Overall Rating Gold
Overall Score 75.69
Liaison Ciannat Howett
Submission Date March 5, 2021

STARS v2.2

Emory University
PA-6: Assessing Diversity and Equity

Status Score Responsible Party
Complete 0.75 / 1.00 Kelly Weisinger
Assistant Director
OSI
"---" 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:

Rather than conduct one long assessment of all community members, Emory conducts multiple assessments focusing on specific issues and targeting specific stakeholder groups.
1. Emory University conducted a Diversity Engagement Survey in Fall 2016. This was the first of its kind to measure engagement across the faculty, staff and students. The survey has allowed Emory to define areas of strength and areas for improvement for the diversity and inclusion efforts at Emory. It assesses the inclusiveness of the university environment and the levels of the engagement in diversity of the university's stakeholders. In addition, a campus-wide Racial Equity survey will be launched in fall 2021.

2. The Committee on Class and Labor Report and Recommendations concluded its second phase assessment in a multi-phase study about the nature of class and status within Emory University’s non-academic labor force in 2018. A report on the findings as well as 44 recommendations has been released by the Office of the Provost and has been shared with the Emory community.

3. As part of an initiative sponsored by the Office of the Provost and Academic Affairs and the Division of Campus Life, the Emory Student Community Well-Being Survey was emailed to nearly 14,000 undergraduate, graduate and professional students, who were 18 years of age or older, on Emory’s Atlanta and Oxford College campuses in 2018. This anonymous survey seeks student views on university education, prevention and response initiatives.

4. In 2018-2019, the Organizational Health Index (OHI) was conducted by McKinsey to build a baseline understanding of Emory’s culture and identify prime opportunities for strengthening our organization. The results were not shared publicly, and they were used to benchmark to other peer employers in higher education and private sector.


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?:
No

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:

1. The Diversity and Engagement Survey addresses attitudes and perceptions related to campus climate. The survey result shows that Emory is on its way to create an inclusive and supportive environment for students, faculty, staff, researchers and fellows. For example, 88% of the respondents report feeling their work or studies contributes to the mission of Emory, and 87% of student respondents agree there is someone at Emory who encourages their development.

2. Phase II of the Class and Labor's Report and Recommendations has made 44 final recommendations, most of these fit into the categories of community and culture; diversity, inclusivity and equity; workplace expectations; recruitment and retention; professional development and advancement; workplace satisfaction; and nontenure-track faculty.

3. In 2018, Emory’s Committee for the Prevention of Sexual Violence conducted the Student Community Well-being Survey in collaboration with RTI International (RTI), which is a nonprofit research organization with extensive experience conducting student surveys on sexual assault victimization and campus climate related to sexual misconduct. From the results, Emory has concluded that the next steps for preventing sexual violence will need to involve further expansion of support for prevention programming focused on the broad spectrum of sexually violent experiences reported across the undergraduate and graduate/professional student bodies.

4. The 2018-2019 Organizational Health Index (OHI) results were shared during a presentation at a University Senate meeting, and they were used to benchmark to other peer employers in higher education and private sector.


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:

1. The results of the Diversity and Engagement Survey have been shared with the campus community on the Office of Diversity, Equity and Inclusion’s website.
2. A report on the findings of Phase II of the Committee on Class and Labor assessment, as well as 44 recommendations have been released by the Office of the Provost and shared with the Emory community.
3. A 20-page report on Emory Student Community Well-being Survey has been shared with the campus community and uploaded under Campus Climate on the Office of Diversity, Equity, and Inclusion’s official website.
4. Results of the 2018-2019 Organizational Health Index (OHI) was shared and discussed during the monthly University Senate meeting in the spring of 2019.


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:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
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