GOALS

• Increase the number of faculty of color, women faculty in underutilized departments, and women in senior management positions as identified within Tables II & III.
• Implement a scholar development program that affords University of Massachusetts Dartmouth alumni who have demonstrated proven ability to become professors and who are willing to utilize the University of Massachusetts system to formalize their education.
• Increase the training of supervisory staff on emerging issues of retaliation, harassment, discrimination, liability, religious and ADA accommodations (see Appendix G & F), and the Principles of Employee Conduct (see Appendix C).
• A multidisciplinary minor in African and African-American Studies already exists. The University of Massachusetts Dartmouth has a sizeable community of African-American and Cape Verdean-American students. For these students, elevating the African/African-American Studies Minor into a degree-granting department with a major option will represent a conscious effort at inclusion by the University. This major, if approved, will lead to a Bachelor of Arts in African and African-American Studies (AAS), and the AAS Minor will continue.
• A multidisciplinary minor in Women's Studies already exists. A major in Women's Studies is likely to attract more attention among potential applicants to UMass Dartmouth and to provide a base for increasing undergraduate enrollment. This major, if approved, will lead to a Bachelor of Arts in Women's Studies (WMS), and the WMS minor will continue.
• Expand the Chancellor's ABD Scholar Development Program.
• Expand the Chancellor's Faculty Scholar Development Program.
• Assess the institutional climate and develop a diversity plan for 2006 - 2009. The plan will have measurable goals that will be annually reported.
• Implement a web-based anti-discrimination/anti-harassment training program for University faculty and staff to supplement their classroom training.
• Increase the training of staff on issues of search and screen procedures, equal employment opportunity and affirmative action, the Americans with Disabilities Act, sexual harassment, anti-discrimination/anti-harassment, and the Principles of Employee Conduct.
• Establish an Ombuds Office to provide for informal resolution of various disagreements that occur throughout the University community.
• Appoint a Deputy Director of Human Resources & Employee Relations, a newly created position.