|Submission Date||July 30, 2014|
Office of Sustainability
Stanford has been conducting regular assessments of its climate vis-à-vis diversity for many years. In 2012-2013, the University completed a comprehensive formal review of all of its community centers, which are housed under the Vice Provost for Student Affairs.
With respect to faculty, in 2008, the University conducted a campus-wide survey on the Quality of Life of Stanford Faculty. The survey finds that faculty satisfaction is high and that the overall satisfaction at Stanford is similar, and in some cases higher, than at several peer private research universities. The survey also examines work climate, perceived workload, opportunities for advancement, sense of inclusion, and perceptions of opportunities for women and faculty of color, and shows improvement in these areas over time. As a follow up to the survey, an interview study with underrepresented minority faculty examines their experience of collegiality, recognition, mentoring and voice in decision-making. The first report on the findings with accompanying recommendations was released in 2013. The second report is due for release in May 2014.
Stanford sends out an exit survey to all graduating seniors every other year. Items in the survey specifically address diversity issues, including assessing student satisfaction with the level of diversity on campus, student participation in racial/cultural awareness programs, and the extent to which students have interacted with those of different backgrounds from themselves while at Stanford. Stanford also compiles annual reports of student (and faculty) demographic profiles as part of our Common Data Set and Stanford Facts.
The University compiles annual reports of employee demographic profiles, including a breakdown of the gender and race/ethnicity of all staff along with a separate breakdown of just Stanford Faculty. The ensuing conversations engage the school’s most senior leader (dean) and other officers with decision-making responsibilities related to hiring and compensation.
The University compiles annual reports of faculty in leadership positions, with gender and race/ethnicity breakdowns. The Faculty Senate discussed the leadership pipeline for women at the University in Spring 2014, with goals to monitor and develop the opportunities for growing Stanford leaders, with particular attention to gender.
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 and complete the Data Inquiry Form.