| Overall Rating | Gold |
|---|---|
| Overall Score | 67.35 |
| Liaison | Juliana Goodlaw-Morris |
| Submission Date | Feb. 6, 2024 |
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:
In Summer 2022 through the end of Fall 2022, Dr. Aswad Allen, Chief Diversity Officer, partnered with Dr. Damon A. Williams and a team of researchers with the Center for Strategic Diversity Leadership and Social Innovation to accelerate our efforts to achieve Inclusive Excellence at CSU San Marcos. Dr. Williams and his team conducted an external assessment of our institution’s DEI infrastructure.
This initiative included:
A comprehensive, campus-wide, Inclusive Excellence inventory of our programs, initiatives, resources, and tools specific to diversity, equity, and inclusion (DEI).
A series of virtually facilitated Listening and Dialogue Sessions with CSUSM students, faculty, and staff.
Finally, several virtual Strategic Diversity Leadership Forums hosted to report on and interpret the findings of the project with faculty, staff, student, and administrative leadership.
Here is the link to the final DEI inventory assessment: https://www.csusm.edu/equity/strategicplan/documents/csusmexecsummaryfinal.pdf
The assessment was phase 1, and the campus is currently in phase 2- integration of inclusive excellence into each division and unit's strategic plan. By doing this, each division and unit will have included DEI into their strategic plans, thus allowing a deeper approach to DEI. The purpose is that inclusive excellence is no longer a philosophy but action.
This initiative included:
A comprehensive, campus-wide, Inclusive Excellence inventory of our programs, initiatives, resources, and tools specific to diversity, equity, and inclusion (DEI).
A series of virtually facilitated Listening and Dialogue Sessions with CSUSM students, faculty, and staff.
Finally, several virtual Strategic Diversity Leadership Forums hosted to report on and interpret the findings of the project with faculty, staff, student, and administrative leadership.
Here is the link to the final DEI inventory assessment: https://www.csusm.edu/equity/strategicplan/documents/csusmexecsummaryfinal.pdf
The assessment was phase 1, and the campus is currently in phase 2- integration of inclusive excellence into each division and unit's strategic plan. By doing this, each division and unit will have included DEI into their strategic plans, thus allowing a deeper approach to DEI. The purpose is that inclusive excellence is no longer a philosophy but action.
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:
In 2023, an assessment for Units 3,5,7, and 9 to look at pay specifically for RTP for employees of people of color and women.
In addition, one of the recommendations was to continue building diversity in leadership and faculty. We now have a cluster hire initiative for faculty diversity - which affirms our commitment to hire, develop and retain diverse faculty. https://www.csusm.edu/equity/commitment/clusterhire.html
Another recommendation from the in assessment was to enhance the campus-wide DEI Infrastructure. By this we mean forming a more structured relationship between identified planning units and committees across campus and how the work with the Office of Inclusive Excellence.
Overall, our assessment findings gave 10 recommendations for moving DEI forward on the CSUSM campus and we are in different stages of applying the strategies of these recommendations into action. The report can be found here: https://www.csusm.edu/equity/strategicplan/documents/csusmexecsummaryfinal.pdf
In 2023, an assessment for Units 3,5,7, and 9 to look at pay specifically for RTP for employees of people of color and women.
In addition, one of the recommendations was to continue building diversity in leadership and faculty. We now have a cluster hire initiative for faculty diversity - which affirms our commitment to hire, develop and retain diverse faculty. https://www.csusm.edu/equity/commitment/clusterhire.html
Another recommendation from the in assessment was to enhance the campus-wide DEI Infrastructure. By this we mean forming a more structured relationship between identified planning units and committees across campus and how the work with the Office of Inclusive Excellence.
Overall, our assessment findings gave 10 recommendations for moving DEI forward on the CSUSM campus and we are in different stages of applying the strategies of these recommendations into action. The report can be found here: https://www.csusm.edu/equity/strategicplan/documents/csusmexecsummaryfinal.pdf
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 whole campus community has had the opportunity to review and learn about the assessment and the recommendations from the report. Through in person meetings, virtual town-halls, and teams (which had been developed for the beginning of the assessment) were then shared the results and encouraged to take back to their units for disseminating information.
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.