樱桃视频APP

Enhance recruiting and retention of under-represented students, especially students of color by:

• Developing comprehensive strategic plan to diversify and retain students by identifying immediate and long-term action steps
• Adopting a strategic goal of increasing the percentage of diverse enrollment for undergraduate and graduate students
• Allocating resources for new programs that would enhance recruitment and retention

Enhance recruiting and retention of under-represented faculty and staff, especially faculty and staff of color by:

• Adopting a strategic goal of increasing the percentage of under-represented faculty and staff, especially faculty and staff of color
• Developing a comprehensive strategic plan to diversify our faculty and staff population by identifying immediate and long-term action steps
• Expanding faculty and staff pathways to university leadership in mid-and upper-level administration
• Committing to language in each job posting for that affirms the University鈥檚 commitment to creating diverse and inclusive campus environment.
• Identifying positions that would require candidates to submit a statement and philosophy of diversity and inclusion to the search committee or hiring manager
• Developing and following a 鈥淏est Practices for Faculty and Staff Searches鈥� policy document to increase the pool of applicants from under-represented populations
• Examining tenure and promotion processes to uncover and address potential biases
• Examining the potential negative impact of electronic student evaluations (E-Spots) on female faculty and faculty of color

Bolster curriculum, training and other academic initiatives that promote an understanding of diversity, equity and inclusion by:

• Ensuring students graduate with intercultural competence by implementing a DEI Essential Competency in our Core Curriculum
• Committing sufficient resources (faculty and staff lines, administrative support, office space, operating budgets) for departments and programs that contribute and support the mission on DEI
• Providing learning and development opportunities for faculty, staff, and students on promoting an inclusive environment
• Offering workshops on prevention of unconscious bias and micro-aggressions for all TCU employees and incentivize active, consistent participation across campus
• Adopting consistent messaging at new hire and student orientation conveying the value of diversity, equity, and inclusion to TCU鈥檚 mission
• Allocating resources for new staff dedicated to training in the Office of Inclusion, Koehler Center for Teaching Excellence and Human Resources

Increase outreach and engagement with external communities and schools with large proportions of under-represented groups by:

• Systematically collecting data about the practices of each college, department or unit regarding outreach to underrepresented groups in Fort Worth and the surrounding community
• Providing more access to under-represented groups in the community by building pathway to connection and fostering a sense of belonging.
• Including feedback loop from underserved communities to allow TCU to hear how we are perceived and to make adjustments with outreach, as needed
• Being intentional about creating curricular and co-curricular opportunities to serve as a resource to underserved communities

Promote a campus environment that is welcoming for all and free of bias by:

• Requiring departments and student organizations to consider diversity and inclusion when planning events and collaborating with diverse organizations to reach a wide range of students
• Incorporating TCU鈥檚 diversity vision and mission into the University鈥檚 branding
• Encouraging each unit to examine its practices to ensure all individuals feel welcomed, respected, valued and supported
• Sharing climate survey results in order to identify areas for growth and improvement