|Submission Date||March 1, 2019|
PA-5: Assessing Diversity and Equity
|1.00 / 1.00||
University News writer and editor
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 2017 Miami appointed a Climate Survey Work Group to conduct the climate survey. This group, in consultation with Rankin & Associates, was made responsible for the development, implementation, and interpretation of the survey and its results.
The consultant has administered climate assessments to more than 170 institutions across the nation and developed a repository of tested questions. A Climate Survey Work Group (CSWG) at Miami was formed to assist in contextualizing the survey for Miami, and to maximize some existing assessment efforts. The CSWG selected survey questions from the consultant's collection and reviewed and included Miami University-specific questions based on input collected from focus groups.
The consultant provided a final report that included the following: an executive summary; a report narrative of the findings based on cross-tabulations selected by the consultant; frequencies, percentages, means and standard deviations of quantitative data; and content analysis of the textual data. The reports provide high-level summaries of the findings and identified themes found in the data. Generalizations for populations were limited to those groups or subgroups with response rates of at least 30%.
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of faculty, staff, administrators and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
President Greg Crawford appointed a Diversity and Inclusion Task Force in 2018 that will guide the university planning for an improved climate. Miami intends to foster an environment characterized by transparency, fairness and equal access for all students, staff, and faculty.
The charge of the new task force is to identify three areas where Miami can take targeted actions that will address specific concerns and improve the experience for students, faculty, and staff.
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:
Printed copies of the One Miami Campus Climate Survey results are available to Miami faculty, staff, and students.
Copies of the 500+-page report are at King Library, B.E.S.T. Library and the Miller Center for Student Disability Services in Oxford, at the libraries on the regional campuses and at Voice of America Learning Center.
A summary of results was presented in three forums in May by Rankin & Associates, the agency that conducted the One Miami Campus Climate Survey in the 2017-2018 academic year.
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:
The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
One Miami Task Force members and charge :
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.
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.