| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.82 |
| Liaison | Konrad Schlarbaum |
| Submission Date | Feb. 20, 2015 |
| Executive Letter | Download |
University of Colorado Colorado Springs
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Kee
Warner Associate Vice Chancellor for Diversity and Inclusiveness Administration |
Has the institution assessed diversity and equity in terms of campus climate?:
A brief description of the campus climate assessment(s) :
An annual assessment is required as indicated in the UCCS Diversity Strategic Plan 2007 on page 5. The responsibility for this assessment is held by UCCS Academic Affairs. UCCS measures student perceptions of inclusiveness with a student inclusiveness survey. This was piloted in 2009 and administered again in 2011. Findings from this survey are evaluated by the Inclusive Campus Action Team, reviewed by the Chancellor’s Leadership Team, and shared with chairs and directors across campus. The LGBT Task Force, co-chaired by the Associate Vice-Chancellor for Diversity and Inclusiveness, also completed the LGBT Friendly Campus Climate Index in 2009 and 2010 which documents institutional practices regarding the inclusion of LGBTQ members of the community.
The University of Colorado is developing a campus climate survey methodology that will be applied on all campuses.
Has the institution assessed student diversity and educational equity?:
A brief description of the student diversity and educational equity assessment(s):
Diversity and equity were addressed in the campuswide strategic planning process of 2012. Initiatives were included not only in the Diversity and Inclusiveness section of the plan, but also in the Academic section, Student Success, and Globalization.
Has the institution assessed employee diversity and employment equity?:
A brief description of the employee diversity and employment equity assessment(s):
The institution completes an annual Affirmative Action Report and Plan to identify both underutilization of protected classes in our workplace divisions and availability of qualified applicants within the geographical area from which we recruit for each employee group. We are identifying and training Diversity Champions for all search committees. The role of the Diversity Champion is to track the progress of self-identifying candidates through the search process, to advocate for appropriate evaluation rubrics and to insure against stereotyping and bias in hiring.
When positions are advertised we perform internal and external compensation analyses to ensure that positions are paid at an equitable level. We are also in the process of completing compensation comparisons for all similarly ranked positions to determine the existence and extent of pay differences based on race and gender.
Has the institution assessed diversity and equity in terms of governance and public engagement?:
A brief description of the governance and public engagement assessment(s):
The website URL where information about the assessment(s) is available:
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.