|Submission Date||Oct. 10, 2018|
PA-5: Assessing Diversity and Equity
|0.38 / 1.00||
Associate Vice President
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:
During the 2016-2017 academic year, we underwent a compensation and classification study that included an equity analysis for faculty and staff. This study was collaboratively led by Butler Human Resources and the Office of the Provost, with assistance from national consulting firm Conduent Human Resource Services. The purpose of the study was to ensure position titles and descriptions accurately reflected responsibilities and salary ranges are internally equitable and competitive within employment markets. In addition, the institution wanted to develop:
1. A compensation architecture and supporting processes and policies that are adequately positioned to meet the University’s hiring and retention needs
2. A salary structure for non-faculty positions that is streamlined to reinforce our organization-wide vision and is designed to ensure internal equity
3. Pay for faculty and staff that is competitive in the markets where Butler competes for talent
Job descriptions that are complete and up-to-date
4. Pay equity—internally and externally—that is supported by quantitative market analysis and rigorous benchmarking
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 assessment determined that there were no systematic inequities based on gender or race/ethnicity for both staff and faculty portions of the study.
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:
Several forums were held in which the broad results will be shared. In addition, the new compensation and classification structure, including salary ranges, were shared with the employees via email. The Associate Vice President of Human Resources is currently working with Butler Marketing and Communications to communicate results of the equity analysis to 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:
Information on equity outcomes from email conversation with Provost Kate Morris and will be communicated to the broader campus community in fall 2018.
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 and complete the Data Inquiry Form.