| Overall Rating | Silver |
|---|---|
| Overall Score | 62.34 |
| Liaison | Christie-Joy Hartman |
| Submission Date | Jan. 27, 2022 |
James Madison University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Arthur
Dean Associate Vice President for Diversity, Equity and Inclusion Office of Inclusive Excellence & Engagement |
"---"
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?:
Yes
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
The history for the current reporting below can be found in JMU's previous STARS report. https://reports.aashe.org/institutions/james-madison-university-va/report/2018-12-21/PA/diversity-affordability/PA-5/
Multiple components contribute to the overall structured assessment process at JMU:
1. Task Force on Inclusion. The most recent completed review of progress and information was evaluated through the Task Force on Inclusion. This Task Force was in operation from 2017-2019 and produced the following report/assessment: https://www.jmu.edu/president/inclusion/Task-Force-Public-Document.pdf.
Along with the assessment and a number of key recommendations the number one priority was the recommendation of a JMU campus wide DEI survey.
2. Campus Climate Survey. In 2021, JMU hired Rankin & Associates Consulting to craft an externally administered climate study. The survey was administered in Fall 2021 and analysis was in process at time of STARS report submission. It is the hope of the university to use the results to enable us to develop programs and policies that will increase inclusivity in areas which are shown to be problematic as well as enhance and replicate programs and policies in areas which are shown to be successfully meeting the needs of the community. https://www.jmu.edu/president/climate-study/index.shtml
3. Task Force on Racial Equity. The Task Force on Racial Equity was formed in the fall of 2020 to advise the president and administration of James Madison University with regard to issues of racial equity, receive and provide feedback on information related to current and planned initiatives, and generate additional recommendations for the short, medium, and long term. The Task Force will conclude its work in the summer of 2022. The vision statement for the task force is "Empowering JMU and its extended communities, both individually and collectively, to build tangible access and success opportunities for all underrepresented communities--Black/African American, Hispanic/Latino/a/x, Asian American, Hawaiian Native, Pacific Islander, Indigenous (American Indian/Alaskan Native)--to ensure equity." https://www.jmu.edu/president/racial-equity/index.shtml
4. Graduation and Retention Rates. Graduation and retention rates are tracked by race/ethnicity and gender by the Office of Institutional Research. https://www.jmu.edu/oir/retention-graduation-rates.shtml
Multiple components contribute to the overall structured assessment process at JMU:
1. Task Force on Inclusion. The most recent completed review of progress and information was evaluated through the Task Force on Inclusion. This Task Force was in operation from 2017-2019 and produced the following report/assessment: https://www.jmu.edu/president/inclusion/Task-Force-Public-Document.pdf.
Along with the assessment and a number of key recommendations the number one priority was the recommendation of a JMU campus wide DEI survey.
2. Campus Climate Survey. In 2021, JMU hired Rankin & Associates Consulting to craft an externally administered climate study. The survey was administered in Fall 2021 and analysis was in process at time of STARS report submission. It is the hope of the university to use the results to enable us to develop programs and policies that will increase inclusivity in areas which are shown to be problematic as well as enhance and replicate programs and policies in areas which are shown to be successfully meeting the needs of the community. https://www.jmu.edu/president/climate-study/index.shtml
3. Task Force on Racial Equity. The Task Force on Racial Equity was formed in the fall of 2020 to advise the president and administration of James Madison University with regard to issues of racial equity, receive and provide feedback on information related to current and planned initiatives, and generate additional recommendations for the short, medium, and long term. The Task Force will conclude its work in the summer of 2022. The vision statement for the task force is "Empowering JMU and its extended communities, both individually and collectively, to build tangible access and success opportunities for all underrepresented communities--Black/African American, Hispanic/Latino/a/x, Asian American, Hawaiian Native, Pacific Islander, Indigenous (American Indian/Alaskan Native)--to ensure equity." https://www.jmu.edu/president/racial-equity/index.shtml
4. Graduation and Retention Rates. Graduation and retention rates are tracked by race/ethnicity and gender by the Office of Institutional Research. https://www.jmu.edu/oir/retention-graduation-rates.shtml
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?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success?:
Yes
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
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.
The Report of the President’s Task Force on Inclusion can be found online. As noted, the Task Force submitted to the President a recommendation for an externally conducted campus-wide climate study, which was conducted in Fall 2021.
A committee is already being formed by the president's office that will analyze the results of the climate survey and recommend changes to ensure improvements based on responses received from employees.
The Report of the President’s Task Force on Inclusion can be found online. As noted, the Task Force submitted to the President a recommendation for an externally conducted campus-wide climate study, which was conducted in Fall 2021.
A committee is already being formed by the president's office that will analyze the results of the climate survey and recommend changes to ensure improvements based on responses received from employees.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
No
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. The results of the climate survey are not yet available but are expected in Fall 2022. However, the results of the other assessment components are shared in multiple formats:
-The Report of the President’s Task Force on Inclusion can be found online. https://www.jmu.edu/president/inclusion/Task-Force-Public-Document.pdf
-Presentations from the leaders at various JMU key organizations (Diversity Councils, Student Government, Faculty Senate, Cabinet and other campus leadership entities)
-Beacon Newsletter highlights key elements and progress in DEI initiatives. https://www.jmu.edu/diversity/newsletters/index.shtml
-Recommendations from the Task Force on Racial Equity are shared on an ongoing basis. https://www.jmu.edu/news/diversity/tfre/11-2021-update.shtml
-Graduation and retention rates tracked by race/ethnicity and gender by the Office of Institutional Research are available online. https://www.jmu.edu/oir/retention-graduation-rates.shtml
-The Report of the President’s Task Force on Inclusion can be found online. https://www.jmu.edu/president/inclusion/Task-Force-Public-Document.pdf
-Presentations from the leaders at various JMU key organizations (Diversity Councils, Student Government, Faculty Senate, Cabinet and other campus leadership entities)
-Beacon Newsletter highlights key elements and progress in DEI initiatives. https://www.jmu.edu/diversity/newsletters/index.shtml
-Recommendations from the Task Force on Racial Equity are shared on an ongoing basis. https://www.jmu.edu/news/diversity/tfre/11-2021-update.shtml
-Graduation and retention rates tracked by race/ethnicity and gender by the Office of Institutional Research are available online. https://www.jmu.edu/oir/retention-graduation-rates.shtml
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
The diversity and equity assessment report or summary (upload):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
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Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Of the four components reported that contribute to the overall structured assessment process, sharing of the results varies. "No" was selected because the results of the climate survey are not yet available, but are expected in Fall 2022.
JMU's campus climate survey includes both employee satisfaction and campus climate. The same survey is also counted under credit PA13: Assessing Employee Satisfaction.
Responsible Party for climate survey information: Richard Larson, Assistant Vice President, Human Resources, Training and Performance
Responsible Party for all information except for employee satisfaction: Arthur Dean, Executive Director, Campus and Community Programs, Office of Access and Inclusion. Information provided by Art Dean on December 8, 2021 and entered by Amanda Bodle.
JMU's campus climate survey includes both employee satisfaction and campus climate. The same survey is also counted under credit PA13: Assessing Employee Satisfaction.
Responsible Party for climate survey information: Richard Larson, Assistant Vice President, Human Resources, Training and Performance
Responsible Party for all information except for employee satisfaction: Arthur Dean, Executive Director, Campus and Community Programs, Office of Access and Inclusion. Information provided by Art Dean on December 8, 2021 and entered by Amanda Bodle.
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.