| Overall Rating | Gold |
|---|---|
| Overall Score | 71.19 |
| Liaison | Margaret Bounds |
| Submission Date | March 1, 2024 |
Connecticut College
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Nakia
Hamlett Dean of Equity and Inclusion Division of Equity and Inclusion |
"---"
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 Higher Education Data Sharing (HEDS) consortium’s Diversity, Equity, and Campus Climate Survey was administered in spring 2021. Response rates were: 37% of students (n=610), 61% of faculty (n=160), and 49% of staff/administrators (n=236). The survey asked a variety of questions regarding campus climate, institutional policies and practices for diversity and equity, and respondents’ experiences with discrimination and harassment.
We will also administer the National Survey of Student Engagement (NSSE) to our entire student body in spring 2024. The survey asks a variety of questions about students’ experiences and activities and their satisfaction with the institution and its programming and support services. We will also be administering an optional NSSE module focused on
inclusiveness and engagement with cultural diversity.
We will also administer the National Survey of Student Engagement (NSSE) to our entire student body in spring 2024. The survey asks a variety of questions about students’ experiences and activities and their satisfaction with the institution and its programming and support services. We will also be administering an optional NSSE module focused on
inclusiveness and engagement with cultural diversity.
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:
The results indicated that the experiences of a number of historically marginalized groups could be improved and that we have work to do in terms of ensuring that all students, faculty, and staff feel welcomed, listened to, and reflected in the college’s activities, decision-making processes,
and communications. To this end, the College has taken a number of decisive steps, including the reconfiguration of an existing position and the creation of a second position. A reconfigured full-time associate dean position with oversight of equity and compliance programs is providing
ongoing education for all campus constituencies about the College’s bias incident reporting procedures as well as freedom of speech and professional conduct standards. A new Director of Faculty Equity, Inclusion, and Belonging position was established in fall 2022 for the purpose of developing and implementing expanded DEI education for faculty as it relates to teaching and departmental work. The inaugural director, Nakia Hamlett (currently serving as our interim Dean of Equity and Inclusion), is working with academic units within the division to monitor and address culture and climate issues that contribute to inequities and retention issues of BIPOC faculty. Other concrete measures that have been implemented include funding faculty participation in leadership development programs through organizations such as the National Center for Faculty Development and Diversity and professional training to help our student affairs staff understand and better serve the needs of our population of DACA and undocumented students.
and communications. To this end, the College has taken a number of decisive steps, including the reconfiguration of an existing position and the creation of a second position. A reconfigured full-time associate dean position with oversight of equity and compliance programs is providing
ongoing education for all campus constituencies about the College’s bias incident reporting procedures as well as freedom of speech and professional conduct standards. A new Director of Faculty Equity, Inclusion, and Belonging position was established in fall 2022 for the purpose of developing and implementing expanded DEI education for faculty as it relates to teaching and departmental work. The inaugural director, Nakia Hamlett (currently serving as our interim Dean of Equity and Inclusion), is working with academic units within the division to monitor and address culture and climate issues that contribute to inequities and retention issues of BIPOC faculty. Other concrete measures that have been implemented include funding faculty participation in leadership development programs through organizations such as the National Center for Faculty Development and Diversity and professional training to help our student affairs staff understand and better serve the needs of our population of DACA and undocumented students.
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:
Initial presentations of the data (for example, to the All-College Monthly Meeting) focused on the overall results for students, faculty, and staff/administrators. Subsequent presentations to smaller audiences of students, faculty and staff included disaggregated analyses of the data to indicate how various subgroups differentially experience the College as a place of living and learning or as a workplace. Town hall presentations of the survey results and how they are informing the current work of the Presidential Task Force are ongoing.
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
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The report linked above to NECHE includes a summary of the HEDS results on pages 12-13. Information was provided by Nakia Hamlett, Dean of Equity and Inclusion and John Nugent, Director, Institutional Research and Planning.
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.