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Diversity Plan


Texas A&M University's 2010 Diversity Plan goal of accountability is to assess and evaluate progress, and share the results broadly, ensuring that academic and administrative units are held accountable, and rewarded, for advancing the diversity and inclusion goals of the institution. 

Advisory Groups

Diversity Operations Committee (DOC)

President's Council on Climate and Diversity (PCCD)

Assessment & Evaluation

The Office for Diversity's 2017 Assessment of the 2010 University Diversity Plan explored the impact of Texas A&M's Diversity Plan by comparing characteristics of the institution from 2010 to 2016; reviewing institutional and unit-level efforts to impact recruiting, retention, campus climate, and equity; and identifying areas where there is a need for more accountability.

Additionally, the Office for Diversity is responsible for the implementation and coordination of this University Diversity Plan. Every three-four years the Office reviews indicators of institutional change and shares the results broadly in a State of Diversity report. 

State of Diversity Report 2016

State of Diversity Report 2013

‚ÄčState of Diversity Report 2010

Campus Climate 

The goal of campus climate is for Texas A&M University to embrace, value, and integrate diversity and inclusion in the pursuit of academic and institutional excellence. The Aggie Core Values of Respect, Excellence, Leadership, Loyalty, Integrity, and Selfless Service are anchors to guide us as we strive to make Texas A&M University a welcoming place to all. Campus climate is directly associated with academic and professional success: When individuals feel safe, a sense of belonging, and valued they are successful and engaged in the institution.  

To understand the impact of campus climate on recruitment and retention, Texas A&M's 2010 University Diversity Plan calls for academic and support units to explore data from student, faculty, and staff campus climate surveys.

UPDATE (03/17/20) -- Thank you so much for your interest and support of the 2020 campus climate surveys. However, to ensure that all communication with Texas A&M students, faculty, and staff remains relevant to the current health and safety of our campus and community, the campus climate surveys are postponed until Fall 2020. Please look for dates and plans for the campus climate surveys this Fall 2020. We will launch the survey through email and social media. Campus climate assessment is crucial for developing programs that will make Texas A&M, and your experience here, even better! 

Your Voice Marketing Toolkit

Campus Climate Results

Campus Climate Presentations

History of Inclusion at Texas A&M



The goal of equity is for Texas A&M to have a strong, demonstrable presence of diversity in our students, faculty, and staff, including specific demonstrations of recruiting and retention success for racial, ethnic, and gender groups. We must identify and address evidence-supported patterns of inequity on campus by analyzing retention, compensation, award and reward trends, performance measures, and advancement in the University. 

Division of Academic Affairs Equity Plan

Using 2012 campus climate survey results, focus groups with supervisors, and research on equity issues, Texas A&M's Division of Academic Affairs implemented an Equity Plan. In 2018, the Equity Matrix was updated. 
Equity Matrix and Status of Plan

Fall 2015 Report

Spring 2014 Supervisor Survey

Fall 2013 Hiring Process Review



Equity Data
Student graduation rates compared to Texas peer institutions

Under-represented minorities by degrees compared to peer institutions

Faculty accomplishments compared to peer institutions