Diversity, Equity, and Inclusion (DEI)

Initiative 1: Build an inclusive and collaborative department across program areas.

  1. Develop a shared collective vision for the department to help faculty and staff find common ground to work together.
  2. Develop an action plan for respecting the value of staff.
  3. Lead efforts to advance new models of best practices for integrating DEI excellence into the living culture of the College of Agriculture.

Metrics for This Initiative

  • ASEC Departmental Vision Statement(s) includes language that supports commonality and collaborative efforts.
  • By May 2023, the ASEC Department has an approved policy with action steps to accomplish: A positive work environment, staff involvement in departmental priorities, and recognition of staff excellence.
  • Include intercultural competencies (DEI) into the learning outcomes of ASEC undergraduate and graduate programs (using the AAC&U Intercultural Competence Rubric).
    • Include selected intercultural competencies (cultural self- awareness, cultural worldview frameworks, empathy, verbal and nonverbal communication, curiosity, and openness) into required courses in every plan of study.
    • Intentionally assess the intercultural competencies of students with entrance and exit assessments to measure outcomes.

Initiative 2: Improve diversity, equity, and inclusion within the ASEC department.

  1. Equip ASEC faculty and staff to promote a diverse and inclusive environment.

Metrics for This Initiative

  • 95 percent of all ASEC faculty and staff complete the IDI by fall 2022.
  • Expect annual DEI professional development with reflections of all faculty and staff in annual performance reviews.
  • All new faculty and staff will receive a welcome orientation during their first month of employment.
  • Purdue University and/or College of Agriculture climate surveys provide evidence that ASEC maintains a culture where BIPOC (Black, Indigenous, and People of Color), LGBTQ+, and other marginalized/minoritized populations feel included.
  • Purdue University and/or College of Agriculture climate surveys provide evidence that ASEC maintains a culture where life/work balance, mental health, and harmony are promoted/valued/supported.

Initiative 3: Attract, recruit, retain, and promote the success of a diverse group of undergraduate students.

  1. Develop an undergraduate student diversity recruiting plan for ASEC.
  2. Maintain and expand relationships between ASEC and underrepresented minority-serving institutions and organizations (e.g., urban high schools, Felege Hiywot Center, Purdue Polytechnic High School, urban 4-H, Jr. MANRRS, PASA) to actively recruit applicants from underserved populations.
  3. Matriculate and retain undergraduate students from underrepresented minority groups (as defined by Purdue University).

Metrics for This Initiative

  • Department will have an approved undergraduate student diversity recruiting plan by fall semester 2022.
  • 5 percent increase of the number of undergraduate applicants from underrepresented minority groups (as defined by Purdue University) each year of the strategic plan. Baseline: For fall 2021, there were 62 total applicants (28 Indiana, 32 non-resident, 2 international). There were 11 total applicants from these groups (17 percent URM). Metric: Fall 2027 would have 15 total number of applicants from these groups.
  • 5 percent increase of the number of undergraduate students at fall count date from underrepresented minority groups (as defined by Purdue University) each year of the strategic plan. Baseline: For fall 2021, there were a total of 113 undergraduates in ASEC (AGCM+AGED). There was a total of seven students from these groups (6 percent URM). Metric: Fall 2027 would have 10 undergraduate students at fall count date from underrepresented minority groups (as defined by Purdue University).

Initiative 4: Attract, recruit, retain, and promote the success of a diverse group of graduate students.

  1. Develop a graduate student diversity recruiting plan for ASEC.
  2. Maintain and expand relationships between ASEC and HBCUs to actively recruit applicants each year whose bachelor’s degrees are from HBCUs.
  3. Recruit, matriculate, and retain domestic graduate students from underrepresented minority groups (as defined by Purdue University).

Metrics for This Initiative

  • Department will have an approved graduate student diversity recruiting plan by 2023.
  • Each year, we will have at least three URM applicants to the ASEC graduate program. For fall 2021, ASEC had nine total applicants.
  • At fall count date, we will see a 25 percent increase of the number of domestic graduate students from underrepresented minority groups (as defined by Purdue University) each year of the strategic plan. Baseline: For fall 2021, there were a total of 14 M.S./Ph.D. students in ASEC, of which three students from these groups (21 percent URM).

Initiative 5: Improve the diversity, equity, and inclusion climate external to the department.

  1. Obtain externally funded (engagement, teaching, and discovery) projects to leverage the department’s nationally recognized expertise in DEI.
  2. Lead efforts to advance new models of best practices for integrating DEI excellence into the living culture of the College of Agriculture.

Metrics for This Initiative

  • ASEC will offer at least one DEI professional development opportunity annually to College of Agriculture faculty, staff, and/or students.
  • ASEC offers at least one DEI professional development opportunity annually to a stakeholder group or other external to Purdue audience.