About the Faculty Ambassadors Program

The College of Science and Engineering (CSE) is committed to creating a welcoming environment for our students, staff, and faculty. To support diverse students, staff, and faculty, the college is working to build a supportive network of people across the college. The CSE Community Ambassador program is intended to facilitate this by identifying well-trained faculty in each department to help carry out the CSE mission of nurturing a supportive culture. Community Ambassadors (CA) will be assigned to each department. The primary purpose of CAs is to improve support for marginalized students, staff, and faculty, though CAs can be a resource for anyone.


The charge of the Community Ambassador program is twofold: to serve as a support network for faculty engaged in ADEI work and to serve as a resource for the CSE community. The cohort of CAs works together as a retention and support system for faculty engaged in ADEI work. CAs also inform each other of current issues relevant to ADEI and discuss educational materials and activities that may help with specific ADEI needs within CSE or individual departments. CAs listen to questions, concerns, and/or ideas related to ADEI issues from all members of the CSE community: students, staff, and faculty. CAs can help community members get connected to appropriate resources to support their needs, and CAs may be available for consulting/advising of others who do work to implement positive change at WWU. As time and interest allow, CAs support, continue, and create ADEI initiatives in their Departments, the College, and/or the University. This may include, but is not limited to, being a contact for student-led events and activities, advising on ADEI collaborations, and facilitating discussions on equitable change in their own departments.

College of Science and Engineering Faculty Ambassador Program

What will CAs do?

The CA position is for one-year with the possibility of re-appointment. To build a larger network of support for Equity, Inclusion and Diversity (EID) work, each CA will meet monthly with the STEM Inclusion and Outreach Specialist (IOS) and quarterly with the cohort of other CAs. An orientation led by the STEM IOS at the beginning of fall quarter (2019) will include action planning, cohort introductions, and guidance for the academic year. CAs are asked to pick one project or initiative related to EID topics. Feedback from departments and students will be shared at the orientation to help CAs determine how to best support their department. The STEM IOS will also provide each CA with a list of existing programs to help brainstorm ideas. Each CA’s action plan will be evaluated and confirmed with the STEM IOS and departmental chair. The CAs will be required to hold at least one Community Hour per week within their department which are office hours available for discussion of EID work. Direct communication with department chair is also required. However, the regularity of the meetings between the CA and departmental chair will be decided between the CA and chair.

The list below includes some of the ongoing activities/initiatives and ideas with which potential CAs can engage. However, the main function of the CA is to be a hub of information regarding resources and ongoing programs related to equity, inclusion, and diversity within their department.

  • Faculty Mentoring Assessment/Implementation
  • Student Event Support/Advising/Mentoring/Clubs/Climate Assessments/Feedback
  • Outreach Efforts
  • Speaker Series
  • Workshops/Journal Clubs
  • Scholarly Research
  • Collecting Best practices

Who is eligible?

Faculty (T, TT & NTT) with training in inclusion and equity are eligible for a year-long position. This is not a primarily professional development program. Ideal candidates will be faculty well trained and already engaged in inclusion and equity within their department or college and who can provide support immediately.

Faculty interested in a future CA position can build expertise in equity, inclusion and diversity through many opportunities on and off campus (example: ISMs - WWU STEM Equity Workshops, Talkin' Race - Campus Series, EID committees, etc.), self-study of literature online focused on STEM experiences, and difficult self-reflection of one’s own identity. We encourage faculty to explore opportunities within their own professional organizations for an equity resource list, which should include org committee work, programs and professional development. Other online resources to enhance one’s awareness and empathy are SACNAS (Society for the Advancement for Chicanos and Native Americans in Science), the Southern Poverty Law Center , Harvard Implicit Bias Test and Scene on Radio Podcast - Seeing White 14 part series .

Service & Compensation

For tenure and tenure track faculty, this position counts as service and the amount of service will be dependent on the extent of work agreed by the Department Chair, STEM IOS, and Dean. Non-tenure track faculty with a 1 FTE appointment will have to discuss whether these duties are compatible with their current job description. Non-tenured track faculty with with less than a 1 FTE appointment (and without a job description that is compatible with this position) will be compensated financially using the current method of NTT participation in university committees.

Selection Process

The selection of the departmental CA will be decided in consultation with the Department Chair, the Dean, and the STEM IOS (this group will seek additional input from other EID-focused committees). Candidates will be evaluated on level of professional and personal development and experience in EID-focused issues, planning and communication skills, and demonstrated commitment. The final decision will be made by the Dean of CSE and the STEM IOS and applicants will be notified.