| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 47.09 |
| Liaison | Tom Hartzell |
| Submission Date | June 28, 2017 |
| Executive Letter | Download |
Calvin University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.88 / 1.00 |
Michelle
Loyd-Paige Exec. Associate to the President for Diversity and Inclusion President's Office |
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:
A. The college engaged a diversity consultant in the Spring of 2014. The consultant completed a comprehensive review of (then) current diversity and inclusion practices and policies. The report included recommendations which are being implemented.
B. As part of the 2014 recommendation, an Inclusive Scorecard was development. The Scorecard has been updated and revised since its initial use in Spring 2015.
C. The college has participated in a West-Michigan based anti-racism institutional assessment. In January 2015, the college received the highest certification possible from the Partners For a Racism Free Community assessment program and provides yearly updates to maintain certification.
D. The college provides updates based on diversity-related strategic plan goals to the campus community and to its Board on a quarterly basis.
E. The college provides annual reports to the Christian Reformed Church - North America. The college is associated with the CRC-NA
F. The college participated in the West Michigan President's College Compact diversity and inclusion 2015 survey/scorecard
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:
- Best Christian Workplace survey results showed that under-represented employees (people of color) are more satisfied with their supervisors, have more trust for the institution, and are feeling more cared for by their supervisors than their White counterparts (2014 survey; 2016 survey was just completed).
- Inclusive Excellence scorecard and HR reports (2016) has shown that faculty of color were retained at 100% from last year and that staff of color retained at 85% (however, additional staff of color have been hired but no additional faculty of color were hired for the beginning of fall 2016)
- Results are being used to develop a resource guide for hiring employees of color (the faculty guide has been completed; the staff guide will be completed in December 2016). The guides include best practice information on recruitment, hiring, and retention.
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:
-Results from recent surveys and scorecards are presented in State-of-the-Campus information sessions; incorporated into diversity training workshops and will be presented in the Spring 2016 Inclusive Excellence Report (an electronic document that can be downloaded).
- The survey and scorecard results are loaded into in a Tableau workbook and is available upon request to Calvin employees.
- Strategic Plan scorecard (including diversity goals) is available to Calvin College employees at anytime.
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.