Overall Rating Silver
Overall Score 53.91
Liaison Tom Hartzell
Submission Date Dec. 21, 2022

STARS v2.2

Calvin University
PA-6: Assessing Diversity and Equity

Status Score Responsible Party
Complete 1.00 / 1.00 Michelle Loyd-Paige
Exec. Associate to the President for Diversity and Inclusion
President's Office
"---" 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:

A. The university uses a Diversity and Inclusion Dashboard with nine institutional performance metrics. The IPMs include indicators that track student and employee composition across several measures.
B. An Inclusive Scorecard (separate from the dashboard above) addresses four areas: Institutional Dynamism, Learning and Engagement, Access and Equity, and Campus Climate.
C. The University has participated in a West-Michigan based anti-racism institutional assessment. In January 2015, the college received the highest certification possible from the Partners For a Racism Free Community assessment program and provides yearly updates to maintain certification.
D. The University provides updates based on diversity-related strategic plan goals to the campus community and to its Board on a quarterly basis.
E. The university provides annual reports to the Christian Reformed Church - North America. The university is associated with the CRC-NA
F. The university participated in the West Michigan President's College Compact diversity and inclusion 2017 survey/scorecard.
G. The university administered a diversity campus climate survey in 2015, 2017, and fall of 2019.
H. The University participated in the Talent 2025 Diversity Benchmarking project in 2021


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:

- HR reports indicated a small uptick in the proposition of faculty and staff of color leaving the university. Sessions on retaining faculty and staff of color were held for cabinet members. A mentoring program for faculty and staff of color was implemented.
- Overwhelmingly, students of color feel a sense of belonging and welcome at the university based on climate survey results
- Topics for training sessions were inspired by results of climate survey.


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:

-Results from recent surveys and scorecards are presented in State-of-the-Campus information sessions; incorporated into diversity training workshops and were included as part of reports to the Board of Trustee reports (an electronic document that can be downloaded) at
- The survey and scorecard results are loaded into in a Tableau workbook and is available upon request to Calvin employees.
- Strategic Plan scorecard (which includes diversity goals) is available to Calvin university employees at anytime.
- Results of Talent 2025 Diversity Benchmarking are posted for anyone with Calvin ID.


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):
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:

Data from Michelle Loyd-Paige, Executive Associate to the President for Diversity and Inclusion


Data from Michelle Loyd-Paige, Executive Associate to the President for Diversity and Inclusion

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.