About Us Diversity Action Plan Priority Areas

Employee Diversity

Provide support to departments for developing plans to identify and increase the pool of under-represented and women faculty by Fall 2003.
Provide support to departments that have no under-represented or women faculty to identify and recruit at least one under-represented/women faculty member by Fall 2003.
Provide support for senior faculty mentoring of all new or non-tenured faculty members in each department.

By Fall 2003, develop programs that will increase the enrollment of under-represented graduate students into the School of Engineering.
Provide support for faculty mentoring of all first year under-represented graduate students.
Implement programs that will significantly increase the direct enrollment of under-represented undergraduate students into the School of Engineering by Fall 2003
Develop partnership programs that will significantly increase the enrollment of Hispanic students into the School Engineering by Fall 2003.
Provide support for faculty mentoring of 50% of under-represented freshman and sophomore students.
Provide academic intervention activities that will increase the retention rate of under-represented and women freshmen/sophomore students to 90% by Fall 2003.

Provide diversity education to all incoming freshmen.
Increase the participation of departments (faculty and staff) in all School or University wide diversity education related activities.
Develop a reward structure for the department and/or faculty that show outstanding participation in diversity initiatives.
Assure that academic support services, a positive environment, and research opportunities are provided to all students.
Integrate diversity with engineering projects and team/communication building skills.
Require all departments to have a Diversity Liaison/Coordinator by 2003.