Strategic Diversity Plan: Section V

Measurable Goals

The following is a list of measurable goals and the benchmarks with which they will be assessed over the five-year duration of the plan.

  • Support the recruitment of a diverse faculty body and a diverse student body. This will be specifically assessed by the following benchmarks.
    • Hire at least two underrepresented minority faculty in each year for the next five years.
    • At least 10 percent of graduate degrees conferred should be from underrepresented minorities in the next five years.
  • Maintain and increase diversity through retention of faculty in a highly competitive environment. Benchmarks are as follows.
    • At least 80 percent should achieve tenure and promotion.
    • Department faculty will be asked to give an exit interview.
  • Sponsor guest scholars and academic programs that explore diversity in specific academic areas such as African American history, comparative religions, gender issues, etc. Benchmark:
    • Organize Diversity Day, which includes sponsoring at least one conference/symposium each year.
  • Encourage programs, seminars, and workshops that explore diversity issues. Benchmark:
    • Offer at least one training/webinar/workshop per semester for faculty. For example, a workshop on implicit bias training.
  • Provide mechanisms to disseminate important information in order to promote diversity. Benchmarks:
    • Offer diversity training for every College search committee.
    • Require a section describing the department’s diversity efforts in all annual reports; reward of $5000 to one winning department per year.
  • Encourage a diversified core curriculum that enables discussion and learning about geographic, social, and cultural differences to raise awareness of the global community. This could, for example, be the development of a diversity course at the core curriculum level. Benchmark:
    • Add one teaching grant per year focused on diversity initiatives (on top of the two grants already awarded).
  • After UA hires its chief diversity office, we will discuss the following items:
    • How to work with the University to invest more into diversity, e.g., fund graduate students and faculty for research on diversity issues (c.f. CSREA, a center on diversity research at Brown). How to increase the size of the graduate student body and invest more into mentoring of graduate students to prepare them to become faculty (c.f. the “Preparing Future Faculty” program at Duke). How to work with the University to develop strategies to recognize and celebrate activities and people who contributed to progress, as an institution, toward integration.
    • How to work with the University to develop and implement strategies for making members of our community aware of acts that create a friendly environment for others.
    • How to develop a mechanism for feedback on divisive issues such as affirmative action.

More from the Strategic Diversity Plan

Download a PDF of this document.

I. Introduction

II. Data and Context

III. Highlight Items

IV. Department Initiatives

This page: V. Measurable Goals

Appendix: Assessment Matrix