| Overall Rating | Silver |
|---|---|
| Overall Score | 54.62 |
| Liaison | Luis Maggiori |
| Submission Date | Oct. 23, 2024 |
Lane Community College
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Luis
Maggiori Sustainability Coordinator Institute for Sustainable Practices |
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:
To Lane's credit, there are multiple diversity, equity, and inclusion training opportunities offered through various offices/venues. For example, there is strong and long-standing programming for student clubs, organizations, the Multi-Cultural Center, Gender Equity Center, and in academics including the equity-based courses in social sciences (e.g. Ethnic Studies, Kalapuya Language), and elsewhere.
Lane is in the process of creating more formal and comprehensive assessment processes that are systematic, transparent, and more widely available.
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:
Lane is in the process of creating more formal and comprehensive assessment processes that are systematic, transparent, and more widely available.
Approximately two years ago the new President, President's Cabinet, the Diversity Council along with other individuals and bodies began an informal critique of the DEI system and its effectiveness. Lane is in the process of pulling this information together, determining how to move forward, and more formally measuring the effectiveness of initiatives employed. Previous assessment done revealed deficiencies and are being addressed.
Additionally, Lane is in the process of tracking completion of activities that support the Strategic Plan goals and objectives. Multiple goals and activities are focused on improving diversity, equity, and inclusion. For example, goal number #1 is: Improve diversity, equity, and inclusion in student access and achievement. Other activities are: increasing admissions, retention, and completion of BIPOC students, making progress toward becoming and Hispanic Serving Institution, preparing students to work in a diverse and global society, increasing enrollment of underserved and nontraditional students, and closing opportunity gaps for underrepresented students. A Strategic Plan Progress Report will be available in the summer of 2024.
Lane's institutional-level key performance indicators, also known as Mission Fulfillment Indicators (MFIs), and Scorecards measure ecological sustainability, holistic health and wellness, and transparency in planning. Because these indicators are new, baseline metrics have not yet been established.
Lastly, Lane recently began using a Gallup poll to gauge employee satisfaction and the campus climate/culture (Employee Engagement and Climate Survey). The results of the second survey, administered in the fall of 2023, showed more employees participating (10% increase in survey participation over the prior assessment) and improvement in every measured item. Managers and employees will be using the results from this latest iteration during 2024 for continuous improvement.
HR reported that there is:
- 6.8-12.6% increase in diversity of employee groups over the last 3-4 years.
- Turnover averaged only 8.3% over that same period. (2023 national averages for turnover in higher ed among full-time employees were 14-15% - LCC’s turnover was 57% of that).
- Managers and faculty are more diverse than they’ve been in the past 10 years.
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:
Results are shared via campus newsletter, email and discussed at campus-wide, council meetings that include students, management meetings, and with student groups on campus. Results are also posted on the Office of Diversity, Equity and Inclusions website.
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:
Optional Fields
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.