The Inclusive Excellence Framework

Access and Success

Goal: Achieve a more diverse and inclusive undergraduate and graduate student body, faculty and staff.

Objective 1: To achieve increased enrollments of women, AALANA, Deaf/Hard-of Hearing (DHH) and international undergraduate students.

Strategies:

  1. Implement selected pipeline initiatives with the potential to make RIT the institution of choice for high-achieving precollege women AALANA, and DHH students.
  2. Assess, and where needed, enhance existing pipeline initiatives with the potential to make RIT the institution of choice for high-achieving precollege women, AALANA, and DHH students.
  3. Reduce the gap in yield rates for admitted freshmen or transfers of AALANA students, where applicable, through aggressive financial aid packaging, assessment of special initiatives, and broad engagement of the university community.
  4. Develop partnerships and agreements with secondary schools overseas to identify and encourage international student applicants.
  5. More fully engage international and domestic alumni in appropriate marketing and student recruitment programs.

Indicators:

  1. Number of pipeline program participants who enroll at RIT.
  2. Increased yield for admitted freshmen and transfer AALANA students.
  3. The number of first-time full-time undergraduate or transfer AALANA students, DHH students, women, and international groups.

Objective 2: To increase the academic success of AALANA, DHH, and first-generation students.

Strategies:

  1. Identify specific barriers to the academic progress and achievement of AALANA and DHH students.
  2. Enhance advising system for all students with special attention given to AALANA and DHH students.
  3. Ensure broad participation of first generation, low-income, DHH, and AALANA students in undergraduate research and experiential learning opportunities.
  4. Assess the effectiveness of one or more pipeline or undergraduate academic support programs each year to ensure that efforts and outcomes are aligned with goals, and opportunities for continuous improvement are identified.
  5. Implement key AALANA Student Success Tiger Team recommendations.
  6. Implement enrollment and retention goals for DHH students as outlined in NTID’s Strategic Decision 2020 manuscript.

Indicators:

  1. First to second year retention rates of AALANA and DHH students.
  2. The seven -year graduation rates of AALANA and DHH students
  3. Comparison of the academic progress and success of AALANA, DHH, and first generation students who participate in selected academic support programs with students with similar entry profile who do not participate.

Objective 3: To increase the recruitment and success of a diverse graduate and professional student community

Strategies:

  1. Continue recruiting a diverse graduate and professional student population with the goal of making RIT the destination of choice for graduate students from diverse backgrounds.
  2. Continue expanding graduate education programs, offering more academic courses that address diversity and global inclusion.
  3. Create a benchmark to assess the effectiveness of key graduate student recruitment or retention initiatives to ensure that efforts and outcomes are aligned with goals and that opportunities for continuous improvement are identified.

Indicators:

  1. Number of AALANA and DHH students admitted to graduate school.
  2. Time-to-degree and graduation rates of AALANA, DHH, and women graduate students.
  3. The number of graduate degrees awarded to AALANA, DHH, and women students.

Objective 4: To achieve a more diverse faculty and staff

Strategies:

  1. Increase the likelihood of diverse faculty and staff applicant pools by developing and implementing a comprehensive recruitment and retention plan - focusing on advertising, job descriptions, career ladders, search committee processes and education, and special faculty recruitment initiatives like “future faculty”.
  2. Implement outreach and recruitment strategies to increase AALANA and DHH staff applicants and hires.
  3. Implement faculty/staff exit surveys and use the results for identification of issues and opportunities for continuous improvement.
  4. Create leadership development and career path programs for faculty and staff (with special attention given to women, AALANA, and DHH faculty and staff to enhance their leadership abilities and opportunities.

Indicators:

  1. Number and proportion of various categories of women, AALANA, and DHH faculty.
  2. Number and proportion of AALANA and DHH staff by and major employee group.
  3. New women, AALANA, and DHH faculty and staff hires by type of employee.
  4. Voluntary departure rates of women, AALANA, and DHH faculty and staff (or turnover rates as defined by the state for staff) by employee type.
  5. Number and proportion of women, AALANA, and DHH faculty members who achieve tenure and promotion by cohort.