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Aeronautics & Astronautics Strategic Plan

2022-2026

Diversity, equity and inclusion integration

Operationalizing diversity, equity and inclusion as a sustained effort with ongoing assessment and strategic focus in each pillar.

Three women looking at a small robot prototype

Strategies

  • Attract, recruit, select and retain diverse students, faculty and staff
  • Develop structures, practices and people skills that embed and leverage the value of DEI in all department activities
  • Build a robust department community culture where all members thrive, are valued and feel a sense of belonging

STAGE ONE ASSESSMENT ACTIVITIES

First year (2022)

  • Complete the UWHR DEI Assessment
  • Create roadmap of areas of improvement
   

STRATEGY 1

Attract, recruit, select and retain diverse students, faculty and staff

FIVE-YEAR GOAL

  • Establish ARSR (attract, recruit, select and retain) goals and best practices for underrepresented groups and/or specific dimensions of diversity. Review ARSR systems with diversity, equity and inclusion (DEI) and intercultural competency lenses
  • Increase our transparency by coordinating with the College on a diversity data collection to document, evaluate and share our recruitment and retention efforts
   

STRATEGY 2

Develop structures, practices and people skills that embed and leverage the value of DEI in all department activities

FIVE-YEAR GOAL

  • Develop and actualize an integrated DEI structure to increase communication and collaboration programs and plans for leaders and staff
  • Engage with the College's plan for a DEI leadership training and development program to enhance knowledge and skills to facilitate organizational change
  • Leverage the College's intercultural development manager’s training program and integrate intercultural development in our curriculum and orientation programs
  • Develop and implement a Department-wide DEI communications plan
  • Recognize, amplify and reward DEI and social good leadership in the Department
  • Develop class on outreach with underserved populations.
  • Participate in College sustainable Inclusive Excellence (IE) Fellowship program for faculty and graduate students to spend one quarter with the OIE learning how to integrate DEI into curriculum. Coordinate with WASG fellows
   

STRATEGY 3

Build a robust department community culture where all members thrive, are valued and feel a sense of belonging

FIVE-YEAR GOAL

  • Increase dialogue and shared understanding around DEI through systems to increase awareness, prevention, reporting, response and resolution of bias and harassment incidents
  • Identify, highlight, support and develop best practices on welcoming and supporting underserved or underrepresented faculty, staff and students
  • Develop and put into action specific measures to acknowledge and support sovereignty and increase collaboration with tribal communities
  • Deepen and expand practices that increase the voice and involvement of underserved or underrepresented groups in decision-making processes
  • Prioritize the health and wellness of all our students, staff and faculty by listening, offering information and resources, creating flexibility when needed and ensuring no one feels they must choose between health and productivity