| Overall Rating | Silver |
|---|---|
| Overall Score | 52.81 |
| Liaison | Stephan Classen |
| Submission Date | Oct. 14, 2021 |
Cascadia College
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Stephan
Classen Assistant Director of Sustainable Practices Student Learning |
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:
Cascadia founded the Office of Equity and Inclusion in 2018 and hired an Executive Director of DEI. This position has gone to create programming and structure for DEI activities, trainings, and campus response on various issues throughout the past 3 years. The Office of E&I also conducts employee assessment via focus groups, one-on-one conversations, and email inquiry. Separately, we track student outcomes (retention, transfer, graduation) and are able to break down results by numerous different subgroups including: disability status, residency status, veteran status, race/ethnicity, identification as a person of color, Pell Grant recipient, age, sex and work status. We use this information to help us identify groups of students that may need additional support to achieve their academic goals.
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:
Over the past three years, since the creation of the Executive Director of E&I position, findings from focus groups, one-on-one conversations, and email inquiry are used to shape policy, programs, and initiatives. Among the more notable and robust impacts is the redesign of hiring practices to be more equitable and to eliminate bias as much as possible. The latest end-of-year E&I report, uploaded below, includes a list of all programs and initiatives implemented as a result of assessment findings.
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:
Assessment findings are shared in meetings with Exempt Assembly, Classified Assembly, and Faculty Council as well in via the President’s Friday Letters and via emails from the Executive Director of Equity & Inclusion.
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.