|Submission Date||Jan. 19, 2021|
PA-6: Assessing Diversity and Equity
|0.88 / 1.00||
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:
In 2019, President Brian Rosenberg commissioned the Council on Equity and Institutional Transformation. The Council did an extensive audit of DEI data and programs in 2019 and wrote a report with recommendations to the President in May 2020.
In spring 2019, Institutional Research surveyed the student body with HEDS Campus Climate Survey.
In Spring 2020, the NSSE (National survey of student engagement) Inclusiveness and Engagement with Cultural Diversity assessment was administered to First Years and Seniors.
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:
The results of the HEDS Senior Survey and NSSE were both a central part of the 2018 Faculty Academic Issues Retreat. The data both motivated and framed the discussion. Additionally, they were incorporated into the 2019-20 Council on Equity and Institutional Transformation's report and recommendations to President Rivera.
Every two years the Strategic Planning and Analysis Committee commissions an assessment of faculty pay and its relationship with race and sex. The results yield no concerns with regards to differing pay as it is associated with race or sex. In the event that a concern arises (as has occurred with a relationship between pay and when promotions occur), the committee then works with the Provost to adjust salary levels accordingly.
The Council on Equity and Institutional Transformation delivered their report to the President in May 2020. On May 25th, George Floyd was murdered by Minneapolis Police. The murder and the uprising that followed had a profound impact on our campus community. In June 2020, the President announced a number of antiracism initiatives--and updated that list in September. These initiatives include:
1. In support of Mac’s commitment to educational access, diversity, inclusion, and other dimensions of equity in higher education, I am pleased to announce that we are joining with the other members of the Associated Colleges of the Midwest (ACM) to launch a collaborative anti-racism initiative. By pursuing this initiative together and leveraging the power of the consortial approach, the ACM colleges will develop infrastructure, access resources and expertise, and coordinate collective efforts that can have a much greater and more positive impact on our communities than Macalester could achieve alone. Working with our ACM peers and through the ACM office, we will take additional steps to address the institutional and structural forms of racism that have contributed to the differential experiences and outcomes for our communities of color: students, faculty, and staff.
Accordingly, we will launch these three targeted activities during the 2020-2021 academic year:
(1) Professional Development for Faculty, Staff, and Administrative Leadership: Early sessions during the fall semester/term will focus on microaggressions, inclusive discourse, and culturally responsive student mentorship. A full roster of proposed workshop topics is available here.
(2) Community Building: The ACM office will build cohorts and enhance well-being among communities of color across and between our campuses. For faculty and staff, the ACM will host a series of virtual convenings, organized around topics identified by the colleges. The ACM also will coordinate with campus-based multicultural/intercultural centers to create convenings for student affinity groups across our campuses.
(3) Data Collection and Analysis: The ACM office will coordinate with the 14 ACM member colleges to identify and understand past and current institutional practices that have created disparate impact among communities of color. This will be accomplished through an inventory of existing practices and through gathering and analysis of data to illuminate the landscape for racial equity across ACM campuses.
ACM also launched a new section of its website, dedicated to these new consortial collaborations. The URL is www.acm.edu/diversity.
2. In addition to the Minnesota Opportunity Scholarship Fund introduced in July, the Macalester Fund’s new Racial Equity Support designation allows donors to support Mac’s work toward a more just and equitable campus and world. Funds will be granted to projects through an application process open to students, faculty, and staff members. This new giving designation was sparked by community interest and outreach, and was named and developed in partnership with an advisory group of students, faculty, staff, and alumni of color.
3. The job of the Title IX Coordinator has been expanded to include serving as a point person for Mac staff who have concerns about racial or ethnic bias, harassment, and discrimination. Effective immediately, Regina Curran’s new title will be Title IX Coordinator and Nondiscrimination Officer, and she will oversee the Title IX & Sexual Misconduct Policy and the Notice of Nondiscrimination as they relate to all community members. Reporting directly to me, she will work in partnership with Donna Maeda and Marjorie Trueblood so that all faculty, staff, and students will have designated people available to assist them with navigating bias-related concerns. She also will coordinate with Employment Services on any staff employment matters that require formal resolution.
4. The Division of Student Life has developed programming focused on the mental health of BIPOC students, such as an outreach program called “Let’s Talk” focused on creating support for students of color and members of other underrepresented groups. Also, Dana Suttles, who is a counselor in the Hamre Center, is holding Black Wellness Spaces for students throughout Modules 1 and 2.
5. The International Roundtable planning group has provided us with a variety of ways to imagine liberatory futures as we face the dual pandemics of biological disease, and anti-Blackness and racism. As we anticipate the continued need to transform how we do our work at Macalester, the Annan IGC and the Serie Center are collaborating to engage the expertise of Dr. Chavella Pittman. Starting in November, Dr. Pittman’s online workshops focused on inclusive teaching and evaluating teaching excellence will be available to faculty and staff. More information is coming soon, including several “live” kick-off events with Dr. Pittman.
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:
The results of the HEDS and NSSE surveys were shared with the faculty who attended the Faculty Academic Issues Retreat in 2018. In addition, they were shared at a community forum for staff called Chautauqua in Spring 2018. The presentations and the survey results are also posted to the Institutional Research website for any campus community member to access.
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: