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Diversity Plan



Accountability

The first goal of Texas A&M University's 2010 Diversity Plan is accountability. Accountability established the expectation that the campus community would engage in ongoing assessment of the progress and challenges of advancing diversity and inclusion. 
 

Diversity Plan Accountability Reports

Working to advance the Diversity Plan goals of accountability, campus climate, and equity, the annual Diversity Plan Accountability Reports help us assess progress and challenges at the college, division, and department-level. In the spirit of candidness and transparency, university leadership provides summaries of the annual reports to the campus and community. 


Diversity Gallery

The Diversity Gallery is a forum to showcase the amazing diversity and inclusion work taking place in the colleges and administrative units at Texas A&M University. 


Advisory Groups


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. 

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.

Campus Climate Results

Campus Climate Presentations

History of Inclusion at Texas A&M University

 

Equity

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

Diversity Operations Committee (DOC)

The Diversity Operations Committee (DOC) is a university-wide committee serving as an advisory body to the Vice President and Associate Provost for Diversity. The DOC is charged to:
  • Ensure that all existing and planned policies, operations, procedures, and all major plans for organizational change are pursued with careful attention to their impact on our diversity and inclusion goals;
  • Ensure strategic coordination of university-wide diversity-related activities;
  • Consider processes for the collection of equity and climate data, diversity initiatives, as well as recruitment and retention strategies and outcomes; and
  • Consider means for enhancing the effectiveness of our collective diversity initiatives, taking into account current practices, and the distinctive cultures of our various units.

2022 Diversity Operations Committee (DOC) Representatives

 

President's Council on Climate and Diversity (PCCD)

The purpose of the President's Council on Climate & Diversity (PCCD) is to provide counsel to the President and the Provost and Executive Vice President on all ways of attracting and retaining culturally-diverse students, faculty, and staff to Texas A&M University and to strengthen, sustain, and promote our diversity efforts in support of Strategic Plan 2020-2025 priorities. Additionally, the PCCD assists the Vice President and Associate Provost for Diversity in planning appropriate assessment and evaluation of all university units regarding  diversity-related endeavors.

 2021-2022 President's Council on Climate and Diversity (PCCD) Membership

 

Student Diversity Advisory Council (SDAC)

The Student Diversity Advisory Council (SDAC) is a standing university-wide council that serves as a student advisory board to the Office for Diversity. The SDAC gathers student representatives from colleges across the university to assist with the implementation of diversity, campus climate, equity, and accountability policies and practices.

The SDAC provides an opportunity for student representatives to share their perspectives on various implementations of diversity and inclusion strategies in their respective colleges. The SDAC  is charged to:

  • Serve as an extension of the Office for Diversity Learning Community (ODLC) 

    • Each semester the council will read an assigned book, paired with facilitated discussions, regarding aspects of Diversity and Inclusion.

  • Serve as a resource for the Vice President and Associate Provost for Diversity (VPAPD), the Office for Diversity, and Diversity Operations Committee (DOC) representatives 

    • Provide insight and perspective to strengthen college diversity efforts.

  • Work with faculty and staff to create plans that better reach the student body

    • Increase awareness and intention about addressing student needs and concerns. 

    • Use various forms of communication/media in order to outreach students, staff, faculty, and administrators.

  • Write proposals to college leaders and administration

Applications are closed at this time. 

2022-2023 Student Diversity Advisory Council (SDAC) Membership

  • The membership list will be updated in the near future.