| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 38.61 |
| Liaison | Douglas Alexander |
| Submission Date | Feb. 19, 2012 |
| Executive Letter | Download |
Old Dominion University
PAE-7: Measuring Campus Diversity Culture
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Krista
Harrell-Blair ODU Sustainability Intern for STARS Environmental Health & Safety |
Has the institution assessed attitudes about diversity and equity on campus in a way that meets the criteria for this credit?:
A brief description of the assessment(s):
One way the University assesses attitudes about diversity and equity on campus, is through the Quality of University Life survey. During 2008 - 2009 the University assessed the quality of university life (QUL) for students, faculty and staff. For the purposes of the survey, QUL was defined as the impact of the university’s academic, administrative, cultural, physical and social environments on students, faculty and staff.
The surveys were administered to the following populations:
• Teaching and research faculty
• Administrative and professional faculty
• Classified staff
• Hourly staff
• Adjunct faculty
• Students
Year the assessment was last administered:
A brief description of how the results of the assessment(s) are used in shaping policy, programs, and initiatives:
A Quality of University Life (QUL) Committee was established by the senior administration to assess the quality of university life at Old Dominion. Members of the committee included representatives from the Faculty Senate, Women’s Caucus, Deans, Institutional Research and Assessment, Social Science Research Center, Student Affairs, Office of Institutional Equity and Diversity and The Department of Human Resources. Worth Pickering, Assistant Vice President for Institutional Research and Assessment and September Sanderlin, Vice President for Human Resources, are leading the QUL initiative. Utilizing the results of the assessment surveys, the committee formulates recommendations for policy, programs, and initiatives. Implementation of recommendations is incorporated within the strategic goals of the Old Dominion University Strategic Plan 2009-2014. As an institution we have provided more educational awareness on the salary equity review process and revised the gender equity review process. The mode of delivery for Sexual Harassment Prevention module has been changed as well.
The website URL where information about the assessment(s) is available:
Data source(s) and notes about the submission:
ReNeé S. Dunman, Assistant Vice President for Institutional Equity & Diversity, has also affirmed that the information included in the submission for this credit is accurate to the best of her knowledge.
Email: rdunman@odu.edu
ReNeé S. Dunman, Assistant Vice President for Institutional Equity & Diversity, has also affirmed that the information included in the submission for this credit is accurate to the best of her knowledge.
Email: rdunman@odu.edu
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.