Texas A&M University’s Accountability, Climate, Equity, and Scholarship (ACES) Fellows Program is a faculty pipeline initiative that connects those advancing outstanding scholarship with relevant disciplinary units on campus. In recognition of Texas A&M University's Diversity Plan, the ACES Fellows Program promotes the research, teaching, and scholarship of early career scholars who embrace the belief that diversity is an indispensable component of academic excellence. From this experience at Texas A&M, fellows should develop an understanding of the value of diversity and inclusion and the power that it holds for students, faculty, and staff to enrich their lives. As a Tier 1 research and land-grant institution, Texas A&M upholds its responsibility to accountability, campus climate, equity, and scholarship by maintaining a campus that affirms equity and fosters inclusion and belonging. ACES Fellows are afforded access to invaluable academic and professional development experiences to advance their careers as scholars. For 2020 (with Fellows to begin fall 2021), the ACES Fellows Program is funded by the Office of the Provost, and administered by the Office for Diversity at Texas A&M in partnership with five colleges: The Bush School of Government and Public Service; the College of Agriculture and Life Sciences; the College of Education and Human Development; the College of Geosciences; and the College of Liberal Arts.
The Diversity Matters Seed Grant program supports research projects designed to make a positive impact on Texas A&M University’s Diversity Plan goals of accountability, campus climate, and equity. Applicants are strongly encouraged to discuss proposal topics with their relevant Diversity Operations Committee representative(s) prior to submission.
2018-2020 Funded Seed Grant Proposals 2017-2018 Funded Seed Grant Proposals​ 2016-2017 Funded Seed Grant Proposals 2015-2016 Funded Seed Grant Proposals
Registration for campus and community members
TrainTraq link for registration for Texas A&M Employees
Enhancing minoritized scholars’ professional visibility Presenters: Dr. Asha Ganesan, Postdoctoral Researcher & Dr. Adrienne Carter-Sowell, Associate Professor College of Liberal Arts, Texas A&M University Date: Wednesday, April 28 Time: 12:00 pm – 1:00 pm CDT Location: Zoom details will be provided in the reminder email on April 27, 2021 Being visible is beneficial for career advancement and can enhance positive experiences on the job. Roles as a ghost writer, silent partner, and anonymous donor imply that no negative consequences accompany being present but not accounted for in the workplace. However, research shows being an “invisible” worker matters. Alternatively, being visible also can be detrimental for one’s identities too (McCluney & Rabelo, 2019). Data were collected in a series of studies, using mixed methods, from participants belonging to varying majority and minority groups. Results differentiated between self-reported visibility experiences and (1) willingness to disclose personal information/identities, (2) status among group members, and (3) perceived pain induced by recurring thoughts. In sum, factors related to intersectional identities influence differences in stepping out of a perpetual, professional blind spot. Implications of public “inclusion pledges” will be discussed too. Audience Knowledge Ranking: Novice – Limited or no experience, training, and/or personal reflection discussing racism, privilege, and other social justice issues and identifying personal biases, prejudices, and identity.
Office for Diversity Guidelines for Funding Requests -- Funding requests will be considered for their potential to significantly and positively impact the University’s Diversity Plan goals:
If you have any questions or concerns accessing this application, please feel free to contact us by phone (979-458-2905) or by email (diversity@tamu.edu).