| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.69 |
| Liaison | Rochelle Owen |
| Submission Date | April 6, 2018 |
| Executive Letter | Download |
Dalhousie University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Amanda
MacLeod Administrative Coordinator, Intake & Special Projects Human Rights & Equity Services |
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:
The University has frameworks and tools for improving diversity, equity and inclusion. Three examples include the The Diversity & Inclusiveness Strategy, The Be Counted Dalhousie University Census and the Quality of Workplace Survey. The DSU has their own equity and accessibility office and run campaigns and programs aiming to improve diversity, equity and inclusion.
The Diversity & Inclusiveness Strategy provides specific goals, outcomes and tasks that are publicly reported on. https://cdn.dal.ca/content/dam/dalhousie/pdf/cultureofrespect/Diversity-&-Inclusiveness-Report-February-2018.pdf
BE COUNTED: Dalhousie University Census
The Census if part of the University’s Strategic Initiative on diversity and inclusiveness. The census of the university population is vital for Dalhousie to make informed decisions on policy and planning and develop programs and initiatives where everyone feels welcome and supported.
Both students and employees can voluntarily self-identify across a range of diversity groups at the time of application and throughout the year using the census. The census covers ethnic background/racial visibility, gender and sexuality, disability and chronic illness,
Dalhousie Analytics provides expertise to integrate this information, creating an comprehensive institutional dataset grounded in commonly understood definitions, thus ensuring high quality research and analysis to inform the university's decision making.
________
Employee diversity is assessed regularly through the annual workforce analysis which is conducted to meet our obligations under the Federal Contractors Program. This analysis is based on the collection of self-identification information which is collected on an ongoing basis when employees are hired and periodically through the course of a person’s employment at Dalhousie. Results of the workforce analysis help to guide initiatives and special measures where they are most in need as part of Dalhousie’s commitment to a diverse workforce under the Employment Equity through Affirmative Action Policy and Federal Contractors Program compliance.
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:
Combining 2016 Census responses with previously collected self-identification information provides an overall employee response rate of 44%, and an 87.7% response rate among full-time and regular part-time employees.
The census shows that representation of racially visible employees increased from 8.3% to 11% and representation of Indigenous persons, persons with disabilities and self-identified LGBTQ showed moderate increases. The census labour market comparison and gap analysis shows that representation of women in middle management positions improved from -4.2 to full representation; representation of women in professorships declined from -8.5 to -11.4; representation of racially visible persons improved from -100.7 to -54; representation of Indigenous persons improved from -25.8 to -11.0; and gaps present in representation of persons with disabilities in clerical, trades and sales and service are still present.
The data is used to report on the diversity of the Dalhousie community, inform the application of the university’s Employment Equity through Affirmative Action Policy, set equity, diversity and inclusion goals and plans, and to report on the university’s progress. It is also used to engage in strategic planning designed to improve the experiences of faculty, staff and students from equity groups.
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:
The University released a memorandum summarizing the results of the census and linking the report for the 2016 census. See here for the memorandum: https://cdn.dal.ca/content/dam/dalhousie/pdf/dept/hres/human_rights_equity/FCP/Census%202016-memo.pdf
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.