| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.39 |
| Liaison | Ciara Tennis |
| Submission Date | Dec. 31, 2018 |
| Executive Letter | Download |
Eastern Connecticut State University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Torin
Radicioni Environmental Intern Institute for Sustainable Energy |
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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:
Eastern’s Diversity and Social Justice Committee (formerly DRJ) developed a campus climate survey in 2008 that was also administered in 2011, as well as 2014. The study utilized an online anonymous survey that was sent via email to staff, faculty, and students. In 2014, paper copies were administered to staff without frequent access to email. The Institutional Viability subcommittee focuses on issues with admission and retention of students, faculty, and staff in order to maintain a diverse community. The subcommittee uses institution viability data including hiring, admissions, recruitment, promotion, and retention for assessing diversity initiatives and progress. The Academic Programming sub-committee focuses on the academic departments by facilitating the development of opportunities for interdepartmental collaborations that support the diversity mission. The Institutional Programming sub-committee focuses on the non-academic departments in facilitating the development of opportunities for interdepartmental collaborations that support the diversity mission.
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?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Yes
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
Within the most recent findings, Eastern would prefer to use national data in assessing the campus climate. There is a lot of secondary data available that Eastern would like to use more effectively.
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:
Dr. Eunice Matthews (chair of the Social Justice Committee) will share the results of the assessment at a Univeristy Senate Meeting
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:
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The website URL where the 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:
This section was completed using notes taken during a meeting with Dr. Stacey Close, and with the assistance of Dr. Eunice Matthews.
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.