| Overall Rating | Gold |
|---|---|
| Overall Score | 74.46 |
| Liaison | Ciannat Howett |
| Submission Date | Oct. 9, 2024 |
Emory University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Cyrus
Bhedwar Director Office of Sustainability Initiatives |
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:
The National Assessment of Collegiate Campus Climates (NACCC) is a national survey administered at the University of Southern California (USC) by the USC Race and Equity Center that seeks to assess the campus climate for students, faculty, and staff around racial diversity, equity, and inclusion.
Emory partnered with NACCC in the fall of 2021 to administer a campus-wide survey for undergraduate students, graduate and professional students, and full-time faculty and staff. In spring 2022, Emory followed up with a survey of part-time faculty and staff. NACCC has provided Emory with executive reports and benchmarked the undergraduate student data to other participating institutions.
The Office of Institutional Research and Decision Support (IRDS) received a deidentified dataset and has been working to prepare dashboards to explore the responses by school and demographic.
IRDS works with the Office of Institutional Equity and Compliance on annual Affirmative Action Plan measures and published hiring goals for individual departments that align with diversity and reputation by field of study.
As part of the annual budget process, departments are evaluated on the equity and diversity of their faculty. This analysis looks at the composition of faculty by rank and examines salary equity among peers. Where discrepancies are observed, departments are instructed to justify their pay structures.
DEI is also a component that is built into other annual reviews and assessments. For example, DEI is one of the items that staff are evaluated on during their annual review. Managers are asked to evaluate staff on a scale of 1 to 5 on the items:
- Pursues knowledge and displays a self-awareness of diversity, equity, and inclusion (DEI) and related social issues.
- Seeks personal development opportunities in DEI.
- Adopts or modifies operational practices to help ensure diversity, equity, and/or inclusion.
- Actively addresses or makes known issues of inequity and bias whenever possible.
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?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Key takeaways from the undergraduate survey:
- 66% of students of color and 77% of white students indicated they mostly matter or strongly matter in classes with white professors.
- 61% of students of color and 38% of white students felt moderately encouraged or completely encouraged about having conversations about race with students of color.
- 29% of students of color and 28% of white students believed campus administration dealt with racism or racist incidents moderately effectively or completely effectively.
Key takeaways from the graduate and professional survey:
- 63% of students of color and 80% of white students indicated they mostly matter or strongly matter in classes with white professors.
- 66% of students of color and 44% of white students felt moderately encouraged or completely encouraged about having conversations about race with students of color.
- 35% of students of color and 34% of white students believed campus administration dealt with racism or racist incidents moderately effectively or completely effectively.
Key takeaways from the staff survey:
- 51% of staff of color and 61% of white staff indicated their perspective is mostly or strongly valued in decision-making processes at the workplace.
- 57% of the staff of color and 61% of white staff were satisfied with the overall quality of the racial equity, diversity, and inclusion training from Emory.
- 31% of staff of color and 34% of white staff believed campus administration dealt with racism or racist incidents very or extremely effectively.
Key takeaways from the faculty survey:
- 51% of faculty of color and 63% of white faculty indicated their perspective is mostly or strongly valued in decision-making processes at the workplace.
- 59% of faculty of color and 66% of white faculty were satisfied with the overall quality of the racial equity, diversity, and inclusion training from Emory.
- 31% of faculty of color and 36% of white faculty believed campus administration dealt with racism or racist incidents very or extremely effectively.
Next Steps
ODEI published the following roadmap following the completion of the NACCC Survey (NOTE: at the time of submission, many of these items have been completed).:
- Survey results are released (April/May)
- Emory Report article explaining the context of the survey and its impact on future planning (April/May)—article completed.
- Continued discussions of our inventory of recommendations made from the survey with various levels of leadership including what the survey results tell us about our community; what we are currently doing; and what we plan to do in the future.—a work in progress
- Develop actionable recommendations that will allow us to measure the progress of achievable goals (2023–2024)—finding out what has been done with this information. HR, Campus Life leveraged this information to continue work in each of the schools. NACCC was made available to all schools and major administrative units including Campus Life, HR, and Libraries.
- Make presentations during Diversity Week 2023 to discuss the next steps for 2023–2024 (which will include connecting survey results to institutional DEI goals).
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:
Summary results were published on ODEI’s website and broadcast via the Emory Report, an enterprise-wide daily e-newsletter in a series of articles. Additionally, as described above, ODEI has incorporated the findings in its community engagement and strategic planning activities, such as Diversity Week.
IRDS made NACCC available to all schools and major administrative units including Campus Life, HR, and Libraries.
An article published in the Emory Report described a variety of Emory’s DEI efforts and offered the following on the next steps,
During the next five years, efforts to create a more inclusive environment will be seen in every part of campus. The overall goal of the DEI initiatives is to close the experiential gap, so that everyone has a chance to develop their best selves at Emory.
Since fall 2021, all incoming Emory College students have been required to complete one course before they graduate that fulfills the Race & Ethnicity General Education Requirement. Students can choose from a wide variety of classes to expand their understanding of different people’s languages, cultures, and customs.
Looking forward, the Twin Memorials will honor enslaved laborers and their descendants who lived and worked on Emory’s original campus in Oxford, Georgia. The Indigenous Language Path will memorialize Indigenous peoples, such as the Muscogee (Creek), who previously lived on land where Emory is now located.
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 (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:
Does the assessment process address:
1) Campus Climate?
Yes, the NACCC survey reflects a decade of the USC Race and Equity Center’s qualitative work and the input of race, equity, and inclusion experts on the NACCC Advisory Panel* who have identified the most salient content areas and questions in the field of campus racial climate. A diverse Student Advisory Panel consults with NACCC staff about how undergraduates engage with campus surveys generally. The panel also provides review and input on the content of the campus racial climate survey specifically.
Members include college and university presidents and provosts, campus diversity and inclusion officers, race and equity content faculty and experts, postsecondary institution membership association directors, institutional researchers, and survey methodologists.
Content Areas
- Mattering and affirmation
- Cross-racial engagement
- Encounters with racial stress
- Racial learning and literacy
- Appraisals of institutional commitment
- Impact of external environments
2) Student Outcomes
Yes. Student outcomes including academic performance, retention, graduation, and others are disaggregated by race/ethnicity, gender identity, socioeconomic status, residency, and other attributes to understand and promote equitable educational opportunities at Emory.
3) Employee Outcomes
Yes. The annual budget process includes salary equity and composition as part of the annual departmental review. Additionally, faculty were surveyed with COACHE about their academic careers. This information was compared across many demographic factors to ensure equity among peer faculty.
While the NACCC Assessment did not directly address employee outcomes[CH1] [CH2] [CH3], Emory has relied on the COACHE Survey (described in Credit PA 13) for a variety of employee well-being and perception metrics. As the result of the findings of the 2020 Survey, Emory made adjustments to several areas that address DEI, including compensation and mentorship for example.
Emory Report article on NACC survey findings: https://news.emory.edu/features/2023/06/er_racial_climate_survey_08-06-2023/index.html
NACCC Survey: https://diversity.emory.edu/resources/naccc/index.html
COACHE Survey and Actions Taken: https://provost.emory.edu/faculty/coache/
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.