We will conduct workshops on human and legal rights in the workplace. |
Increase in individual awareness of moral, ethical and legal obligations. |
Diversity Asst. Dean |
Survey and number of participants |
| We will annually organize focus groups and open discussion on concerns of women
and under-represented workers. |
Timely resolutions of individual concerns |
Diversity Asst. Dean |
Employee and student surveys |
| Train department chairs and area heads to incorporate Diversity to management. |
Integration of diversity to management |
Diversity Asst. Dean |
Survey |
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Develop and support integrated diversity programs and services that generate a
positive climate and identity in the School.
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Objective 5-1. Increase support and participation of faculty, staff and
students in programs that explore the experiences and contributions of various
cultures, groups and individuals.
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| Increase participation in Black History Month, Women's Day Celebration, and
other such multi-culturally diverse programs. |
Increase in respect of other's cultural values |
Diversity Asst. Dean |
Direct report of support services |
| We will increase the diversity of students in Study Abroad, Co-Op, and
international exchange programs. |
Increase in cultural awareness and cross-cultural communications |
Study Abroad and Co-Op Directors |
Direct measure of participants |
| We will increase the under-represented student assistance programs, reward for
under-represented students' academic excellence, and services for disabled
students. |
Improvement in performance of under-performing under-represented students |
Diversity Asst. Dean
PECAP Director |
Assistance programs |
| We will organize an annual Engineering Cultural Week. |
Stronger collective community |
Diversity Asst. Dean |
Participants Survey |
| Develop reward structure for departments and faculty that participate in
diversity programs |
Increase in faculty motivation and value of diversity |
Department Chairs |
Evaluations |
| Develop a visible Engineering Office of Diversity and Minority Resources |
Represent visible commitment to diversity
Repository for all data pertaining to School diversity |
Diversity Assist. Dean |
Direct |
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Objective 5-2. Integrate more diversity activities into engineering curriculum.
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Strategies and Actions |
Outcomes |
Responsible Person(s) |
Assessments |
| We will develop international multi-cultural engineering exchange, team
projects and seminars. |
Increase in multi-cultural interactions in new product development project |
Diversity Asst. Dean |
Student Survey |
| We will develop team building skills through workshops. |
Students will be stronger and effective team members |
Diversity Asst. Dean |
Participants Survey |
| The participation of women and under-represented students in interdisciplinary
programs, Learning Center and International programs will be increased. |
Increase in program diversity
Improvement in learning culture |
Program Directors |
Number of participants |
| Department must ensure that all students receive equal treatment in the
classroom. |
All students will receive equal treatment in the classroom |
Department Chairs |
Student survey |
| Require that each engineering student take a course in the general education
core that focuses on cultural difference and race issues. |
Positive attitude and improved relations between races |
Department Chairs |
Student survey |
| Plan curriculum changes with departments to ensure effective diversity
component. |
Department commitment to effective diversity component of undergraduate
requirement |
Committee
Diversity Assist. Dean |
Direct measure |
| Develop pedagogical techniques that take into account the different styles of
learning in a multi-cultural engineering classroom. |
Increase effectiveness in teaching and learning. |
Department chairs
Diversity Assist. Dean |
Student survey |
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