|
Aggregate Results | Committee Members |
Consultants To The Committee | Committee Rationale |
Focus Groups
Why Conduct A Climate Survey?
|
1. To gain an understanding of the strengths, challenges and possibilities for
increasing campus wide participation in diversity-related efforts at Michigan
Tech. |
2. To understand how students, faculty, and staff experience the campus in
different ways. |
3. To provide the necessary insights for staff, faculty and students to work
together to envision, plan, and carry-out initiatives that support our
diversity-related goals. |
 |
Letters from
the President
Dr. Glen Mroz invited and encouraged students, faculty,
and staff alike to serve on the 2005 Climate Study Steering Committee
|
*NEW*
Final Climate Survey Report and
Recommendations
2005 Climate Survey Aggregate Results
Back to Top
2005 Climate Study Steering
Committee Members
| Mike Abbott - Staff |
Askhay Patil - Student |
| Chris Anderson - Staff |
Bill Predebon - Faculty |
| Jill Arola - Staff |
Kassia Prystalski - Student |
| Les Cook - Staff |
Suzanne Sanregret - Staff |
| Willie Melton - Faculty |
Christa Walck - Faculty |
| Donna Michalek - Faculty |
Tim Wong - Student |
| Bruce Mork - Faculty |
|
Back to Top
Steering
Committee Consultants
A.T. Miller and Melissa Peet come to us from the
University of Michigan's Center for Research on Learning and Teaching
Back to Top
Why The
Steering Committee Chose To Conduct A Survey
At minimum, a successful approach to diversity at
Michigan Tech must include:
- An institutional commitment to actively
recruit and provide on-going support for women and racial/ethnic minorities;
- The development of an institutional
culture/climate that supports the inclusion of diverse people; this requires
a particular emphasis on race, ethnicity, nationality, gender, social class,
religion, sexual orientation, and physical ability;
- The willingness of all members of the
institution (staff, students, faculty, and administrators) to gain the
knowledge, skills, and experiences necessary for working, living, and
communicating with people from diverse cultures and backgrounds;
- On-going assessment of the university’s
existing and untapped strengths, resources, and capacities for working
toward diversity-related goals; examples of these include:
- Strengthening campus-wide understanding of
why diverse people, perspectives and approaches to research and scholarship
are essential for innovation and excellence in all academic and research
endeavors (in engineering as well as other science-related endeavors);
- Continuing to emphasize and strengthen
interdisciplinary scholarship;
- Finding new ways to expand learning
opportunities for students that connect their academic pursuits with the
development of their diversity-related skills and experiences;
- Building collaborative partnerships
between students, faculty, industry, and diverse communities; (i.e.
integrating service learning with engineering course goals)
- Expanding existing programs and developing
new programs that connect women and people of color to the opportunities
available at Michigan Tech;
- Deepening the existing capacities of all
students, faculty, staff and campus leaders to engage with each other in
creating an exciting, diverse, and supportive culture and climate at the
university.
Back to Top
2005 Climate Study Focus Groups
| Tenured or Tenure Track
Faculty: Male |
Tenured or Tenure Track Faculty:
Female |
| Professional Staff: Male |
Professional Staff: Female |
| Non-UAW Hourly Employees |
Domestic Minority Faculty and Staff |
| GLBT Students |
White Male Undergraduate Students |
| International Graduate Students |
Domestic Graduate Students |
| Non-Tenure Track Faculty |
International Faculty |
Back to Top
|
|
