Diversity Action Plan
PAGS Diversity Committee Mission Statement:
The Department of Physics, Astronomy and Geosciences (PAGS), in accordance with the Fisher College of Science and Mathematics (FCSM) and with the Towson University Strategic Plan, believes that we must support initiatives that promote diversity among FCSM faculty, staff and students. To fulfill that vision, we are committed to increasing the quality and diversity of our students, faculty and staff while increasing retention and curriculum initiatives. In accordance with the FCSM’s Diversity Action Plan, this document describes the PAGS Diversity Action Plan goals, action steps, assessment, responsible person(s) and time-frames for evaluation.
Defining Diversity:
Diversity is a pluralistic term and emphasizes different areas. Hence, diversity as defined by the FCSM includes attending to climate, recruitment and retention of students, staff and faculty of various age, career experiences, nationality, philosophies and viewpoints, religion, sexual orientation, socioeconomic status, gender, disabilities and race. Addressing different dimensions of diversity in this manner ensures that Towson University and specifically the FCSM, attends to a perennial diversity challenge in post-secondary education.
Diversity Action Plan Goals:
Develop and promote a respectful departmental climate and provide services that appreciate and celebrate differences.
Action Steps | Assessment and Performance Measures |
Responsible Person(s) |
Time frame |
---|---|---|---|
All new faculty shall participate in the New Faculty Orientation Program provided by the FCSM | Post FCSM Orientation Survey |
PAGS Diversity Committee |
Survey administered within one week of orientation program |
PAGS will work to offer a diverse representation of seminar speakers in the department seminar series | Monitor the number and types of speakers presenting each semester. | PAGS Diversity Committee |
Data will be collected and evaluated once per year. |
The PAGS department will develop a diversity committee website and establish a link
to the commitment-to-diversity section on the home page of the PAGS’ department website
and add a diversity initiative to the departmental spotlight area of the homepage.
|
Ensure PAGS departmental website has working commitment-to-diversity link on its homepage
and update the diversity initiative in the departmental spotlight area of the home
page. |
PAGS Webpage Coordinator |
Each semester |
Recruit, hire and retain culturally diverse employees within the PAGS department
Action Steps | Assessment and Performance Measures | Responsible Person(s) | Time frame |
---|---|---|---|
The PAGS department, in accordance with Towson University Hiring Protocols, will ensure
the diverse composition of search committees. To ensure the diversity composition
of search committees, the search committee chair can recruit faculty or staff members
from outside the department to serve. |
Departmental records; Office of Inclusion records |
PAGS Chair; PAGS Search Committee Chair; PAGS Diversity Action Committee |
Annual, as searches arise |
The PAGS department, in accordance with Towson University Hiring Protocols, will ensure
dissemination of advertisements to diverse outlets. |
Office of Inclusion records |
PAGS Chair; PAGS Search Committee Chair; PAGS Diversity Action Committee |
Annual, as searches arise |
The PAGS department will add a link to the PAGS departmental web page that provides
the TU Office of Inclusion’s working list of outlets for recruiting underrepresented
groups. |
PAGS Diversity Action Committee |
PAGS Chair; PAGS Diversity Action Committee |
Annual |
The PAGS department will get data on faculty retention for the last five years that includes number hired and number retained with related diversity information: number of tenure-track/tenured, permanent lecturer etc., number of faculty leaving grouped by reason for leaving (if known) etc. | Summarize results and assess PAGS department with respect to FCSM averages and relate to diversity. | PAGS Chair; PAGS Diversity Action Committee |
Annual |
Provide professional development activities that assist staff and faculty to understand their own and other cultures.
ACTION STEPS | ASSESSMENT AND PERFORMANCE MEASURES | RESPONSIBLE PERSON(S) | TIME FRAME |
---|---|---|---|
The PAGS Diversity Action Committee shall meet no less than twice per year to evaluate
existing goals and propose implementation of new activities for the department. |
An annual report of diversity assessment will be produced and submitted to the FCSM
Diversity Committee |
PAGS Diversity Committee |
Every year |
Each departmental instructor will add a diversity link, developed by the FCSM Diversity
Action Committee, to each of their syllabi. |
The department chairs will communicate this requirement to the faculty | PAGS Chair |
Every semester |
The PAGS departmental web page will have a diversity link to several pages, including
contact names for students. |
PAGS Diversity Action Committee |
PAGS Chair; PAGS Website Coordinator |
Every semester |
Recruit and retain culturally diverse students within the PAGS department
Action Steps |
Assessment and Performance Measures | Responsible Person(s) | TIME FRAME |
---|---|---|---|
The PAGS department will develop a working list of outlets for recruiting culturally
diverse students to be made available to the FCSM Diversity Action Committee. |
PAGS Diversity Action Committee |
PAGS Chair; PAGS Diversity Action Committee |
Annual |
The PAGS department will collect data on student retention for the last five years
that includes number of majors and number of majors retained with related diversity
information. |
Summarize results and assess PAGS department with respect to FCSM averages and relate
to diversity. |
PAGS Chair; PAGS Diversity Action Committee |
Annual |