1. Challenge – Expand OMED’s Challenge enrollment from 75 to 175 underrepresented minority and women students per program over the next three years. Challenge helps prepare incoming freshmen for a successful college career, both academically and socially, during a five-week intensive summer program.

2. FASET – Orient all new students and their parents, families, and guests to issues of diversity and inclusion and share campus resources that support Georgia Tech’s commitment to diversity. At least one new session at FASET will highlight the successes of underrepresented students, faculty, and staff at the Institute.

3. Intercultural Student Programs – Create and support collaborative intercultural student programs that foster interactions and learning among diverse student communities at Georgia Tech. 

4. Reporting System – Create a data infrastructure or submission tool that allows students to submit information detailing any experienced discrimination on campus. Submissions would remain anonymous.

5. Community Orientation and Training – Launch online and in-service training for faculty and staff that addresses issues of gender and ethnic diversity, equity, and inclusion within the student experience. Following this training, faculty and staff will serve as ambassadors for an equitable and inclusive Georgia Tech.

6. Cultural Inclusivity Leadership Training – Expand and modify leadership training for leaders of student organizations to include modules on cultural inclusivity and managing student diversity. Incorporate these modules into GT 1000 classes and other opportunities. 

7. Greek Education – Create a subcommittee of fraternity and sorority members who will plan programming on issues of race, gender, sexual orientation, and sexual assault for members of Greek Life. This subcommittee will also be tasked with evaluating the current state of Greek Life at Georgia Tech.

8. Multicultural Center – Create spaces where all students feel welcome on campus, in support of students’ overall adjustment and well-being.

9. Strategic Plan – Examine how student diversity is operationalized through Georgia Tech’s Strategic Plan. Prioritize and fund proposals that enhance diversity, equity, and inclusion experiences for students.

10. Campus Climate Assessment – Conduct a broad-based campus climate assessment by an independent entity to obtain a deeper understanding of the concerns and experiences of all students at Georgia Tech.

11. Institutional Climate Change and Growth – Establish a joint student advisory group to advise and recommend actions that enhance diversity and inclusion experiences among Tech students.

• Implicit Bias Workshops – Offer Implicit Bias Workshops for senior staff search committees, faculty hiring committees, and faculty promotion and tenure committees. These workshops increase awareness of the impact of implicit bias and facilitate equitable decision-making across a range of processes.
• Diversity Guidelines to Search Committees – Develop a search guidance framework with best practices and related policies for faculty and senior staff searches that are transparent and fair and yield the most qualified and diverse applicant pools.
• Processes and Pathways to Advancement and Promotion – Review the performance management process for faculty to be aligned with career advancement, and develop a career track for staff that includes career maps and identifies core competencies.
• Salary Equity Studies – Conduct gender equity surveys periodically for faculty and staff, and identify funding to meet salary inequity issues as appropriate.

• Professional and Leadership Development Programs – Develop leadership coaching for women faculty and staff, such as the Leading Women @ Tech program, and encourage faculty to be involved in student organizations. 
• Family Friendly Programming and Policies – Revisit and strengthen the Family Friendly Task Force recommendations for faculty and staff, including dual hiring policies, parental leave, and others.

• Inclusive and Open Processes for Appointments – Require guidelines in the identification of candidates for faculty leadership positions. Also require inclusive and open processes for appointments to faculty administrative, named faculty, and Regents’ Professor and Researcher positions.

• Reporting System Awareness – Increase awareness of in-person and anonymous reporting channels for experiences of
• Success Story Promotion – Regularly promote the success stories and achievements of women through internal and external communication channels.
• Event Promotion – Promote events on campus that feature and celebrate women, such as the eighth Annual Diversity
• Symposium’s focus on gender equity.
• Gender Equity Data – Analyze data on faculty attrition and compile reports that provide employee data and trends.