Having more diverse faculty and staff strengthens our ability to educate and develop the future workforce of Nebraska, by providing role models for diverse students and a place at the table for diverse opinions to be considered as we move the College forward. Educating a more diverse student body provides all students with greater opportunities to learn how to listen, consider, and respect diverse viewpoints, empowering them to be positive citizens for the future.
The college is among the inaugural group of institutions to receive the ASEE Diversity Recognition Program’s Bronze Award in 2019. The award recognizes our college as participating in the following activities:
ASEE Dean's Diversity Pledge
UNL College of Engineering Diversity and Inclusion Plan
K-12 pipeline activities
- Deploy engineering engagement and recruitment programs with specific schools in Nebraska that have greater than 70% of students receiving free or reduced price lunches, to create a pipeline for recruitment of underrepresented groups.
- Host events focused on introducing females to engineering (e.g. ‘Introduce a Girl to Engineering Day’, Girl Scout events, Tech Savvy Girls, Girls Inc. Eureka! Summer program, etc.).
- Host ‘Engineering Exploration Day’ for potential diverse and first-generation college students with industry partners and other community members.
- Promote Multicultural Engineering Program (MEP) and Women in Engineering (WIE) to prospective students and parents.
- Creating customized college diversity print recruitment materials.
Measures of accountability will include increasing (i) numbers of students reached at these events; (ii) numbers of students attending these events who then are recruited to UNL COE; and (iii) percentages of students from underrepresented groups in the undergraduate student body. Please see our ‘Diversity and Inclusion Plan’ for more details.
Partnership with a non-PhD granting engineering school
Diversifying our faculty
- Educating department chairs and all search committees annually on the importance of diversity and awareness of implicit bias.
- Increasing the pool of under-represented applicants by encouraging search committees to use their networks to identify diverse applications, and by posting coordinated ads to outlets aimed at underrepresented groups.
- Holding search committees accountable, by requiring them to report on the outcomes of their efforts to identify diverse applicants and reduce implicit bias in search committee discussion, when submitting preliminary short lists to the Dean for approval.
- Requiring diversity statements of all faculty applicants, beginning in fall 2019, and training faculty on how to assess diversity statements.
- Deploying a new College Faculty Development Program, focused on ‘Diversity-Inclusion-Citizenship’
- Charging a Task Force of faculty and students to identify best practices towards becoming a more diverse and inclusive community, in terms of faculty and students.