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Diversity Plan


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

Instructions for the 2020-2021 Diversity Plan Accountability Reports

The 2020 Diversity Plan Accountability reports are due to the Office for Diversity on by 12:00 pm on November 5, 2020. For the 2020-2021 Diversity Plan Accountability Report, the Office for Diversity is balancing the need to track and collect longitudinal data and narratives with the need to understand current, and sometimes unique, challenges and strategies presented by physical distancing and the pandemic. Please use the 2020-2021 Diversity Plan Accountability Report as a tool to document and share your unit’s strategies, plans, challenges, and successes advancing diversity, inclusion, and accessibility in 2020.

2020-2021 Diversity Plan Accountability Report Instructions (pdf)
*Please note: The 2021 presentation dates have been redacted from the instructions.

Summary of 2019 PCCD Diversity Plan Accountability Reports

The summary reports for the 2019 Diversity Plan Accountability reports were shared with the campus community at the 2020 Diversity Gallery. Working for a better campus climate and against racism is a total-university responsibility. The annual Diversity Plan Accountability Reports help us assess progress and challenges as we work together to advance accountability, campus climate, and equity across 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 2020

State of Diversity Report 2016

State of Diversity Report 2013

‚ÄčState of Diversity Report 2010

Texas A&M University's 2025 Strategic Plan

Texas A&M University stands proudly on the brink of our 150th anniversary. But we’re not known for standing still. Since opening our doors to Texans in 1876, Texas A&M has extended the reach of education, discovery, and impact across the country and around the globe. We still hold fast to discovering, developing, communicating, and applying knowledge, but how we accomplish those missions continues to advance.

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 (02/19/21) -- Texas A&M's university-wide campus climate surveys,, will run from  February 10, 2021, through March, 14, 2021!  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 University



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