Reports From Chancellor’s & Vice Chancellors’ Areas

Senior administrators at the University of Massachusetts Dartmouth were offered an opportunity to report on updated activities related to equal opportunity and affirmative action during 2006-2007, including recruitment and retention efforts for women and minority faculty, staff, and students, and future plans for the enhancement of cultural diversity within their departments at the University.

The executive area of Administrative and Fiscal Services is comprised of four divisions and is responsible for the development, stewardship and enhancement of its human, fiscal, and physical resources. It supports the University’s commitments to diversity and multiculturalism through activities that foster a climate which respects differences.

Accounting and Finance

• Continue to seek qualified members of underrepresented groups for job openings within the department.
• Continue to work with Human Resources to provide employment opportunity/affirmative action training to all managers.

Auxiliary/Administrative Services

• Continue to actively solicit and encourage procurement of services from minority and women-owned businesses and utilize a variety of minority and small business directories as a means of locating sources of supply.
• Continue to utilize vendor information forms with all new vendors to identify minority and women-owned vendors.
• Continue to supply faculty and staff with information about minority and women-owned vendors.
• Continue to seek qualified members of underrepresented groups for job openings within the department.

Facilities and Physical Plant

• Continue to adhere strictly to the affirmative action guidelines for contracting services.
• Continue to monitor contractors’ staffing to ensure proper representation of protected classes on all renovations projects.
• Continue to make efforts to hire protected class individuals to fill employment openings by advertising in minority community publications and related resources.
• Continue to upgrade physical plant to improve accessibility for wheelchair users and to implement fully all of the requirements of the Americans with Disabilities Act.

Human Resources

• Continue to provide high quality services by using “best business practices,” technological innovation, timely responses along with accurate information to help people in their day-to-day interactions with the University.
• Continue to treat all persons who come to Human Resources with dignity and respect.
• Director of Human Resources serves on the Affirmative Action Advisory Committee.
• Director of Human Resources is a member of the University of Massachusetts system-wide committee of HR Directors and Equal Employment/Affirmative Action Officers from each of the 5 campuses, whose purpose is to meet regularly to discuss issues of mutual concern and identify areas for training and policy development.
• Attend workshops on increasing diversity and pluralism in Public Higher Education.
• Meet regularly with Assistant Chancellor for Equal Opportunity, Diversity & Outreach to discuss issues of concern and/or complaints raised and to develop short-term and long-term strategies for educating managers and employees on their responsibilities for promoting diversity and ensuring the fair treatment of the employee and student populations.
• Provide continuous one-on-one equal employment opportunity/affirmative action training to managers and search & screen committees who are involved in hiring new employees.
• Continue to recruit minorities and women in under-represented groups.
• Continue to work with EODO Office in providing training and awareness to EEO/AA issues.
• Continue to make special efforts to assist in the recruitment of qualified members of under-represented groups.
• Continue to promote and foster an atmosphere of tolerance and diversity.

Vice Chancellor for Advancement

The University’s Advancement Office continues to recruit qualified under-represented professionals to the Advancement team. In addition, efforts are continuing to recruit and identify diverse volunteers for the Alumni and UMass Dartmouth Foundation Board. We have initiated fundraising campaigns for the library soliciting from a broad cross section of the community. Within the library campaign, we have a component that focuses on Portuguese American archives focusing on the Portuguese community. In addition, the Advancement Office oversees a number of endowments/scholarships for underrepresented students. Endowment income for scholarships enables the office to retain under-represented students.

We have invested in staff training and professional development sending our professional staff to conferences to enhance their abilities to perform their jobs. We work with faculty to increase available resources for research and teaching. As we expand our staff, we continue to look for a diverse cross section of talent. Efforts are made to recruit people who are reflective of the community. In addition, we strive to portray the institution as ethnically and racially diverse in all of our publications including the Alumni Magazine, fundraising pamphlets, videos and power point presentations.

Vice Chancellor for Student Affairs

The Division of Student Affairs is an integral part of the educational process and offers programs and services that assist students in reaching their fullest potential at UMD. As administrators, educators, advisors and advocates, we strive to provide an environment that holistically promotes personal growth, leadership development, social responsibility, student empowerment, involvement and well-being in the intellectual, social, cultural, spiritual, emotional, career and physical realms.

The range of the services and programs are as diverse as the rank and file of the employees who represent the division and its various departments. As a value to the University and the Division of Student Affairs, diversity is promoted by each area with the expectation that an inclusive environment is nurtured. Training is provided on a regular basis to student leaders and students who work in para-professional roles. Full-time employees are also required to attend and participate in diversity training.

As Student Affairs has continued to expand and re-align its staff according to the growth of the campus, particularly the student body and the residential population, attention has been given to maintaining and enhancing a diverse staff. Public Safety and the Office of Housing and Residential Life, in particular, have grown the size of their staff. Both have effectively hired women and minorities to fill new and vacant positions. This year the Director of the Frederick Douglas Unity House position became open. The vacancy presented an opportunity to reconsider the organizational status of the multicultural center and its staffing. The Director’s position was elevated to an Assistant Dean and the Assistant Director was promoted to an Associate Director. These staffing changes are in response to the initiative to elevate the visibility, stature and mission of the center, service to students, outreach and collaboration with other areas of the campus. An additional staff member has been added to the staff of the Disabled Student Services Center. A part-time Assistant to the Director has increased student contact and improved service to students. Expanding this position to full time status is the plan for next academic year.

Throughout the year, key Student Affairs staff members have worked closely with students of color as advisors and mentors to promote individual success for students and support of initiatives for student group and organizations. Many of these organizations have become the most active on campus, sponsoring and hosting social, cultural and educational programs, as well as engaging in community service, both on campus and externally. Individual students of color are recognized for their leadership roles and their contributions to the life of the campus and to their fellow students. A highlight of the year was the hosting of the SOAR (Student Organized Against Racism) conference at UMass Dartmouth.

Affirmative Action Programs/Services/Initiatives:

• Hire a Title IX specialist to assess UMD’s athletic program and plan to enhance Title IX and improve program effectiveness.
• Invited guest speakers at “Unity House Meets the Administrators” program.
• Sponsored multicultural speaker for RA training (Dr. Jamie Washington).
• Sponsored book discussion on the “The Macho Male Paradox”.
• Co-sponsored NWC (N*gger, Wetb*ack, Ch*nk) Race Show.
• Co-sponsored Black History Month Ball.
• Co-sponsored Mercedes Ramirez-Johnson, a Black History Month motivational speaker overcoming adversity.
• Consistent advocacy, advising and mentoring of students and staff of color.
• Co-sponsored student’s travel to Haiti to deliver school supplies and develop a book loan program.

Future Affirmative Action Goals & Strategies:

• Encourage staff to provide and attend a variety of diversity workshops and training sessions.
• Expand staff to include broader coverage for Women’s Resource Center, Disabled Student Services, advisor to GLBT students and students of color.
• Reconfigure athletic programs to achieve better compliance of Title IX.
• Fill Assistant Dean/Director of Unity House position.

Athletics

The Athletic Department continues to work with key offices (i.e. Human Resources, Vice Chancellor of Student Affairs, etc.) to build a diverse and stable department. With the transitional changes of leadership currently occurring, within the Athletic Department and the division, the Athletic Department is preparing for necessary restructuring. The potential state and institutional support will contribute to the department’s development of strategies which will encourage current and future staff to grow professionally facing many issues including diversity. Below are a few strategies and tactics the Athletic Department were involved in this past year and goals that are currently being implemented.

Future Affirmative Action Goals & Strategies:

• The hiring of an Athletic Director to implement a strategic plan for the Athletic Department.
• The hiring of an outside consultant to conduct a feasibility study of the Athletic Department, focusing on program offerings and Title IX compliance. This study will lead to potential institutional commitment to develop strategies towards creating full-time positions. With all full-time positions, the Athletic Department makes every effort to attract a diverse population.

Campus Services Department

The Campus Services Department has worked closely with several student organizations in meeting programming goals. As a department we are in the process of reorganization, keeping in mind the importance of hiring and promoting a diverse staff.

Affirmative Action Programs/Services/Initiatives:

• Continue to promote staff development through workshops, seminars and conferences.
• Assisted in the renovation of the Disabled Student Services Office to ensure ADA compliance.

Career Resource Center (CRC)

Affirmative Action Programs/Services/Initiatives:

• Recruit students of color for CRC work-study positions, community service volunteers, student outreach & visibility activities.
• Coordinated career-related workshops & activities (e.g., Nursing Career Fair) with the Upward Bound Program & Fredrick Douglass Unity House.

Children’s Center for Education

Affirmative Action Programs/Services/Initiatives:

• Hired women and persons of color to further diversify the support staff of Federal Work Study students.
• Incorporated curriculum that stresses civility and fair treatment of others.
• Incorporated Black History and Women’s History into the early childhood curriculum.
• Incorporated materials (i.e., books, posters, art) in the classroom depicting people of color, people with disabilities, and women in non-traditional roles.

College Now

Future Affirmative Action Goals & Strategies:

• Provide advancement opportunities and professional development to the department staff.
• Increase staff at College Now with focus to target female counselors.
• Increase freshmen enrollment by 20 to promote opportunities for students of color pursuing higher education.
• Enhance recruitment/outreach efforts from K-12 population in areas of high percentage of students of color.

Counseling and Student Development Center

Future Affirmative Action Goals & Strategies:

• To maintain gender balance among staff by aggressively recruiting male psychologists as current senior staff retires.
• To increase racial diversity among staff by aggressively recruiting minority staff as current senior staff retire and additional positions are added in the Counseling Center to meet growing demand for services.

Disabled Student Services

During the academic year 2006-07, the Disabled Students Services made accommodations for approximately 200 undergraduate and graduate students with disabilities. After meeting with each student to develop a plan, the director communicated the classroom accommodation information to the faculty and designed a plan for additional services, if applicable. Graduate students assist students with reading, writing papers, time management, organizational skills and other coping strategies to help them master their course material.

Students face many challenges dealing with their everyday routine: scheduling, medication management, roommate issues, personal care assistance and employment issues. Graduate students helped students eliminate their educational barriers and attain high academic achievement throughout their college career.

Frederick Douglass Unity House

The Frederick Douglass Unity House (FDUH) developed the theme of social justice and appreciating diversity for this academic year. The goal was to further increase a campus-wide awareness of social justice as both concept and actions. Additionally, the undercurrent for all of our activities was (and is) to assist students with their developmentally appropriate and still emerging conflicts with respect to race, class, gender, ability and culture. A final goal is to assist faculty and staff with promoting a social justice and cultural sensitivity agenda for this campus.

Affirmative Action Programs/Services/Initiatives:

• Co-sponsored and presented women of color & social justice workshop for Women’s Leadership Institute.
• Implemented student staff training on diversity and employment practices.
• Trained and hired student staff from backgrounds/cultures reflecting communities we serve.
• Offered workshop designed to support students of color with mental health/counseling services.
• Chaired and hosted the 24th annual SOAR conference, “Crossing Borders & Building Bridges,” attracting 160+ students and various facilitators from 9 New England area colleges.

Future Affirmative Action Goals & Strategies:

• FDUH will host the annual ALANA graduation banquet honoring graduates of color and alumni.
• FDUH will host new sociology faculty member for discussion on Crime, Resistance & Hip Hop culture.
• FDUH staff will focus on outreach to specific student and faculty populations of color on campus/within the local community to develop strategies for successful program implementation for academic year 2007-08.

Health Services

Affirmative Action Programs/Services/Initiatives:

• Co-sponsored Health Luncheon Series with the Women’s Resource Center. One of the speakers was a Physician who spoke on “Body Image of Women of Color”.
• Co-partnered on a grant proposal offered by the Department of Justice on “Violence Against Women” with the Women’s Center.

Office of Housing & Residential Life

The Office of Housing & Residential Life (OHRL) provides annual training for all full-time staff regarding the role of the Office of Equal Opportunity, Diversity & Outreach.

A sampling of trainings and workshops that were conducted for OHRL staff includes:

• “Sexual Harassment in the Workplace” training for all new full-time OHRL employees hired in 2006.
• “Inclusion & Discrimination Prevention” Workshop for all Housing & Residential Life full-time
• employees was co-sponsored by OHRL & EEO, Diversity & Outreach with Dr. Mary Childers.
• One (1) full day of fall training was devoted to Diversity, “Inclusion & Social Justice” training for all professional and student residential life staff.
• Dr. Jamie Washington, conducted one (1) full day interactive workshop on "Diversity, Inclusion & Social Justice" training for all professional and student Residential Life staff.

The Office of Housing & Residential Life has also invested significant funding to enhance accessibility within the residence halls this past year that exceeds minimum ADA requirements. The Office of Housing & Residential Life's affirms its commitment to training and ensure employees are aware of non-discrimination policies and procedures annually. Purposefully planned staff development activities within OHRL intentionally support a diverse and multi-cultural team and also foster a workplace free from discrimination.

Department of Public Safety (DPS)

Affirmative Action Programs/Services/Initiatives:

• Sponsored a mandatory diversity training workshop for all DPS uniformed personnel.

Future Affirmative Action Goals & Strategies:

• Continue sponsorship of Rape Aggression Defense training.
• Continue outreach to the Frederick Douglass Unity House.
• Continue to attract and hire women and minorities to positions of opportunity within the department.
• Work in collaboration with the EODO staff to identify positions of opportunity and equitable hiring practices.

Associate Dean of Students/New Student Orientation/Judicial Affairs

Affirmative Action Programs/Services/Initiatives:

• Co-Sponsored numerous events with student organizations and departments that provide diversity programming and training.
• New Student Orientation offers programs that include information about gender violence and sexual assault, racism, and sexual orientation.
• Judicial Conduct Hearing Board training includes information about cultural awareness.

Future Affirmative Action Goals and Strategies:

• Encourage staff to attend diversity programming across campus.
• Continue to diversify both the Student Conduct Hearing Board and the University Appellate Board

Women’s Resource Center

Future Affirmative Action Goals & Strategies:

• To encourage empowerment and self-esteem in women.
• To increase awareness of women's issues and opportunities.
• To enable women to make personal choices regarding careers, lifestyles, reproductive rights and health issues.
• To stop violence against women on campus.
• To encourage positive, working relationships between men and women.
• To promote projects which increase awareness on issues of sexism, racism, and heterosexism.
• To form alliances with campus organizations committed to social justice.
• To network with women's groups in the surrounding communities.

Affirmative Action Programs/Services/Initiatives:

• Co-sponsored with the Frederick Douglass Unity House, “The Rosa Parks Story” movie for Black History Month.
• Women’s History Month - “Love Your Body Day” and our “6th Annual Outstanding Women Awards” (re-named the Women’s Resource Center’s Outstanding Women Awards) and International Women’s Day.

Provost and Vice Chancellor for Academic Affairs

The University is challenged by the limited number of minority applicants, despite the distribution of job openings to a wide range of employment sites in addition to advertising in minority-owned publications and contracting with employment consultants. Under these limited circumstances, there has been an increased hire of minorities and women than recent years. The college deans are active in efforts such as the following to increase numbers of minority and female applicants. Efforts are also made with the consultation of the EODO Office to target positions of opportunity within the various departments.

Affirmative Action Programs/Services/Initiatives

• Develop and provide funds for scholarships and scholar programs to support visiting faculty and enhance diversity.
• Increase attendance and University visibility at conferences to recruit minorities and women.
• Continue to appoint search and screen committees for fair and equitable employment practices.

College of Arts & Sciences

Future Affirmative Action Goals & Strategies:

• Continue eligibility for travel grants up to $1000/year to support presentation of papers at professional conferences. Since a relatively large proportion of tenure track are protected class individuals, this policy is a policy that provides a significant support to faculty establishing their scholarship portfolios for tenure consideration. In this sense, these travel grants constitute a positive contribution toward retention of the protected class individuals (and others) who have been recruited in CAS in the past several years.
• Propose to add a new major in Women’s Studies has been prepared and sent to the UMass President’s Office for consideration by the Board of Trustees.
• Continue on the preparation of a proposal to create a major in African and African-American Studies.

Long term goals include sustained efforts to continue to recruit protected class individuals for faculty positions and to develop a major and department in African and African-American Studies. Recent successes in faculty recruiting are documented in recent faculty/staff hires and demonstrate a record of commitment by the faculty and administration of CAS to the goals of affirmative action and equal opportunity.

Earle P. Charlton College of Business

The Charlton College of Business strives to continuously improve our employment record with regard to women and minorities. More specifically, we are trying to create a more diversified employee base and a culture which strives based on difference. We recognize this will not happen without proactive efforts designed to bring change and stimulate the creation of a working environment that welcomes and utilizes the unique skills of every employee. We seek to truly integrate not assimilate. To us, valuing diversity means coexistence for different cultures and values of various ethnic and social groups.

Business units have 3 choices when managing diversity: assimilation, differentiation, and integration. Assimilation requires people of color and women to adapt to the culture of the majority. The differentiation paradigm attempts to capture the value of the unique knowledge of a diverse workforce, but does not integrate their values into the culture of the organization. The integration paradigm is an inclusion approach to the management of diversity that celebrates the benefits of difference. The integration concept goes beyond the notion of equal employment opportunity and affirmative action goals. The Charlton College of Business is more ambitious as we strive not only to change the face of our organization, but the character as well.

The Charlton College of Business’ long term goals include:

• Development of a culture of inclusion.
• Increase in the number of women and minority faculty and staff.

Future Affirmative Action Goals & Strategies:

• Work with Human Resources to provide training sessions for faculty and staff.
• Actively seek to diversify faculty and staff with new hires when positions are available.
• Continue to support the College Now Program and minority placement internships.
• Increase support for faculty to research issues of a global/diverse nature.

The Charlton College of Business’ immediate or short term plans are designed to create a culture of inclusion. We plan to provide workshops and seminars on diversity, disability, identity, and globalization.

Finally, we will more actively recruit appropriately credentialed Affirmative Action faculty and staff through various entities including: the National Black MBA Association (http://www.nbmbaa.org/) and the National Society of Hispanic MBAs (http://www.nshmba.org/).

College of Engineering

The COE held its first Ice-Cream Social during the Fall 2006 semester as a "meet-and-greet" for female COE students, faculty, and staff. This effort is part of a larger retention effort for female COE undergraduate students. The hope is to re-establish the Society of Women Engineers, or other such efforts. Several female faculty members and students have expressed an interest in the re-establishment of such a society. This society would then also be actively involved in the recruitment of female students to the college.

During the Spring 2006 semester, the COE held three lunch- time events for international graduate students to introduce them to U.S. University life and the resources available to them. These events will be held annually at the beginning of the spring semester as to make the international students aware of both professional/academic and personal resources available to them at UMass Dartmouth and even some within the surrounding community.

By working with our EEO/AA Office, more places will be identified for placing advertisements to reach women, minority, and other protected class individuals. An attempt will be made to attend conferences and meetings where there are opportunities to meet such faculty. As mentioned above, the major emphasis is to attract female and African-American faculty. Unfortunately, the supply of such applicants is somewhat limited in engineering disciplines. The COE will continue its efforts to locate and attract such individuals.

College of Nursing

Future Affirmative Action Goals & Strategies:

• Continue to increase the number of minority applicants to both Tenure-Track and FTL/PTL positions in the College of Nursing.
• Collaborate with faculty associated with the Chronic Illness Consortium to explore inviting minority faculty to UMD to provide guidance and mentoring to faculty in terms of their programs of research.

Strategies for Achieving Goals

• Expand and enhance marketing efforts to recruit minority faculty in diverse communities.
• Continue to advertise in professional journals/newsletters that are designed to target minority nurses (e.g., Blacks, Hispanics).
• Commit to interview minority candidates who meet qualifications for posted positions at various conferences/meetings.
• Explore use of online posting of job opportunities.
• Encourage faculty who are attending regional/national conferences/meetings to bring information regarding job opportunities.

College of Visual and Performing Arts

In the academic year 2006-07, three searches have been launched for full-time faculty this year. In addition, the Provost’s Office has been conducting a search for a new Dean of the college. Each of the faculty positions has been advertised nationally, and we have specified that we would especially like to consider applications from women and minorities.

Academic Year 2007-08. It is conceivable that there will be searches for two full-time faculty members during this year. Once again, these will be positions of opportunity and advertised as such. In general, 42% of CVPA’s full-time faculty members are women; it is likely that the percentage of faculty who are women will continue to increase. Therefore, we are approaching the point when the parity with the percentage of students who are women is not far off, thus assuring that students have an ample number of gender role models. In addition, the college has an active program of visiting artists, a large percentage of which are women.

Professional and Continuing Education (PCE)

Future Affirmative Action Goals & Strategies:

• Continue to increase diversity of staff- PCE has hired classified and professional staff from underrepresented groups both in race and gender.
• Continue to diversify teaching staff in PCE- PCE has expanded recruiting efforts for part-time lecturers through local and regional advertising and outreach.
• Continue to increase diversity of staff and support professional development that enhances the perspectives and experiences of current staff.
• Continue to recruit and support a diverse cohort in the Leadership SouthCoast program.
• Work to bring new program options to the region that meet industry changes and the needs for professional growth of the current workforce.
• Continue to increase diversity of staff and faculty- expand use of direct mailing to Diverse audience to share opportunities and increase network.
• Increase diversity of PCE students- partner with area high schools, Community Colleges and area businesses to build bridges for students to stay in school and complete degrees.
• Developed and graduated first Leadership SouthCoast program to diversify leadership in the area.

School for Marine Science and Technology (SMAST)

Future Affirmative Action Goals & Strategies:

• SMAST will continue working toward a representation of women and minorities in the faculty mirroring the general population.
• SMAST communications staff have just completed a publicity piece on “Women in the Marine Sciences,” focusing on the research of female faculty, students and technical staff. We will reproduce this piece and put it to multiple uses (e.g., meetings and conferences where potential graduate students attend).
• An informal “Women in Science” organization has formed among SMAST faculty/staff. SMAST administration will support the activities of this group, and seek its perspective on hiring decisions.
• SMAST will integrate its goals and objectives regarding faculty/staff diversity into the SMAST Strategic Plan.

Continued efforts will be made to recruit minorities for faculty and professional staff positions as they become available. Although the percentage of minorities employed as faculty at SMAST is larger than the percentage of minorities in the general population, all our minority faculty are Asian. We will continue to make efforts to recruit minorities other than Asian, including African-Americans, Hispanics/Latinos and Native Americans.

Within available resources, we will strategically place our advertisements for faculty/staff positions so as to enhance our exposure to female and minority candidates. Within the same constraints, we will interview as many candidates as possible who are either female or minority and who meet the minimum qualifications for an opening. We will work closely with the Office of Equal Opportunity/Diversity/Outreach and the Office of Human Resources to assist in the identification of qualified underrepresented individuals.

Although student diversity is not the focus of this report, we regard the training of female and minority graduate students as one of the most important contributions to the diversity of the next generation of working scientists.

Library Services, Information Resources and Technology (LSIRT)

The Library Services, Information Resources and Technology division complies with the University’s Equal Employment/Affirmative Plan by recruiting and retaining a diverse staff and promoting and fostering a diverse and multicultural environment for faculty staff and students

Future Affirmative Action Goals & Strategies:

• Continue to support professional development of all staff members. Several women and minority and/or minority staff members were supported by library funds to attend regional, national and international conferences.
• Continue to develop collections that foster diversity and ethnic history including the Portuguese American Archives, related collection development and fundraising activities.
• A number of positions are expected to be filled in both CITS and the Library in the coming year. Every effort will be made to recruit women and minority candidates for these positions.
• Professional development and mentoring activities will continue within the LSIRT division.
• Library collections that reflect diversity and cultural history will continue to be developed.

Advanced Technology and Manufacturing Center (ATMC)

The mission of the Advanced Technology and Manufacturing Center (ATMC) is to leverage University resources for regional economic development. Our mission is executed through these five strategic priorities:

1. Engaging in Research and Partnering with Industry.
2. Supporting Technology Venture Start-up Companies.
3. Providing Educational Opportunities for Students and Research Opportunities for Faculty.
4. Helping Faculty Commercialize Their Research.
5. Hosting Conferences, Workshops, and Symposia.

Our ability to recruit a diverse team of faculty, staff, students, tech venture entrepreneurs and industry partners to carry out our mission is a priority. Because we believe that diversity of ideas and experiences give us a competitive advantage in the commercialization of technology, we promote a work environment that is inclusive and respects diversity. The ATMC’s research and partnering activities require outreach to faculty in the College of Engineering, the College of Business, the Chemistry and Biology Departments and the Graphic Design and Electronic Imaging Departments. As a result of our active outreach, women and minority faculty members consult on ATMC-sponsored projects, vigorously pursue research in our labs, mentor our students and work with our Tech Venture start-up companies.

We have worked with the College of Engineering to support efforts to increase and retain women faculty and students in the College by participating in a recent ice cream social. This event is the beginning of a conscious effort to meet regularly to support women faculty and students in Engineering. By inviting and involving faculty in focus groups, Brown Bag seminars, visits to industry partners and intern project presentations, the ATMC has increased the number of women and minority faculty members who serve as role models for our student interns.

Recruiting a diverse team of faculty, staff, students, tech venture entrepreneurs and industry partners to accomplish our mission, is enhanced by an inclusive media image that reflects the type of diverse work environment that we are hoping to achieve. It is our intention to ensure that ATMC web page, newsletters, videos and other publications communicate that message through success stories, articles and photos that are continuously up-dated. Link to view the intern recruitment video: http://www.atmc.umassd.edu/intern/welcome.cfm

Future Affirmative Action Goals & Strategies:

• Maintain diversity of intern population.
• Continue outreach to under-represented groups in recruiting.
• Continue participation in diversity-focused groups: Society for Women Engineers, Cape Verdean Association, and Asian Student Association.
• Increase diversity of intern population.
• Meet university goals for minority population representation on permanent staff.

Strategy for Achieving Goals:

• Continue representation of ATMC at University and other recruiting events and preferentially recruit minority, women and other protected class intern candidates.
• Actively recruit minority, women and other protected class candidates for all permanent staff vacancies.
• Preferentially include photographs of minority employees in marketing and advertising materials.