| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.53 |
| Liaison | Andrew DeMelia |
| Submission Date | June 6, 2019 |
| Executive Letter | Download |
Bryant University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Mailee
Kue Executive Director and Title IX Deputy Coordinator PwC Center for Diversity and Inclusion |
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 2018-2019 The PwC Center for Diversity and Inclusion at Bryant University engaged in a peer review conducted by other members within the Student Affairs Division. This included student focus groups, student surveys, and benchmarking of other similarly structured institutions.
In addition, the department collects student feedback regularly through meetings and drop-ins from students.
Lastly, the OPIR office conducts surveys throughout the year to address student's and recent alumni's perceptions and outcomes related to diversity, equity, and success.
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:
From the internal review we've gathered, a level of proficiency and competency has been attained by the PwC Center for Diversity and inclusion with regard to its programming and structure. Areas for improvement include more cross-collaboration with faculty, and training for faculty and staff.
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:
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.