| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 63.29 |
| Liaison | Geory Kurtzhals |
| Submission Date | Oct. 13, 2017 |
| Executive Letter | Download |
University of Notre Dame
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Mike
Seamon Vice President Campus Safety & University Operatis |
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:
In 2015 the University participated in a faculty climate survey along with peer institutions. Inclusion and diversity was part of the survey. The results showed that overall faculty were more satisfied compared to the peer institutions. The University has plans to repeat this survey.
ND Voice 2016 is the University’s sixth biennial employee engagement survey. Since 2006, this confidential survey has asked opinions on workplace topics such as training, benefits, management and more. The feedback helps the University—and individual departments—spot opportunities and take action.
All diversity, equity and inclusion trainings, workshops, and events include post assessments
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:
The University looks at the overall results, and each department also looks at its own results. When the results are compared to previous surveys, trends emerge. Did prior action areas improve? Have new opportunities developed? A lot can change in two years, and the feedback starts the sort of conversations that have already led to many positive changes such as:
1. Executive vice-president John Affleck-Graves initiated open one-on-one meetings to give staff an opportunity to meet, share ideas, and voice concerns. Close to 200 meetings have since taken place.
2. When staff expressed a desire for greater development opportunities in the ND Voice survey, the University increased development and training programs significantly—including the new Ivy Tech program, which has since enabled 98 staff to earn their AAS in Business Administration.
3. When ND Voice results revealed a need for HR to share knowledge internally, the department created an internal website—InsideHR—where staff could post, share, and collaborate on content. The site now averages 800 views per month.
Several new initiatives have been developed such as a new more dynamic Diversity and Inclusion website, Walk the Walk Week to celebrate Martin Luther King, a Diversity discussion series (four sessions in 2016), and seven new employee resource groups have been created.
Each college has Diversity & Inclusion plans to recruit and retain as well as building an appropriate climate. Each department has a Diversity and Inclusion coordinator liaison with the University Director of Academic Diversity and Inclusion, a newly created position in the spring of 2016.
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:
The results of the ND Voice survey are featured in town hall meetings that executive leadership has with all staff. Each department holds follow up meetings to discuss specific metrics for their department and to set goals for the upcoming year. These goals are included as personal goals for department members as part of the annual review process.
The Director of Academic Diversity and Inclusion meets regularly with coordinators of Diversity and Inclusion from each of the academic units on campus.
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 2016 ND Voice results showed that Diversity and Inclusion areas such as respect and fairness were the most improved aspects of the survey. Diversity and Inclusion also has the most attended workshops and trainings within the University.
The 2016 ND Voice results showed that Diversity and Inclusion areas such as respect and fairness were the most improved aspects of the survey. Diversity and Inclusion also has the most attended workshops and trainings within the University.
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.