|Overall Rating||Silver - expired|
|Submission Date||Dec. 20, 2016|
College of William & Mary
PA-5: Assessing Diversity and Equity
|1.00 / 1.00||
Chief Diversity Officer
Office of Diversity and Inclusion
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:
President Taylor Reveley appointed the Task Force on Race and Race Relations in March 2015. The 21-member task force is comprised of faculty, administrators, staff, students, and a member of the Board of Visitors. The Task Force met once a month since March 2015, focusing primarily on four principal activities: 1) meeting to discuss current programs and practices at William & Mary, 2) hosting six on-campus open forums to discuss perceptions of William & Mary's racial climate, 3) reading and discussing the various communications from the community that were received via the Task Force's website (http://www.wm.edu/sites/racerelations), and 4) examining closely events related to race and race relations across the country, events taking place not only on university campuses but also in the world beyond academic institutions.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
The task force produced a list of 51 recommendations based off of four areas: campus climate, prevention and education, recruitment of diverse faculty and senior administration, and bias reporting and incident protocol. Immediate actions included plans to commit $1 million to recruit a more diverse faculty, rename two buildings to more fully reflect African-American history at the university, hire a consultant to explore the concerns of employees and strengthen practices that promote diversity in hiring, training and assessment of campus culture.
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:
The results of the assessment were compiled in a document that is available online, they were announced via press release, and were presented at a Board of Visitors meeting.
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:
The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support 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 and complete the Data Inquiry Form.