| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 66.60 |
| Liaison | Mary Lucus |
| Submission Date | Feb. 26, 2019 |
| Executive Letter | Download |
Belmont University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Mary
Lucus Director, IR Provost |
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:
Belmont University voluntarily participates in the Affirmative Action process by creating an annual Affirmative Action plan, which includes an analysis of the previous year and goals for the future year.
The university measures commitment to our diversity/inclusion values through our Performance Management Process. University leaders and all staff are evaluated annually on their efforts to promote an inclusive environment at Belmont.
Additionally, Belmont’s Vision 2020 process included a diversity Strategic Priority and a Diversity Team that assessed diversity and inclusion efforts across campus and brought forth recommendations that have been (and will continue to be) put into place.
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 Affirmative Action Plan for 2017/2018 found that minorities were underrepresented as adjuncts by 45 employees. As a result, the Welcome Home Diversity Council and Human Resources began working collaboratively with the Provost Office and Deans to increase the number of minorities in our applicant pools (through targeted advertising, conversations with our community relations team, etc.) and to train our search committees on best practices in conducting a search, including a conversation on diversity and non-discriminatory practices. The most recent AAP report has shown the adjunct underrepresented has decreased to 25 (44% improvement).
Findings from the Vision 2020 team’s assessment included a need for diversity and inclusion training on campus. The Welcome Home Diversity Council has successfully implemented two campus-wide training efforts, as a result: (1) Cultural Competence Training, and (2) InclUsion Training. With more than 60 sessions held to-date, we have recorded almost 1,000 participant training completions (and counting!).
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 Affirmative Action Plan (AAP) was shared first with Senior Leadership and the Welcome Home Diversity Council. It was then shared at Provost Council so that the academic administrators and deans would be informed of its results. Additionally, the AAP was posted on the myBelmont site, under Human Resources for all employees to view and also on the Belmont.edu website for all potential employees and students to review.
The Vision 2020 teams findings were posted to myBelmont for the Belmont community to view.
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.