| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 30.79 |
| Liaison | Rebecca Jones |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
Austin College
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Kelby
Archer Coordinator Center for Environmental Studies |
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
From the introduction to the Executive Summary of the Inclusion and Diversity Task Force, published September 2017: "The Austin College community has members who vary with respect to gender, disability status, race/ethnicity, sexual orientation, gender identity, religious orientation, and socioeconomic status, i.e., it is diverse. However, do people who vary in these identities feel equally valued by and free to participate in the life of the college, i.e., is it inclusive? This question and the extent of the diversity on campus were at the heart of what the Task Force set out to discover. We collected and examined internal and external data as part of our investigation."
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
The task force took a hard look at inclusion and diversity among both students and faculty/staff (including things like how students felt they were treated, retention rates, pay structures, job satisfaction, etc) by comparing Austin College to similar institutions and also by conducting surveys. The task force then made a series of recommendations to administrators and senior staff.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
Both faculty and staff were invited to presentations where the results were shared.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary:
The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.