| Overall Rating | Gold |
|---|---|
| Overall Score | 69.35 |
| Liaison | Delicia Nahman |
| Submission Date | Sept. 12, 2023 |
Lafayette College
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.00 / 1.00 |
Rob
Young Director of Intercultural Development Office of Intercultural Development |
"---"
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?:
No
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
The college is still actively improving diversity, equity, and inclusion through an assessment done in 2018.
Previously reported based on work in 2018- Following the Spring 2018 College’s Climate Assessment, we continue to promote inclusiveness and belonging throughout the community in the following ways:
Hosting bi-weekly open DEI dialogue sessions for students faculty and staff that may be topical or open for attendees to discuss their DEI questions, concerns and suggestions to the Council.
Work with Divisions to develop division-specific plans for additional ongoing training and education on bias awareness and racism including, specifically, anti-black racism.
Develop and implement an Invisible Labor Program that recognizes and compensates faculty and staff who support our BIPOC students and other underrepresented students.
Research and evaluate our Land Statement for institutional use.
Participate and promote the College’s members in the University of Southern California’s new Liberal Arts Colleges Racial Equity Leadership Alliance (LACRELA). The Alliance provides member institutions faculty and staff access to a range of campus surveys, resources and monthly virtual learning sessions about antiracism, diversity and equity provided by the USC center.
Previously reported based on work in 2018- Following the Spring 2018 College’s Climate Assessment, we continue to promote inclusiveness and belonging throughout the community in the following ways:
Hosting bi-weekly open DEI dialogue sessions for students faculty and staff that may be topical or open for attendees to discuss their DEI questions, concerns and suggestions to the Council.
Work with Divisions to develop division-specific plans for additional ongoing training and education on bias awareness and racism including, specifically, anti-black racism.
Develop and implement an Invisible Labor Program that recognizes and compensates faculty and staff who support our BIPOC students and other underrepresented students.
Research and evaluate our Land Statement for institutional use.
Participate and promote the College’s members in the University of Southern California’s new Liberal Arts Colleges Racial Equity Leadership Alliance (LACRELA). The Alliance provides member institutions faculty and staff access to a range of campus surveys, resources and monthly virtual learning sessions about antiracism, diversity and equity provided by the USC center.
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?:
No
Does the assessment process address student outcomes related to diversity, equity and success?:
No
Does the assessment process address employee outcomes related to diversity and equity?:
No
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Survey results were grouped into areas of
climate
bias, intimidation and unfair behavior
diversity and inclusion
campus communications
climate
bias, intimidation and unfair behavior
diversity and inclusion
campus communications
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
Yes
A brief description of how the assessment results are shared with the campus community:
A series of open meetings. Results are available through password-protected sign in to all members of the community.
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:
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Data source(s) and notes about the submission:
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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.