| Overall Rating | Bronze |
|---|---|
| Overall Score | 42.24 |
| Liaison | Tyler Leary |
| Submission Date | April 5, 2024 |
MGH Institute of Health Professions
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Kimberly
Truong Chief Equity Officer Justice, Equity, Diversity, and Inclusion (JEDI) |
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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:
We have a Diversity & Inclusion (D&I) survey that is disseminated to students during the midpoint of their academic experience. We use the Great Colleges to Work For survey to access climate for faculty and staff. It’s disseminated biannually.
The D&I survey was developed in-house by the Diversity, Equity, & Inclusion Council several years ago in collaboration with the BSU Leading for Change Consortium where there are some common questions across campuses of he consortium, so there could be some level of comparison. The Great Colleges to Work for survey is one that is developed by an external vendor.
The D&I survey was developed in-house by the Diversity, Equity, & Inclusion Council several years ago in collaboration with the BSU Leading for Change Consortium where there are some common questions across campuses of he consortium, so there could be some level of comparison. The Great Colleges to Work for survey is one that is developed by an external vendor.
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?:
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:
The assessment findings for students were that some experienced microaggressions based on different identities. The quantitative survey data showed no statistically significant differences in many areas. It was the qualitative data that helped us better understand some students’ lived experiences.
In terms of the assessment looking at student outcomes relating to diversity, equity, and success, it is not directly assessed in our assessment process. Instead, we look at our data on retention and graduation rates through another process. Our retention rates and graduation rates have been historically high (over 90 or 95%).
In terms of the assessment process addressing employee outcomes related to diversity and equity, it is not directly looked at in our assessment. Instead, the human resources department conducts a pay equity review every other year for all faculty and staff.
In terms of the assessment looking at student outcomes relating to diversity, equity, and success, it is not directly assessed in our assessment process. Instead, we look at our data on retention and graduation rates through another process. Our retention rates and graduation rates have been historically high (over 90 or 95%).
In terms of the assessment process addressing employee outcomes related to diversity and equity, it is not directly looked at in our assessment. Instead, the human resources department conducts a pay equity review every other year for all faculty and staff.
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:
The results of the assessment were shared with Justice, Equity, Diversity, and Inclusion (JEDI) Council, at the all-faculty meeting, student government, and in the JEDI Newsletter, which is accessible by everyone on campus.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
Yes
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:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The results of the most recent structured diversity and equity assessment are shared through the JEDI newsletter. Past issues of the JEDI newsletter are available on the IHP's JEDI website listed above.
The results of the most recent structured diversity and equity assessment are shared through the JEDI newsletter. Past issues of the JEDI newsletter are available on the IHP's JEDI website listed above.
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.