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Diversity Councils and Commissions

Diversity and Inclusion

Enhance diversity and inclusion.

Focus Areas

  • Campus profile
  • Campus climate
  • Education and research mission
  • Compliance

Students 2010 Comparison 2014 Baseline 2018 Assessment
Undergrad enrollment: Female
48% 49% 51%
Undergrad enrollment: URM1
11% 13% 15%
Undergrad enrollment: International
1% 2% 2%
First-year retention: Female
87% 87% 88%
First-year retention: URM
83% 80% 85%
Six-year graduation: Female
63% 74% 76%
Six-year graduation: URM
55% 62% 66%
Pell-eligible students
29% 29% 29%
First-generation students2
N/A 25% 24%
Grad enrollment: Female
53% 53% 54%
Grad enrollment: URM
9% 12% 14%
Grad enrollment: International
14% 15% 13%
Students with veteran status3
N/A 500 455
Number of disability accommodations
N/A 700 1,104
Faculty and Staff 2010 Comparison 2014 Baseline 2018 Assessment
Faculty: Female 38% 42% 45%
Faculty: URM 6% 8% 9%
Staff: Female 48% 47% 50%
Staff: URM 10% 11% 12%
Executive/Administrative: Female 47% 47% 49%
Executive/Administrative: URM 8% 12% 12%

Documents

Diversity Champions Report on Recruitment and Retention of Diverse Faculty
The Diversity Champions were charged by then-interim Provost John Zomchick with studying and offering recommendations for best practices in recruiting and retaining diverse faculty as well as studying and offering recommendations for accountability measures for deans and unit / department heads. (September 2018)

Vol Vision Diversity and Inclusion Working Group Report, Executive Summary
Executive summary of the report from the working group. (June 2017)

Vol Vision Diversity and Inclusion Working Group Report
The objectives of this working group were to guide implementation efforts related to the Vol Vision 2020 diversity and inclusion priority, coordinate campus-level actions and communicate progress to campus, establish an approach to track progress against goals, and solicit and synthesize feedback from stakeholder groups. (June 2017)

Tennessee Business Diversity and Inclusion Roundtable Report
The purpose of this session was to share the benefits a diverse workforce brings to Tennessee and its economy, engage our constituencies to understand the business case for diversity, and understand industry’s expectations and what role UT plays in developing a competent and experienced workforce. (January 2017)


1 Underrepresented Minority. Self-selected. Hispanic of any race; American Indian/Alaskan Native; Black/African-American; Two or more races. Percentage is calculated removing international and unknown from the denominator.
2 Self-selected. Neither parent obtained four-year degree.
3 Self-selected. Active duty; Reserve; National Guard; Honorably discharged. Does not include dependents receiving benefits earned by a veteran sponsor.