| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 68.23 |
| Liaison | Merry Rankin |
| Submission Date | Sept. 1, 2016 |
| Executive Letter | Download |
Iowa State University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Reginald
Stewart Vice President for Diversity and Inclusion Office of Diversity and Inclusion |
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:
This project was guided by the following objectives:
1. Assess how well the institution is promoting diversity and equity.
2. Assess cultural practices and/or attitudes that promote or impede inclusive work and learning environments.
3. Understand areas in need of improvement to support an inclusive work and learning environment.
4. Determine whether there are current practices of excellence on campus.
5. Identify strategies that best respond to areas in need of improvement.
6. Examine whether the institution is currently well-positioned and/or sufficiently organized to take advantage of opportunities of excellence.
Research data were collected through the use of face-to-face interviews both one-on-one and in focus groups, as well as through the use of the automated interview system. The interviews were administered both on-site in person and telephonically. To develop our pool of participants, we sent e-mails to groups with a vested interest in the future of ISU, including students (undergraduate and graduate), professional and scientific staff, merit staff, administrators (lower, middle, and upper), faculty (tenure track and non-tenure track), alumni, corporate recruiters, and key local community representatives. Upon receiving the names, each potential participant was sent an e-mail explaining the purpose of the study and assuring confidentiality. Phase One participants were either interviewed face-to face individually or were a part of a focus group. Phase Two participants received an email request that included a toll-free number linked to the automated interview system. The individual interviews typically took approximately 30 minutes to complete and the focus groups took approximately 1 hour and 15 minutes. This data collection process yielded a pool of 533 completed interviews conducted one-on-one, in focus groups, as well as through the automated system
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:
RECOMMENDATIONS BASED ON THE DIVERSITY AUDIT
• Focus on and support groups with diversity awareness.
• Transparency is necessary in moving diversity efforts forward.
• Incentivize the academic colleges and administrative units to diversify student and employment groups.
• Conduct an institution-wide policy review to sharpen the university’s commitment to diversity.
• Establish baseline living conditions for diverse groups.
• Focus equally on retention and promotion of diverse groups.
• Invest in an Office for a Chief Diversity Officer/Chief Inclusion Officer.
• Central administration should reflect the diversity expected in the campus population.
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:
May 2014
President Steven Leath will appoint a task force to consider a consulting firm's recommendations on strengthening diversity at Iowa State and come up with an implementation plan. The consulting firm, which has been reviewing ISU diversity programs and resources over the past year, recently submitted its final report to the president.
Article in Inside Iowa State:
http://www.inside.iastate.edu/article/2014/05/01/diversity
Public article in The Gazette:
http://www.thegazette.com/subject/news/education/higher-education/iowa-state-university-building-equality-diversity-team-20160315
Public access to full report:
http://www.president.iastate.edu/sites/default/files/diversity/diversityReport2014.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.