| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.61 |
| Liaison | Kelsey Beal |
| Submission Date | Feb. 26, 2020 |
Indiana University Bloomington
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Danni
Schaust ISDP Program Coordinator Sustain IU |
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 IU Diversity Assessment serves as a baseline measurement for Indiana University in diversity achievement and progress over the last five years for each campus. The goal of the IU Diversity Assessment is to strengthen our efforts for strategic planning university-wide.
Reports for each campus evaluate:
• All diversity, inclusion, and inclusive excellence efforts and programs
• Retention, graduation, and student success initiatives
• The organizational capacity, effectiveness, and impact of OVPDEMA (Office of Vice President for Diversity, Equity, and Multicultural Affairs)
IU internally tracks yearly student, staff, and faculty diversity. Some of this data can be seen by clicking on the “diversity” tab on this page: https://uirr.iu.edu/
Additionally, IU has contracted an outside consultant, Halualani and Associates, to conduct periodic assessments to ensure an objective and comprehensive evaluation. The last assessment took place between December 2015 and January 2017.
The assessment included:
1.) a thorough assessment of all diversity, inclusion, and inclusive excellence efforts and programs via diversity mappings across seven campuses;
2.) a thorough assessment of retention-graduation/student success initiatives and efforts via retention-graduation mappings across seven campuses;
3.) diversity benchmarking through the Atlas database which enables a comparative ranking of Indiana University across comparable peers/universities/systems in terms of specific diversity, inclusion, and inclusive excellence areas; and
an evaluation of the organizational capacity, effectiveness, and impact of the Office of the Vice President for Diversity, Equity, and Multicultural Affairs.
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:
Through the diversity mapping analysis, Halualani Associates concluded that IU Bloomington has made a vigorous and sustained commitment to diversity and inclusion in the last five years. This university’s diversity efforts are high in number and rich in quality. Specifically, they found the following:
Over the last five years, IU Bloomington has implemented 1,966 diversity efforts and invested over three to four million dollars towards diversity and inclusion functions. 95% (1869) of these diversity efforts are primarily focused on diversity and inclusion.
All main divisions participated in these efforts, with Faculty & Academic Affairs as the leader. 26% of the diversity efforts were collaborations (503), with four being the average number of divisions, programs, or units working together on each effort.
The diversity-related events were found to top out at the higher DELTA levels (level 4 - advanced analysis - 61%, level 5 - evaluation critique of power differences 23%). A key recommendation is to more frequently engage higher DELTA levels (6-social agency/action, and 7-innovative problem-solving).
86% (1683) of its diversity efforts are focused on addressing the needs of specific groups (African American students, female students, faculty of color, LGBTQ Plus campus members, students with various disabilities, among others) as opposed to just encompassing a generalized mass.
Other recommendations are for IU Bloomington to adopt a formal diversity strategy, to conduct campus climate surveys every two years, a continued emphasis on retention-graduation efforts for diverse groups, a targeted focus on diversifying faculty, and a university-wide alignment on diversity strategic goals.
https://diversity.iu.edu/doc/iu-bloomington-diversity-mapping-infographic.pdf
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:
A number of events were held to discuss the process and later, the results, findings, and recommendations. These were open to all and were widely attended. Summaries were also publicized in the Indiana Daily Student (student newspaper) and other outlets. Results are available online.
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:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.