Pillar 4 | Equity and inclusion for all

Department of Civil & Environmental Engineering

2023-2027 Strategic Plan

 

A student at a construction site

Pillar 4 | Equity and inclusion for all

At the University of Washington, diversity, equity, and inclusion are integral to excellence. We value and honor diverse experiences and perspectives, strive to create welcoming and respectful learning environments, and promote access, opportunity, and justice for all. A culture of equity and inclusion strengthens the CEE community and promotes the success and well-being of all people within the department, our partners, and the broader world.

Outcome 1Outcome 2Outcome 3Outcome 4

 

About equity and inclusion

Equity and inclusion show up as both a dedicated pillar and a throughline throughout the entire CEE strategic plan. This is to ensure dedicated resourcing of equity and inclusion as a strategic pillar of our work, while also recognizing the need to embed a framework of equity and inclusion across all that we do. In alignment with the College of Engineering’s strategic plan, we strive to build a community where all members thrive.

 

  

Outcome 1

Ensure that CEE is accessible to students from all backgrounds and experiences, regardless of race, sex, or other identity.

Key strategies

  • Document recruitment process/history for all funded graduate students.
  • Engage with the College of Engineering’s Office of Inclusive Excellence and other campus partners to ensure outreach efforts are broad and inclusive of a wide range of communities and institutions.
  • Provide guidance for prospective students on how to apply for graduate school beyond official application.
  • Launch a fundraising push to expand recruitment and retention of students who need financial assistance.
  

Outcome 2

Activities that contribute to an inclusive environment are recognized and valued within the department. For faculty and staff, such activities are reported in annual reviews as well as tenure (faculty) and promotion processes. For graduate student researchers, fellowships are provided to students who have strong records of contribution to inclusion for all, regardless of race, sex, or other identity.

 

Key strategies

  • Create guidance for examples of activities to be included in DEI annual activity reports.
  • Ensure knowledge and skill-building opportunities are available each year to enhance communication and collaboration across differences.
  

Outcome 3

Faculty and staff report in climate surveys that they feel engaged and connected to the department and their peers. There is an integrated and collaborative approach for building and maintaining the department's community, culture, and administration. Faculty participate in regular social events. Junior faculty report that they benefit from a well-established and high-quality mentoring program.

Key strategies

  • Create a climate survey and community engagement/social plan.
  • Dedicate staff support (one full-time employee) for management of community events and ensuring that CEE’s practices are fair and inclusive.
  • Form an ad-hoc committee to establish mentoring best practices.
  

Outcome 4

Climate surveys demonstrate steadily improving progress so that students, across all backgrounds and experiences, feel CEE is a welcoming, inclusive, and supportive environment and community.

Key strategies

  • Ensure that CEE clubs and organizations are welcoming to people from all backgrounds.
  • Develop recommendations for faculty on how to integrate as part of coursework that engineering impacts a wide range of communities with diverse needs and lived experiences and revisit these recommedations as part of the ABET process for continuous improvement.
  • Develop a CEE course that examines how technical issues are socially embedded and evaluate the course annually.
  • Initiate annual climate survey and designate resources to analyze data annually.
  • Leverage the College of Engineering’s Office of Inclusive Excellence support.