Overall Rating Gold - expired
Overall Score 65.91
Liaison Elizabeth Swiman
Submission Date Dec. 19, 2018
Executive Letter Download

STARS v2.1

Florida State University
PA-5: Assessing Diversity and Equity

Status Score Responsible Party
Complete 1.00 / 1.00 Michelle Douglas
Human Resources
"---" 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?:

A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:

Florida State University participates in several national evaluations including the Cooperative Institutional Research Program (CIRP) Freshman Survey and the National Survey of Student Engagement (NSSE). FSU conducted CIRP in 2016 and NSSE in 2017.

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?:

Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:

Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:

A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:

Through the CIRP survey, it was determined that FSU students rate high the following areas: ability to see the world through someone else’s perspective, have socialized with someone of another racial/ethnic group in high school, have the ability to discuss and negotiate controversial issues, including the ability to work cooperatively with diverse people, and help to promote racial understanding. Areas for improvement include: tolerance of others with different beliefs, openness to having views challenged, and valuing improvement in understanding of other countries and cultures. The results of the survey are used to identify the FSU student experience, highlighting areas for changes to policies, practices, and/or programming.
The NSSE found that FSU seniors not only appreciated their entire experience, but they also responded favorably to the following questions about how much their experience contributed to: acquiring a job or work-related knowledge and skills, writing clearly and effectively, speaking clearly and effectively, thinking critically and analytically, developing and clarifying personal code of values and ethics, being an informed and active citizen. Other areas where FSU performed well include: quality of interactions with faculty, talking about career plans with faculty, providing support for student’s well-being, holding a formal leadership role in a student organization or group, and participating in an internship, co-op, or field experience.

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:

Both the CIRP and NSSE are shared with the university and available publically online. The Diversity and Inclusion Council has a website where information, initiatives, and diversity statements are publically available. Assessment results are also shared publically on the Division of Student Affairs website.

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:

The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

The institution prepares an annual Affirmative Action Plan. This plan determines whether benchmarks (external and internal) are being met with regard to the recruitment and retention of a diverse workforce, including both faculty and staff. Analysis is conducted from a number of vantage points including: race, salary, gender, job groups and disability, and veteran status. From this analysis the institution constructs and implements policy and practice with the goal of maintaining a diverse workforce.
Diversity initiatives are developed through the Human Resources Diversity & Inclusion Council which aims to increase awareness and enhance diversity throughout the entire campus community. As FSU continues to increase awareness and participation of individuals and groups that represent cultural diversity, the university is committed to the development of policies, programs, groups and special initiatives that address diversity and inclusion. Some of the key focus areas include; recruiting, developing and training a diverse faculty and staff, recruit and graduate outstanding and diverse students, and developing and strengthening partnerships with diverse internal and external organizations. FSU continually updates focus areas as progress is made through diversity and inclusion programs, initiatives, and policy review.
University diversity statements include:
Affirmative Action
Florida State University is committed to the practice of equal opportunity and affirmative action in all aspects of employment. As a federal government contractor, FSU is required to provide equal employment opportunities to qualified minorities, women, individuals with disabilities, and protected veterans. The University's Affirmative Action Plan acts as an audit tool to help identify areas of underutilization for these groups. If it is determined that FSU's workforce does not adequately reflect the available labor market in a job group, a placement goal is set to promote movement towards adequate representation.
Affirmative action placement goals enable the University to develop action oriented steps in a good-faith effort to correct any areas underutilization that may exist. These placement goals are not quotas or set-asides for specific groups. Rather, they represent areas where targeted efforts should be made to attract and retain underrepresented groups in the available labor market.
Americans with Disabilities Act (ADA)
FSU embraces the value of increasing knowledge and awareness through diversity, which includes compliance with the Americans with Disabilities Act (ADA). Passed in 1990, the ADA ensures that 51 million Americans with disabilities are able to participate in the mainstream of life including higher education. As a public entity, FSU is required by Title II of the ADA to make all of its activities, programs and services equally available to persons with disabilities. FSU has many resources available to students, faculty, staff, and visitors who have disabilities, which help ensure a quality educational and work environment. For example, FSU's unique Football Disabled Parking Program provides accessible parking, golf cart service and Assisted Listening Devices to individuals with disabilities to enhance their enjoyment level of home football games. This is one among several ways the University ensures accessibility in its delivery of programs, services and activities.
Equal Employment Opportunity (EEO)
Florida State University is an equal opportunity employer and educational provider committed to a policy of non-discrimination for any member of the University's community on the basis of race, creed, color, sex, religion, national origin, age, disability, genetic information, veterans' status, marital status, sexual orientation, gender identity, gender expression, or any other legally protected group status. This policy applies to faculty, staff, students, visitors, applicants, and contractors in a manner consistent with applicable laws, regulations, ordinances, orders, and University policies, procedures, and processes.


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.