| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.57 |
| Liaison | Juliana Goodlaw-Morris |
| Submission Date | Dec. 18, 2020 |
California State University, San Marcos
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Ariel
Stevenson Diversity Coordinator Office of Diversity, Inclusion and Educational Equity |
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indicates that no data was submitted for this field
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
Yes
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
The Inclusive Excellence Council (IEC) is charged by the President, chaired by the Special Advisor for Inclusive Excellence, and staffed by the Office of Inclusive Excellence (OIE). The IEC makes recommendations to OIE to engage Work Groups and Task Forces, which meet more frequently and may include additional students, faculty, staff, administration or community members. The IEC will also hear the annual Diversity & Inclusion Strategic Plan (DISP) Action Steps progress updates from each Division of the University, and provide any relevant feedback or recommendations.
Based on preliminary findings of her Listening and Learning Tour, President Ellen Neufeldt requested that Dr. Clark-Ibáñez and Dr. Prado-Olmos lead three Inquiry Workgroups that focus on timely and urgent topics for study and recommendations.
These workgroups were to developed to assess current activities on campus and how to improve and build upon the good work already happening.
From these workgroups a number of action items have already taken place in the last year.
https://www.csusm.edu/equity/documents/spring2020dispwgreport.pdf
Based on preliminary findings of her Listening and Learning Tour, President Ellen Neufeldt requested that Dr. Clark-Ibáñez and Dr. Prado-Olmos lead three Inquiry Workgroups that focus on timely and urgent topics for study and recommendations.
These workgroups were to developed to assess current activities on campus and how to improve and build upon the good work already happening.
From these workgroups a number of action items have already taken place in the last year.
https://www.csusm.edu/equity/documents/spring2020dispwgreport.pdf
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?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success?:
Yes
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
From our most recent assessment the following have helped shaped policy, programs and initiatives:
The first assessment findings were related to staffing and resources for the Office of Inclusive Excellence. This has ensured the following:
1. Revision of the Chief Diversity Officer position description to increase institutional leadership; focus on relationship building and collaboration; create measurable outcomes and establish compliance plan; and, emphasize advocacy across campus constituents.
2. Elevate the classification of the position to include the CDO at the executive leadership table as a full participatory contributor and partner.
3. Increased staffing for the Office of Inclusive Excellence.
4. Revamped the Inclusive Excellence Council to create a robust advisory board that draws members across campus units and will provide additional leadership infrastructure.
In addition, another recommendation was to develop both Staff and Faculty Centers. These centers will be focused on providing resources and support to our faculty and staff using new and innovative collaborative engagement strategies
FACES: Faculty Advocates for Care and Engagement (FACES) Initiative has goals for the following:
1. Confidential space, support, and services that include:
2. Crisis resource coordination
3. Workshops centered on Incivility, Morale and Faculty-to-Faculty Bullying
Training & Professional Development
Faculty-to-Faculty Coaching
The strategic plan can be found at the following link:
www.csusm.edu/equity/strategicplan/upcoming/index.html
The first assessment findings were related to staffing and resources for the Office of Inclusive Excellence. This has ensured the following:
1. Revision of the Chief Diversity Officer position description to increase institutional leadership; focus on relationship building and collaboration; create measurable outcomes and establish compliance plan; and, emphasize advocacy across campus constituents.
2. Elevate the classification of the position to include the CDO at the executive leadership table as a full participatory contributor and partner.
3. Increased staffing for the Office of Inclusive Excellence.
4. Revamped the Inclusive Excellence Council to create a robust advisory board that draws members across campus units and will provide additional leadership infrastructure.
In addition, another recommendation was to develop both Staff and Faculty Centers. These centers will be focused on providing resources and support to our faculty and staff using new and innovative collaborative engagement strategies
FACES: Faculty Advocates for Care and Engagement (FACES) Initiative has goals for the following:
1. Confidential space, support, and services that include:
2. Crisis resource coordination
3. Workshops centered on Incivility, Morale and Faculty-to-Faculty Bullying
Training & Professional Development
Faculty-to-Faculty Coaching
The strategic plan can be found at the following link:
www.csusm.edu/equity/strategicplan/upcoming/index.html
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
Yes
A brief description of how the assessment results are shared with the campus community:
The campus community was updated and involved in the assessment process. The steps of the process is currently housed on our website. All community members were able to provide feedback and comments to the President and the different work groups. The campus community was then shared via Presidential emails to the campus community about the results of the assessments and next steps.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
Yes
The diversity and equity assessment report or summary (upload):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.