ADVANCE strives to create a psychologically healthy workplace where all faculty can thrive and succeed. ADVANCE weaves the values of diversity, inclusion, and respect into the culture of the institution by providing education, support and outreach for all faculty through various programs and resources.
Diversity and College Climate
Creating a Culture of Excellence
A culture of excellence requires diverse perspectives and collaboration as well as input, participation and support from many different sources and viewpoints.
Just as the College of Science represents the scientific backbone of Texas A&M University, diversity and its promotion have long served as the unspoken underpinning of our core missions of teaching, research and service.
As a college, we pledge to welcome and support individuals from all backgrounds, respecting and reflecting differences in discipline, national origin, race, ethnicity, age, ability, gender, sexual orientation, gender identity and expression, religion and beliefs.
Learn more about diversity related resources in the College of Science.
We understand diverse perspectives, collaboration, input, participation and support create a culture of excellence
We believe diversity is the unspoken underpinning of our teaching, research and service missions
We welcome and support individuals from all backgrounds
First-generation students in the College of Science affiliated with the campus-wide Regents Scholar Program receive the added benefit of dedicated small-group advising and other supplemental resources patterned off of those featured in our highly successful Science Leadership Scholars Program.Read more about Learn More Learn More
Each year the College of Science supports multiple underrepresented minority students through Louis Stokes Alliances for Minority Participation (LSAMP) scholarships intended to encourage undergraduate research and eventual pursuit of graduate degrees.Read more about Learn More Learn More
ADVANCE Science Scholars
This two-year program pairs early career female faculty in the College of Science with internal advocates and external mentors in order to help them successfully navigate work-life balance and also develop a robust network of renowned scholars from across Texas A&M and the nation.Read more about Learn More Learn More
We Are Texas A&M Science
I Am Texas A&M Science - Rhiannon Kliesing ‘11 (Episode 28)Even for the most seasoned academic, career inspiration starts somewhere, and it all begins with a story. Here’s one from Rhiannon Kliesing ‘11, assistant director of Educational Outreach & Women's Programs, about inspiring the next generation of scientists through STEM outreach.
I Am Texas A&M Science - Ian Wilson ‘13 (Episode 27)Even for the most seasoned academic, career inspiration starts somewhere, and it all begins with a story. Here’s one from Ian Wilson ‘13, assistant director of development, who shares his thoughts on the immeasurable value of philanthropy and creating a lasting legacy of impact.
To learn more about giving, visit science.tamu.edu/giving.
I Am Texas A&M Science - Maya Johnson ‘08 (Episode 26)Even for the most seasoned academic, career inspiration starts somewhere, and it all begins with a story. Here’s one from mathematician Maya Johnson ‘08, who discovered her love for teaching while completing her doctoral studies at Texas A&M and is now a full-time lecturer.
In fall 2016, Texas A&M Science welcomed 23 incoming freshmen as the inaugural cohort in the Science Leadership Scholars (SLS) Program, an elite learning community now more than 100 students strong that is designed to financially and academically support high-performing science majors who are first-generation in college and come from low-income households. Our goal with SLS is simple — increase retention and graduation of these selected students through early intervention.
Allies are staff, faculty, and students who display an Ally placard outside their office or residence hall room. This sign identifies them as individuals willing to provide a safe haven, a listening ear, and support for lesbian, gay, bisexual, and transgender people or anyone dealing with sexual orientation issues.
The Faculty Ombuds Officer serves as an independent, confidential, and impartial resource for faculty. The primary responsibility of the ombuds officer is to raise and clarify issues and concerns, identify opinions, and request assistance to informally resolve workplace conflicts.
The Ombuds Officer advocates for the fair processes of graduate education. The university is a large and complex institution and graduate and professional students often play multiple roles. Having a confidential conversation with an Ombuds Officer can be a first step when misunderstandings or conflicts occur.
The LGBTQ+ Pride Center strives to create a thriving environment supporting the success of every student through the education, advancement, and championing of the broad spectrum of sexual, affectional, and gender identities in the spirit of the Aggie Core Values.
The Undergraduate Ombuds informally and confidentially assists students, faculty, staff, and administrators with resolving academic conflicts for undergraduates. The Ombuds is equally open and accessible in disputes when there are differing expectations or conflicting policies regarding undergraduate academic issues.
The Texas A&M Science Diversity Committee meets the first Tuesday of each month at 1 p.m. If you have a question or an idea and would like to attend the meeting to discuss with the committee, please contact Dr. Derya Akleman.
Derya Akleman, Chair
Assistant Dean for Diversity and College Climate
College of Science
Department of Biology
Senior Research Instrumentation Specialist
Instructional Assistant Professor
Department of Statistics
Department of Mathematics
Department of Biology
Department of Mathematics
Department of Chemistry
Department of Physics and Astronomy
Texas A&M’s student chapter of the American Association of University Women (AAUW) seeks to advance gender equity for women and girls through research, education, and advocacy.
This organization seeks to encourage women to study and to pursue active careers in the mathematical sciences, and to promote equal opportunity and the equal treatment of women in the mathematical sciences. Texas A&M chapter goals include mentoring and encouraging all students in mathematics.
The primary goal of this organization is to engage members in activities that will help project a positive portrayal of underrepresented groups in the sciences, not only to prospective high school and college students, and the public at large, but also to the academic and scientific community.
This national society is dedicated to educating and fostering leadership for LGBTQ+ communities in STEM fields. The main goals of the oSTEM Chapter at Texas A&M are to identify, address and advocate for the needs of LGBTQ+ students in STEM fields and to educate, assist and engage LGBTQ+ students in STEM fields.
Texas A&M’s chapter of the Society for Advancement of Chicanos and Native Americans in Science (SACNAS) is a non-excluding organization that provides support for Hispanics/Chicanos, Native Americans, Alaska Natives, Native Hawaiians and any other underrepresented minority students in science, engineering and technology fields. The organization’s aim is to foster the success in the attainment of advanced degrees, careers and leadership.
SUPA provides a safe space for under-represented people to come together and discuss the challenges and issues they face. Open to everyone in the department and spanning all educational levels, SUPA hosts monthly meetings in the department where everyone can gather to discuss these challenges and strategize possible solutions.
The vision of NOBCChE is to be an influential organization that ensures African Americans and other people of color are fully engaged in shaping the global scientific community. NOBCChE engages the community through community development, cultural awareness, and promotion of STEM in K-12 grades.
The University Staff Council represents the interests of the more than 10,000 staff at Texas A&M University in communicating with administrators, identifying and addressing issues that impact staff, making recommendations to the university president, and interacting with other organizations.
WISE began in the Department of Chemistry when a handful of women graduate students gathered to discuss the alarming dropout rate among their fellow female students. Armed with a better understanding of these issues, WISE set out to improve conditions on campus, and from this small beginning, WISE has grown to include women from all technical and scientific colleges on campus.