| Overall Rating | Silver |
|---|---|
| Overall Score | 59.21 |
| Liaison | Elaine Durr |
| Submission Date | Feb. 11, 2022 |
Elon University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.88 / 1.00 |
Randy
Williams Vice President for Inclusive Excellence Associate Professor of Education |
"---"
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:
Elon uses a number of surveys to assess and improve diversity, equity and inclusion on campus. Recent or upcoming assessments include the Diverse Learning Environments (DLE), the Multi-Institutional Study of Leadership, and National Survey of Student Engagement (NSSE). The DLE was administered in November 2021 and is done every three years. The Multi-Institutional Study of Leadership was administered in March 2021 and is done every three years. The NSSE survey is done every three years. The last administration was spring 2019, and the next administration is spring 2022.
Several task forces were formed to focus on Title IX, Hispanic/Latino communities, Black/African American communities, multifaith and LGBTQIA communities and concerns. These task forces have been switched to implementation teams and are being taken up by the President’s Advisory Council on Inclusive Excellence. A new Asian and Pacific Islander (API) task force was created in Fall 2021 charged with understanding the lived experiences of people who identify as Asian and Pacific Islander at Elon, identifying relevant aspects that may inform enhancements of the API experience, and making recommendations related to academic, social, and cultural development to ensure institutional success in building community and empowerment within the API community at Elon.
Elon developed the Diversity Dashboard highlighting data related to race, ethnicity, and sex in Elon’s student, faculty, and staff populations. Members of the President’s Advisory Council on Inclusive Excellence (PACIE) campus climate and assessment subcommittee are being trained to collect, analyze, interpret, and report data to members of the Elon community.
The Office of Inclusive Excellence Education and Development created a Request for Services assessment tool to evaluate the effectiveness of development workshops and services and determine how to best meet needs and expectations for future requests.
Several task forces were formed to focus on Title IX, Hispanic/Latino communities, Black/African American communities, multifaith and LGBTQIA communities and concerns. These task forces have been switched to implementation teams and are being taken up by the President’s Advisory Council on Inclusive Excellence. A new Asian and Pacific Islander (API) task force was created in Fall 2021 charged with understanding the lived experiences of people who identify as Asian and Pacific Islander at Elon, identifying relevant aspects that may inform enhancements of the API experience, and making recommendations related to academic, social, and cultural development to ensure institutional success in building community and empowerment within the API community at Elon.
Elon developed the Diversity Dashboard highlighting data related to race, ethnicity, and sex in Elon’s student, faculty, and staff populations. Members of the President’s Advisory Council on Inclusive Excellence (PACIE) campus climate and assessment subcommittee are being trained to collect, analyze, interpret, and report data to members of the Elon community.
The Office of Inclusive Excellence Education and Development created a Request for Services assessment tool to evaluate the effectiveness of development workshops and services and determine how to best meet needs and expectations for future requests.
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 of surveys are disaggregated by demographics (including race and ethnicity, gender, first generation, nationality, sexual orientation, disabilities and religion) and disaggregated by retention, graduation, graduate school and job placement data to assess trends and address outcome disparities between groups.
Assessment data have informed institutional action items to advance Elon’s agenda of becoming a more equitable and welcoming community. These action items include:
•Commit to university-wide growth and change in the areas of diversity, equity and inclusive excellence
•Commit to new learning through curricular change and program development
•Commit to achieving greater levels of faculty and staff diversity
Each of these action items include specific goals and strategies which are currently in progress or implementation is completed as a result of assessment findings.
A Bias Response System Work Group (BRSWG), inclusive of faculty, staff and administrators, was established and charged with reviewing the existing bias reporting and response system at Elon; researching bias response systems at comparable colleges and universities; addressing strategies for using information from the bias response process in evaluating campus climate and developing recommendations for future changes to the bias reporting and response system. The BRSWG developed a report with recommendations for redesigning and maintaining a system to effectively address identity-based bias and discrimination. The recommendations address increasing staffing/personnel, promote partnership with various stakeholders and providing education, training, transparency, accountability, clear policies and effective use of technology in the Division of Inclusive Excellence, as well as the Office of Human Resources and the Division of Student Life. The Director of Inclusive Excellence is developing an implementation process for the recommendations of this report.
Two faculty working groups were formed and submitted final reports with their findings and recommendations for implementation. The Diversity, Equity, and Inclusion Faculty Professional Development and Evaluation working group was charged with creating a plan to guide and evaluate professional development in DE&I that will enhance faculty teaching, scholarship, and service. The Diversity, Equity, and Inclusion Curriculum working group was charged with assessing how DE&I courses and initiatives across the curriculum were touching Elon students and identify the gaps in the broader curriculum. A new Faculty Administrative Fellow was named for a two-year term and is responsible for developing an implementation plan for the recommendations of these reports.
Assessment data have informed institutional action items to advance Elon’s agenda of becoming a more equitable and welcoming community. These action items include:
•Commit to university-wide growth and change in the areas of diversity, equity and inclusive excellence
•Commit to new learning through curricular change and program development
•Commit to achieving greater levels of faculty and staff diversity
Each of these action items include specific goals and strategies which are currently in progress or implementation is completed as a result of assessment findings.
A Bias Response System Work Group (BRSWG), inclusive of faculty, staff and administrators, was established and charged with reviewing the existing bias reporting and response system at Elon; researching bias response systems at comparable colleges and universities; addressing strategies for using information from the bias response process in evaluating campus climate and developing recommendations for future changes to the bias reporting and response system. The BRSWG developed a report with recommendations for redesigning and maintaining a system to effectively address identity-based bias and discrimination. The recommendations address increasing staffing/personnel, promote partnership with various stakeholders and providing education, training, transparency, accountability, clear policies and effective use of technology in the Division of Inclusive Excellence, as well as the Office of Human Resources and the Division of Student Life. The Director of Inclusive Excellence is developing an implementation process for the recommendations of this report.
Two faculty working groups were formed and submitted final reports with their findings and recommendations for implementation. The Diversity, Equity, and Inclusion Faculty Professional Development and Evaluation working group was charged with creating a plan to guide and evaluate professional development in DE&I that will enhance faculty teaching, scholarship, and service. The Diversity, Equity, and Inclusion Curriculum working group was charged with assessing how DE&I courses and initiatives across the curriculum were touching Elon students and identify the gaps in the broader curriculum. A new Faculty Administrative Fellow was named for a two-year term and is responsible for developing an implementation plan for the recommendations of these reports.
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:
Most of the assessment results are available online and shared in public forums (i.e., Campus Conversations, faculty meetings) and with the diversity and inclusion committees/groups listed.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
The diversity and equity assessment report or summary (upload):
---
Website URL where the diversity and equity assessment report or summary is publicly posted:
---
Optional Fields
Additional documentation to support the submission:
---
Data source(s) and notes about the submission:
The results (or a summary of the results) of most, but not all, assessments are publicly posted.
Office of Institutional Research & Assessment:
https://www.elon.edu/u/administration/institutional-research/survey-assessments/
Diversity Dashboard:
https://www.elon.edu/u/inclusive-excellence/resources/diversity-dashboard/
DEI Action Items:
https://www.elon.edu/u/inclusive-excellence/dei-action-items/
Office of Institutional Research & Assessment:
https://www.elon.edu/u/administration/institutional-research/survey-assessments/
Diversity Dashboard:
https://www.elon.edu/u/inclusive-excellence/resources/diversity-dashboard/
DEI Action Items:
https://www.elon.edu/u/inclusive-excellence/dei-action-items/
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.