|Overall Rating||Silver - expired|
|Submission Date||May 2, 2017|
PA-5: Assessing Diversity and Equity
|0.75 / 1.00||
Office of Sustainability
Has the institution assessed diversity and equity in terms of campus climate?:
A brief description of the campus climate assessment(s) :
Hope conducted a campus wide climate survey in 2010. This survey served to evaluate the climate at Hope as it relates to the experiences of students, faculty and staff of color; and to use the information gathered to create a more welcoming, inclusive and equitable campus community.
As part of the Strategic Plan similar information was gathered as well. http://www.hope.edu/offices/president/strategic-plan/ \
Annual Report http://www.hope.edu/offices/president/strategic-plan/images/2015-2016%20Strategic%20Plan%20Annual%20Report.pdf
Has the institution assessed student diversity and educational equity?:
A brief description of the student diversity and educational equity assessment(s):
As part of our strategic planning process, the college developed a comprehensive plan to provide opportunities for increasing student diversity on campus.
Goal 4 Objective 2: Recruitment, retention and vendor strategies will employ best practices in developing a diverse and inclusive community.
KPI 4: Longer Term. Retention and graduation rates of degree-seeking students in each demographic sector (domestic minority, international, first generation, low SES) will be consistent with college-wide rates. [Baseline: First-year retention is 88%. Retention for identified sectors is slightly lower than average. Four-year graduation is 67%. Four-year graduation rate for identified sectors are 13-22% lower than average. Source: Frost Research Center.]
Has the institution assessed employee diversity and employment equity?:
A brief description of the employee diversity and employment equity assessment(s):
This is completed through our Human Resources department in partnership with the Center for Diversity and Inclusion.
As part of Hope's Strategic Plan-Goal 4 Objective 2: Recruitment, retention and vendor strategies will employ best practices in developing a diverse and inclusive community.
KPI 1: Near Term. Hiring managers will be trained and equipped to recruit diverse applicant pools.
KPI 2: Longer Term. Five-year average rates of retention, promotion, advancement, and job-satisfaction among underrepresented faculty and staff groups will be consistent with those of the majority.
KPI 3: Near Term. The college will implement a program to identify and invite minority- and women-owned businesses to participate in RFP processes and seek vendor opportunities.
KPI 5: Longer Term. The percentages of domestic minority and international staff and faculty will increase annually.
Has the institution assessed diversity and equity in terms of governance and public engagement?:
A brief description of the governance and public engagement assessment(s):
The website URL where information about the assessment(s) is available:
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 and complete the Data Inquiry Form.