| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 46.90 |
| Liaison | Hannes Gerhardt |
| Submission Date | March 30, 2018 |
| Executive Letter | Download |
University of West Georgia
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.63 / 1.00 |
Hannes
Gerhardt Sustainability Director Department of Geosciences |
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:
The Office of Diversity of Inclusion contracted the College of Social Sciences Center for Research to conduct a comprehensive survey on diversity and inclusion that included students, staff, and faculty.
The UWG Climate Survey was designed in 2015 by members of the
Presidential Commission on Campus Inclusion (PCCI), which include diversity
professionals, academic researchers and social science faculty. The survey
included 90 items focused on perceptions, satisfaction, and experiences at
UWG. In order to compare and measure progress, the same 2015 tool was
used again in 2017.
There were 583 responses to the survey, with 91 respondents partially
completing the survey. This amounts to a survey’s response rate of 35
percent. Survey respondents were allowed to skip individual questions
throughout the survey, so the number of responses ranged from 358 to 510
on questions asked of all respondents.
In a separate assessment, the Office of Institutional Effectiveness and Assessment maintains data on the success rates of minorities at UWG in terms of graduation rates.
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:
Compared to other institutions within the University System of Georgia that have published their climate reports, there is work to be done at UWG to improve the campus climate. For example, 83% of all respondents to a survey at Kennesaw State University (KSU) reported that they were “comfortable” or “very comfortable” with the climate at KSU. While the UWG survey did not have the same question, we asked respondents whether people from different background get along well and whether people are valued regardless of their backgrounds. 67.6% and 68.5%, respectively, ‘agreed” or strongly agreed.”
The Director of the Office of Diversity of Inclusion presents the findings of the assessment to the President and leaders across campus. She also develops targeted initiatives aimed at addressing key ares of concern and opportunity. These are also shared in regular meetings with the President and in the Leadership Development Institutes.
The Office of Institutional Effectiveness and Assessment shows that minorities have a higher graduation rate than white/Caucasians. Hispanic females, however, have the lowest rate. This information is used by the Academic Affairs to craft its ongoing mandated push to increase retention and graduation rates.
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:
Beyond sharing the results in targeted meetings with various leadership personnel, the Center for Diversity and Inclusion incorporates the results into its presentations to faculty, staff, and students.
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 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.