Diversity & Inclusion

 

The University of Tennessee, Knoxville 
DEPARTMENT OF CHEMISTRY DIVERSITY PLAN

OUR VALUES AND MISSION

The faculty, students, and staff of the University of Tennessee’s Department of Chemistry view diversity, multiculturalism, social justice, and equity as fundamental ethical, societal, and scientific values.  We must be inclusive and diverse in order to foster outstanding research, scholarship, and mitigate the “leaky pipeline” of traditionally underrepresented groups in chemistry such as racial minorities and women.  We recognize and value diversity in its myriad forms including ability status, age, ethnicity, family structure, gender, gender identity, national origin, race, religion, spirituality, sexual orientation, socioeconomic background, and veteran status.  Consistent with our strategic plan, our diversity plan seeks to “actively promote diversity and inclusion in our local, regional, and global communities.”  Further we seek to create and sustain a welcoming environment to recruit, retain, and support a diverse body of students, staff, and faculty; prepare students to conduct research, teach, and advocate in a diverse world; foster research that includes a broad range of backgrounds and perspective; and lastly to develop and strengthen community partnerships to further inclusion.

OUR DIVERSITY GOALS, ACTIONS, AND METRICS

CLIMATE: Create and sustain a welcoming, supportive, and inclusive departmental climate

Climate: Actions

Metrics

Maintain a Diversity Committee of consisting students, staff, & faculty to implement the Departmental Diversity Plan Ensure departmental social and recruiting events are welcoming and inclusive, and incorporate student-provided feedback Increase collegial interactions among students and faculty Provide opportunities for students to be exposed to broader models of representation through departmental seminars from individuals of diverse backgrounds Foster dialogue related to diversity through invited speakers, and training activities Maintain a list of university and departmental resources for community and mentorship support Maintain an anonymous comment portal with timely follow up Conduct an annual department climate survey annually Revise and update the diversity plan annually

Annual progress report from Diversity Committee that compares our departmental demographic trends to those reported for chemistry as collected by the National Science Foundation in order to target diversity goals for the next academic year  #of department sponsored seminar speakers from under-represented groups per year Average diversity/inclusion climate satisfaction index from the departmental climate survey Maintain an online list of campus and community resources for support

FACULTY AND STAFF RECRUITMENT AND RETENTION: Recruit, retain, and mentor greater numbers of faculty and staff from historically under-represented populations.

Faculty and Staff Recruitment and Retention: Actions

Metrics

Identify Diverse candidates for target of opportunity proposals Identify and invite candidates for Future Faculty Programs each year Encourage all faculty share in service related to diversity Support and enhance faculty and staff mentoring networks within and across programs and career stages Support academic outreach to minority serving institutions Create and maintain online list of campus and community resources to support the professional and personal lives of diverse candidates/hires

% of applicants from underrepresented groups % job search finalists from under-represented groups # proposals for target of opportunity hires/ 5 years # proposals for Future Faculty Program % faculty workload forms reflecting service related to diversity % faculty and staff participating in mentoring networks Maintain updated online list of campus and community resources so that no links are out of date or broken

STUDENT RECRUITMENT AND RETENTION: Recruit, retain, mentor, and graduate greater numbers of students from minority and under-represented populations and international students.

Student Recruitment and Retention: Actions

Metrics

Foster long-standing relationships with a wide range of feeder colleges and universities including HBCUs, through formal programs (e.g. NSF REU or PUI faculty coming to campus as visiting scientists) Increased presence at meetings targeted towards minority scientists (e.g. ABRCMS, SACNAS) Increased membership and activity in diversity supporting professional societies (e.g. NOBCChE) Implement departmental policies that are inclusive of students with non-traditional familial obligations Foster peer support networks for students from non-traditional and under-represented backgrounds Encourage students to apply for fellowships and faculty to apply for diversity supplements and grants to financially support and retain a diverse workforce

% graduation rate for graduate students from under-represented groups % retention beyond first year of graduate students from under-represented groups % applications of students from underrepresented groups % acceptances from students from underrepresented groups Placement data on graduate students leaving the program from under-represented groups % faculty mentoring students from under-represented and international populations Average student ratings of faculty preparation to mentor diverse students # of faculty and students doing outreach to minority-serving institutions # of underrepresented-targeted conferences attended per year # of fellowships and grants submitted and received geared towards the retention of underrepresented students Conduct at least one Town Hall meeting between Department Head and graduate students per year Maintain a list of diversity-targeted funding opportunities

TEACHING, CURRICULUM, AND CONTINUING EDUCATION: Ensure the curricular practices reflect the department’s commitment to diversity, economic disparity, global engagement, and social justice, and provide continuing education opportunities to faculty, staff, and students.

Teaching, Curriculum, and Continuing Education: Actions	Metrics
Include diversity education during first year coursework on ethical conduct in research Improve racial awareness and implicit bias in the classroom among faculty, lecturers, and teaching assistants Provide training sessions and seminars to improve awareness of these issues in the classroom	# of diversity, economic disparity, global engagement and social justice related trainings % of students participating in diversity, economic disparity, global engagement, and social justice related programs/year % of faculty participating in diversity, economic disparity, global engagement and social justice related programs/year

OUTREACH AND ENGAGEMENT: Develop and strengthen Departmental partnerships with diverse communities on the local, state, national, and international levels.

Outreach and Engagement: Actions	Metrics
Foster and encourage interdisciplinary and community based involvement in research (e.g. K-12 schools, minority facing institutions) Engage in outreach and advocacy in service of social justice at local, state, and national levels	# of faculty and students with active research collaborations with community, regional, and national partners addressing diversity issues # of faculty, staff, and students in diversity, economic disparity, global engagement, and social justice related outreach and advocacy

Campus Resources