B.11.8.1. The MET programs are in constant need of being strengthened and replenished by drawing well-educated and competent individuals from the broadest possible pool of talent. It is essential to widen the spectrum from which MET faculty are drawn. Members of traditionally underrepresented groups, including women, minorities, the physically challenged and those from educationally deprived backgrounds, deserve special attention in this regard. The first step toward widening the talent pool from which new faculty are drawn is to make certain that all new positions are advertised in places seen by all potential faculty members.
B.11.8.2 Hiring decisions are only first steps in achieving and sustaining a diverse faculty. Subsequent issues of faculty development are equally important.
B.11.8.2.1 A department should maintain an atmosphere that welcomes all people who seek to work and study in the Marine Engineering disciplines in that department.
B.11.8.2.2. Departments have a special responsibility to newly hired faculty from historically underrepresented groups to protect them from excessive demands on their time and energy from advising and committee service that go beyond what is expected of other faculty members.
B.11.8.2.3. Departments recruiting faculty from historically underrepresented groups must accept the responsibility for nurturing the professional growth and advancement of these faculty, especially during their early years of employment, in order to insure long-term diversity rather than short-term.
B.11.8.2.4. Departments should be on record as endorsing and enforcing the institution-approved personnel policies, including policies on non-discrimination and sexual and other harassment.
