2009-10 Department/School/College Diversity Plan - Biological Sciences
Please describe the most significant activities you will implement, expand, or continue. These short and long term objectives and activities should result in increased diversity and/or the development of a more inclusive unit and campus climate. Your plan should support Michigan Tech in accomplishing its short and long term diversity goals.
| Specific Objective | Activity Description | Person(s) responsible for this objective | Timeline | Internal Dollars to be allocated | External Dollars to be sought | Other Comments | |
|---|---|---|---|---|---|---|---|
| For Students | 1. Maintain female/male student ratio (>60%). 2. Improve overall CLS recruitment, especially as a minority recruitment program. 3. Improve bioinformatics recruitment with focus on diverse applicants. 4. Maintain international diversity in undergrad/grad programs. | 1. Undergraduate and graduate recruitment. 2. Ongoing improvement of website and new effort in regard to dept. brochures. 3. Recruit heavily for CLS program. 4. Ongoing support of MICUP and Summer Youth Program activities. 5. NEW: Attend SACNAS conference as possible. | Chair, selected CLS faculty and staff, select committees (primarily Graduate, Curricula, Website committees), Human Resources and Admissions/University Communications. Target Graduate recruiting information to schools serving extensive minority populations. | Ongoing | ~$1, 000 brochure updates; ~$400 phone calling; ~$300 travel for recruitment and outreach; grad/undergrad recruiting from Admissions | Support from Graduate School in recruitment of MS/PhD candidates | Maintain progress in gender goals and diversity goals. Prior goals: 1. We have maintained gender ratio. 2. Minority enrollment has improved, but continued effort is needed. CLS remains a strong area for minority recruitment. International diversity remains strong in all areas. Bioinformatics expansion to be addressed by Chair and curricula committee |
| For Staff | 1. Maintain staff gender distribution (current 57% female). 2. Seek diverse staff applicants as positions materialize. 3. Encourage and support continuing education of staff with on- and off-campus programs. | 1. Work with HR to facilitate ongoing educational and enrichment activities. 2. Evaluate staff job descriptions and responsibilities to diversify staff activities. | Chair, select committees and Human Resources | Ongoing and as positions materialize | Dept. to support educational and enrichment activities as requested and within budgetary allowances. | Challenges of increased staff diversity due to very low turnover of staff and low staffing number (7); and nature of the local labor market. | |
| For Campus Community or Faculty | 1. New: Develop Peace Cops Master's Program in BLS and International CLS Master's program-recruit diverse applicants. 2. NEW: Outreach to Keweenaw Bay Community College. 3. Faculty replacements with retirement. 4. Maintain faculty gender ratio and seek diverse applicants. | 1. Promote new MS programs development with Peach Corps. 2. Recruit and replace retiring faculty as lines open. 3. Mentor and support untenured faculty toward promotion, as well as non-TT faculty toward promotion. 4. Seek diverse applicants in SFHI program | Chair, selected faculty members (CLS), selected Faculty members, PTR and Faculty Search committees, HR and Office of Diversity | Ongoing and for Peach Corps activities Spring/Summer 2010 | Admin to maintain faculty FTE budget lines; ~$300 phone calling solicitation; ~$400 travel for Community College outreach; Provost support in SFHI program; Identify internal funds for new faculty start-up | Seek external foundation/grant dollars to expand/develop CLS program (e.g., ASCP, others). Chair and selected faculty to address. | Maintenance of gender goals and movement toward diverse goals. Prior goals: 1. Outcome of searches and hiring: 2 female faculty hired, 1 Asian male, 1 Caucasian male. |