| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.92 |
| Liaison | Christie-Joy Hartman |
| Submission Date | Dec. 21, 2018 |
| Executive Letter | Download |
James Madison University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Arthur
Dean Executive Director, Campus and Community Programs Office of Access and Inclusion |
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 following is prior to the timeframe for this credit but is provided for context of an ongoing effort:
In 2014, JMU completed in house evaluation and solicitation of campus programs and information related to the improvement of diversity, access, and inclusion at JMU. This report has guided the implementation of initiatives and programs related to changing, enhancing and improving the campus for diversity, equity and inclusion at JMU. http://www.jmu.edu/diversity/reports-and-publications/diversity-task-force.shtml.
For the time frame of this credit, the following is applicable:
JMU uses a multifaceted approach, which includes the following processes:
1) The Great Colleges to Work For Survey. This was administered by JMU's AVP for Human Resources and Talent Development in 2016. This survey is a perception survey of all JMU employees. This survey provides JMU the ability to review/aggregate some answers by race and gender. This information provides guidance and support to see if the climate and potential experience for those social identity populations is reported differently. The results can be accessed on a JMU website by employees with authentication. (Additional information in PA-12)
2) Climate Surveys. Individual colleges, departments and programs have conducted climate surveys between 2016-2018 academic years. The results of the College of Science and Math, College of Integrated Science and Engineering, and Madison Matters surveys are being evaluated to determine the best way to address any climate issues/opportunities within those areas of campus. The instruments for these surveys and the results are to be used internally to address, create awareness and provide guidance on issues and opportunities centered on diversity, access and inclusion.
3) Task Force on Inclusion. President Alger has convened this new group of more than one hundred people to examine inclusion at JMU. The website reads, "In light of continuing national and local conversations about issues related to diversity, access, and inclusion, I have been working with other leaders across the University to establish a new Task Force on Inclusion for this academic year. At a time when our society seems more divided than at any time in recent memory, the purpose of the Task Force is to help facilitate thoughtful dialogue, analysis and reflection across the entire campus regarding issues of inclusion (in all aspects, including issues such as race, ethnicity, gender, sexual orientation, gender identity, religion, disabilities, etc.) both in and outside the classroom. The Task Force will also be asked to review evolving best practices nationally on this front.
The Task Force will coordinate closely with the existing Diversity Councils, which represent and serve the entire University, as well as with other relevant resources on campus such as the Center for Faculty Innovation and D.E.E.P. Impact (among many others). We anticipate that the Task Force will include working groups in several areas, including: Classroom Inclusivity; Campus Climate (with one group focused on students, and another on faculty/staff); and History and Context at JMU. Other working groups may evolve as the Task Force begins its work, and its membership may be supplemented as needed to address the topics at hand."
4) Gender and Sexuality. Provost Heather Coltman has charged the Provost Diversity Council with convening a working group of interested faculty and staff to make recommendations. This group, which will embody an intersectional awareness of gender and sexuality, will meet throughout AY 2018-2019 to hear concerns and to formulate courses of action. These recommendations may or may not include requesting an external climate survey (echoing and broadening the request from the College of Arts and Letter’s Diversity Committee and the Madison Caucus for Gender Equality Steering Committee), as well as training, workshops, collaborations, events or other activities. Dr. Mary Thompson will serve as the Chair of the Provost’s Task Force on Gender and Sexuality as part of the diversity initiative for Academic Affairs.
5) The Collaborative on Academic Careers in Higher Education (COACHE). This survey from Harvard University includes questions that explicitly measure satisfaction with diversity/inclusion. JMU administered the survey to instructional faculty in 2016. The only faculty excluded from data collection were faculty in their first year at JMU, 1-year visiting faculty, and part-time faculty. JMU had a 67 percent response rate compared to a 52 percent rate for our selected peers and a 47 percent rate for the entire cohort. There was a climate subcommittee that looked at gender and race-related experiences. The results can be accessed on a JMU website by employees with authentication. (Additional information in PA-12)
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:
The input and results related to climate, diversity, equity, and success are coordinated by the Executive Directors for Access and Inclusion and are considered by JMU's Senior Leadership Team.
Graduation and retention rates are tracked by race/ethnicity and gender by the Office of Institutional Research (see https://www.jmu.edu/oir/_docs/Retention%20and%20Graduation_ethnicity.pdf and https://www.jmu.edu/oir/_docs/Retention%20and%20Graduation_gender.pdf)
One of the uses of the COACHE results is to improve diversity, equity, and inclusion on campus. The COACHE committee met with the Office of Access and Inclusion; the Provost’s Diversity Advisory Council; the Diversity Council Chairs; and the Gender Caucus to work together to develop recommendations. Results from COACHE were also shared with all Deans. Areas of recommendations the committee discussed were (1) holistic support for faculty, e.g., compensation, work-life, spousal support, etc.; (2) collaboration and mentoring; and (3) climate.
Information on the Diversity Task Force, which researched the recruitment and retention of faculty, staff and students, and JMU actions in response to the Task Force findings, can be found online. See https://www.jmu.edu/diversity/reports-and-publications/final-report/DTF_Final_Report.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:
"No" was selected above because sharing of the results varies based on the component of the program. For example, the Great Colleges to Work For and COACHE results can be accessed on a JMU website by employees with authentication. The OIR graduation and retention data is publicly posted. Thus far, the results of recently completed climate surveys by colleges have been internal.
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:
Data source(s) and notes about the submission:
The assessment process is not a representative sample of all of the following stakeholders: faculty, staff, administrators and students.
Responsible Party for Assessment Information: Mr. Arthur Dean, Executive Director, Campus and Community Programs, Office of Access and Inclusion
Responsible Party for COACHE: Dr. Cara Meixner, Executive Director, Center for Faculty Innovation
The assessment process is not a representative sample of all of the following stakeholders: faculty, staff, administrators and students.
Responsible Party for Assessment Information: Mr. Arthur Dean, Executive Director, Campus and Community Programs, Office of Access and Inclusion
Responsible Party for COACHE: Dr. Cara Meixner, Executive Director, Center for Faculty Innovation
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.