The Office for Inclusion and Diversity has been working with colleges, senior management areas, and departments to develop their own Diversity Strategic Plans since 2016. Each college and most units (academic and administrative) have unit level Diversity Committees where a growing network of Diversity Directors and InclusiveVT representatives assist with elevating diversity initiatives and communication. In 2019, the BOV approved The Virginia Tech Difference: Advancing Beyond Boundaries strategic plan which was the first university plan that directly integrated diversity. Each unit across the institution will continue to move diversity initiatives forward with their own action and implementation plans that align with the university plan.
The University Strategic Plan contains four strategic priorities, each including an aspirational vision, goals, and milestones. Strategic Priority 2: Elevate the Ut Prosim (That I May Serve) Difference is highlighted below.
Strategic Priority 2:
Elevate the Ut Prosim (That I May Serve) Difference
The Ut Prosim (That I May Serve) Difference, a foundational differentiator for Virginia Tech, recognizes the integral connection with Virginia Tech’s land-grant responsibility of access and opportunity and its mission of service to humanity. Consistent with InclusiveVT, the institutional and individual commitment to Ut Prosim (That I May Serve) in the spirit of community, diversity, and excellence, Virginia Tech will build and support communities of discovery where global citizens engage with different ideas, beliefs, perspectives, experiences, identities, backgrounds, and cultures.
- Increase representational diversity
- Increase cultural competency
- Address critical societal issues impacting humanity and equity
Achieve 25% representation of underrepresented minority students in the entering class (freshmen and transfers) by 2022
Achieve 40% representation of underrepresented minority or underserved students (Pell-eligible, first generation, and veterans) in the entering class (freshmen and transfers) by 2022
Increase the total enrollment in the Corps of Cadets to 1400 by 2022
Achieve 20% representation of underrepresented minority graduate and minority professional students by 2024
Increase underrepresented minority faculty to 15% (which is equal to or greater than the mean Research (R1) Public Land-Grant Universities) by 2024
Increase female faculty representation to 50% (which is equal to or greater than the mean Research (R1) Public Land-Grant Universities) by 2024
Increase underrepresented minority faculty new hires to 25% annually by 2022 Increase female faculty new hires to 50% annually by 2022
Ensure 100% of graduate programs of study include a required cultural competency component by 2022
Increase undergraduate students graduating with at least two Pathways courses that satisfy the Critical Analysis of Equity and Identity in the United States core concept to 25% by 2024
Increase undergraduate students graduating with at least two Pathways courses that satisfy the Intercultural and Global Awareness integrative concept to 25% by 2024
Increase representation of underrepresented minority staff and administrative and professional faculty to 25% by 2024
University Data Commons