Goals and Objectives
At the completion of the ASPIRE2 project, UT Dallas will be better equipped to:
- Create and maintain a climate that is welcoming to all individuals.
- Implement identification and recruitment activities, in compliance with state law, that yield more women faculty including women of color in tenured and/or tenure-track positions in STEM disciplines.
- Design and implement initiatives that aid in the retention of all women faculty in STEM and the larger campus community.
| Pillar 1 | Pillar 2 | Pillar 3 |
|---|---|---|
Climate | Identification and Recruitment | Retention and Advancement |
| Goals | ||
| Create an inclusive and diverse climate. | Incorporate validated identification and recruitment activities that also comply with state law and yield more women and women of color faculty. | Offer initiatives that aid in the retention and advancement of all women faculty, with particular attention to women in STEM. |
 |  |  |
| KEY OUTCOMES | ||
| Short Term: To increase knowledge and awareness about unconscious bias, privilege, etc. | Short Term: To attract highly trained female faculty to apply. | Short Term: To promote best practices, within what is legally premissible, for retention and advancement of women and women of color (resource groups, tenure workshops, competitive ASPIRE2 awards, leadership development). |
| Long Term: To create a welcoming University. | Long Term: To successfully implement innovative recruitment activities that comply with state law to attract women and women of color faculty to UT Dallas. | Long Term: By engaging in legally permissible activities, to have more representation of women and women of color on campus (leadership and tenure-system faculty). |