|Overall Rating||Silver - expired|
|Submission Date||March 2, 2016|
PA-5: Assessing Diversity and Equity
|0.75 / 1.00||
University News writer and editor
Has the institution assessed diversity and equity in terms of campus climate?:
A brief description of the campus climate assessment(s) :
Miami's new 2020 Strategic Plan includes as one of its Foundational Goal 2 to Promote a diverse culture of inclusion, integrity, and collaboration that deepens understanding and embraces intercultural and global experiences. Goals must be met with university and department wide objectives and metrics.
The plan was adopted in 2013 with departments setting goals; the first annual reports on progress and assessment were 2014-2015.
The university metric is 75% of Miami students will report that they feel welcome and have had significant and meaningful interactions with diverse groups.
Not only is it necessary to enhance diversity at Miami University, it is also essential to create an environment where it feels comfortable to work with people of various backgrounds, lifestyles, and beliefs. To that end, it is important to create mechanisms to promote diversity, while at the same time ensuring that perceptions reflect the patterns that emerge.
Strategies in process to meet the goal:
Share the expertise of faculty and staff who are experienced in working with multicultural students (e.g., Office of Equity and Equal Opportunity staff) with other faculty and staff to help them adapt to the growing international and diverse domestic population.
Provide opportunities for students, faculty, and staff to have meaningful interactions with invited speakers from diverse backgrounds (e.g., receptions, class meetings, Q & A sessions).
Expand partnerships and support programs for students from diverse backgrounds (e.g., ACE and Eastern Shawnee Tribe).
Encourage broad participation, especially by faculty and students in multicultural events, with particular emphasis on promoting meaningful interactions among international and domestic students.
Coordinate activities across the University so that these events do not conflict.
Incorporate the work of women scholars and scholars of color into the curriculum.
Offer “Safe Zone” training, and establish new safe zones throughout the division.
ALSO - in 2013 and 2015: all first-year and 4th year students participated in the National Survey of Student Engagement - results here:
Has the institution assessed student diversity and educational equity?:
A brief description of the student diversity and educational equity assessment(s):
The Center for Teaching Excellence (formerly Center for Excellence in Learning, Teaching and University Assessment) supports university-wide through course-wide assessment. Rather than viewing assessment as a one-time project to be completed, full-cycle assessment regards assessment as a continuous cycle, in which the information gathered is used to redesign courses and programs in order to enhance student learning and development.
Assessments run for example form LGBT experiences of faculty and staff to assessing student's global perspectives
ALSO - Guides to meet Miami's 2020 Plan for diversity by UNIT are available on the Office of Institutional Research for 2014-2015 and 2015-2016 through 2020 and include:
Student Race/Ethnicity by Level, Division and Department
Guide for Developing Unit Specific Strategic Diversity Plans
The Office of Institutional Diversity goals center on four core areas: recruitment, retention, curriculum and culture. These core areas are addressed through key initiatives that are tailored to faculty, staff, and students and are executed either through programs and support from our office or in collaboration with other university offices, departments, and programs.
Has the institution assessed employee diversity and employment equity?:
A brief description of the employee diversity and employment equity assessment(s):
The Office of Equity and Equal Opportunity conducts an annual affirmative action plan assessment.
Has the institution assessed diversity and equity in terms of governance and public engagement?:
Miami University requested that AASHE Staff correct a mistake in this reporting field for the reason specified below.Previous Value: Yes
Explanation: Not assessed in terms of public engagement
A brief description of the governance and public engagement assessment(s):
Diversity and Equity is central in Miami's mission statement : Miami's Mission Statement: includes the section "As an inclusive community, Miami strives to cultivate an environment where diversity and difference are appreciated and respected."
It is also central to planning : 2020 Plan Foundational Goal 2: Create an environment where our people live, learn, and work cooperatively with those of widely varied backgrounds, beliefs, abilities, and lifestyles, moving beyond boundaries to welcome, seek, and understand diverse peoples and perspectives.
The Miami 2020 Plan is the result of hundreds of active participants and thousands of employees contributing to individual departmental plans to find, through measured outcomes, ways to reach our goal by ensuring an innovative yet sustainable and caring culture a diverse culture of integrity and inclusion spread to global experiences
the cultivation of mutually beneficial partnerships and service projects that strengthen our communities, from local to global.
Miami's Diversity Statement also emphasizes diversity and equity.
The website URL where information about the assessment(s) is available:
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 and complete the Data Inquiry Form.