| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.23 |
| Liaison | Roxane Beigel-Coryell |
| Submission Date | March 6, 2020 |
California State University, Channel Islands
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Dr. Richard
Yao President Student Affairs |
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 the spring of 2018, a campus-wide climate survey was disseminated to all CSUCI students, faculty and staff utilizing the climate survey tool from the Higher Education Research Institute (HERI) out of the University of California - Los Angeles. Raw data was received in the summer and analysis of the data was conducted throughout the fall semester and into the spring 2019 semester. The final report was sent to the campus on March 1, 2019.
Campus-wide conversations are occurring within each of the Divisions as well as being led by the President’s Advisory Council for Inclusive Excellence to discuss the results of the assessment and identify actions for each division of the campus to take to address any weaknesses revealed in the assessment.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
The Climate Survey findings were organized in 5 main sections: executive summary; survey background, demographics and limitations; faculty, staff and student comparisons; faculty, staff and administrator comparisons; and CI students and comparison group factors. Focal points of the campus-wide conversations were identified by the President's Advisory Council on Inclusive Excellence, which addressed the following data points: sources of stress - prejudice or acts of bias; perceptions of respect among employees on campus - faculty respect staff; and harassment experience - insensitive remarks experienced by faculty, staff and administrators. In addition, a qualitative analysis of the open-ended question item on the campus climate survey was conducted, which identified 3 broad themes and 10 subthemes. The 3 main themes were: institutional structures and climate; campus roles and work conditions; institutional mission and leadership. The Advisory Council on Inclusive Excellence is gathering data from the campus-wide discussions to inform recommendations for the President with regards to policy and programs - these recommendations are expected in late spring 2020.
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:
In spring 2019 the results of the campus climate survey were shared with the campus community via Campus Global email. Divisional and Cross-Divisional conversations to discuss results and determine actions to address deficits found within the report were held in the following weeks. Invitations to conversations were distributed via Campus Global email messages. In fall 2019, Divisional and Cross-Divisional conversations continued being held to discuss results and determine actions to address deficits found within the reports. Invitations to conversations were distributed via Campus Global email messages.
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 (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Website URL where information about the institution’s diversity and equity assessment efforts 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.