| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 53.24 |
| Liaison | Tess Esposito |
| Submission Date | Feb. 23, 2017 |
| Executive Letter | Download |
University of Dayton
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Has the institution assessed diversity and equity in terms of campus climate?:
A brief description of the campus climate assessment(s) :
The University of Dayton has conducted 2 campus climate surveys, 2014 and 2015. The survey used is ModernThink's Unlawful Discrimination and Harassment Climate Assessment, assessing student climate, university perception, reporting of sexual assault, knowledge and training, university climate, and safety, harassment, and policy formation. From the results of this survey, the university's VP for Diversity and Inclusion will develop programs and initiatives.
Has the institution assessed student diversity and educational equity?:
A brief description of the student diversity and educational equity assessment(s):
The university's Student Success and Persistence Team is charged by the Provost with recommending and promoting strategies that will increase undergraduate student success and persistence from term to term and until graduation. Two of those measures will be the first to second year retention rate, and the six year graduation rate. The Team will provide annual reports/updates to the Provost and the Provost Council on progress toward goals. The team's work includes: Collecting and analyzing data; Researching best practices in success and persistence; Identifying, capitalizing on, and recommending improvements on current structures, systems, and processes; Fostering programming to support student success; and Cross-campus communication regarding all categories listed above.
Has the institution assessed employee diversity and employment equity?:
A brief description of the employee diversity and employment equity assessment(s):
Each year the university conducts a workforce analysis assessing the availability of diversity groups for employment, and their representation at UD.
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 university's transitional strategic plan identifies diversity and equity as priority areas:
STRATEGIC INITIATIVE 4.3 Support as a valued educational and institutional resource the engagement of a racially, ethnically, culturally, religiously, and socioeconomically inclusive University of Dayton community. » Tactic 4.3.A — Improve recruitment, academic and scholarship support, persistence to graduation, and an inclusive environment for domestic minority and international undergraduate and graduate students, with particular attention to diverse underrepresented minority and international student populations. » Tactic 4.3.B — Improve recruitment, advancement and leadership opportunities for faculty and staff from groups underrepresented in the university community.
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.