| Overall Rating | Gold |
|---|---|
| Overall Score | 73.37 |
| Liaison | Olivia Herron |
| Submission Date | Feb. 28, 2022 |
Miami University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Adam
Sizemore Director of Sustainability Physical Facilities Department |
"---"
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:
The most recent campus-wide climate survey took place in 2018. The new Vice President for
Institutional Diversity and Inclusion was hired in July 2021 and is planning a climate survey for 2022. In preparation for the survey and to better align Miami with its core DEI commitments and goals for sustained DEI movement forward and culture change, current efforts include the restructuring of the Office for Institutional Diversity and Inclusion, and revised coordination with units and partners across campus to more fully embed and expand DEI commitments.
In June 2020, a Presidential DEI Taskforce composed of 75 faculty, staff, and students also
formed to discuss and identify DEI areas that needed to be addressed in the short and long-
term. The committee put forward 44 recommendations in August 2020 and immediately
launched an implementation group to start advancing the recommendations. The vast majority
(over 80%) of recommendations have been implemented, with many other areas currently being
addressed and implemented.
Additionally, during Fall 2021 a Student Health Survey was administered to approximately 4,000 students and the survey included several climate-related questions connected to DEI. The faculty and student research team in charge of the research study will be sharing their findings and analyses with the Office for Institutional Diversity and Inclusion. During Fall 2021, Miami has also contracted with the organization Diversity Abroad to undergo
an assessment and equity scorecard of Miami’s DEI initiatives as these connect to study abroad and Global Initiatives. Results are planned for Spring 2022.
Institutional Diversity and Inclusion was hired in July 2021 and is planning a climate survey for 2022. In preparation for the survey and to better align Miami with its core DEI commitments and goals for sustained DEI movement forward and culture change, current efforts include the restructuring of the Office for Institutional Diversity and Inclusion, and revised coordination with units and partners across campus to more fully embed and expand DEI commitments.
In June 2020, a Presidential DEI Taskforce composed of 75 faculty, staff, and students also
formed to discuss and identify DEI areas that needed to be addressed in the short and long-
term. The committee put forward 44 recommendations in August 2020 and immediately
launched an implementation group to start advancing the recommendations. The vast majority
(over 80%) of recommendations have been implemented, with many other areas currently being
addressed and implemented.
Additionally, during Fall 2021 a Student Health Survey was administered to approximately 4,000 students and the survey included several climate-related questions connected to DEI. The faculty and student research team in charge of the research study will be sharing their findings and analyses with the Office for Institutional Diversity and Inclusion. During Fall 2021, Miami has also contracted with the organization Diversity Abroad to undergo
an assessment and equity scorecard of Miami’s DEI initiatives as these connect to study abroad and Global Initiatives. Results are planned for Spring 2022.
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?:
Yes
Does the assessment process address employee outcomes related to diversity and equity?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
In June 2020, President Gregory Crawford created a task force that was charged with advancing diversity, equity, and inclusion (DEI) at Miami University. The charge included five pillars that served as focus areas for the task force that would also result in recommendations to the President and the President’s Executive Committee in September 2020. After approximately seven weeks of work, this report serves as the recommendation from the task force. Read the full charge to DEI Task Force here - https://www.miamioh.edu/diversity-inclusion/data-reports/dei-task-force-recommendations/charge/index.html
The overarching recommendations of the committee include envisioning a clear DEI model at Miami, being more accountable and transparent about DEI, creating sustaining DEI resources, and creating a pathway to implementing the model. To be sure, this report only puts forward recommendations that will be considered in more depth by future DEI transition teams.
President Crawford established a university-wide Diversity, Equity and Inclusion Task Force reporting to the President and charged to build specific action goals around a more inclusive, diverse, inviting, safe and welcoming climate through Dialogue and Allyship, Advocacy and Partnerships, Cultural Competency, Structural and Resource Support, and Inclusion and Accountability.
Well over 80% of the recommendations have now been implemented, across all 5 Pillars and we remain committed to addressing each of the recommendations.
To ensure transparency, the Office of Institutional Diversity and Inclusion is consulting with UCM to develop an easily accessible dashboard to show progress on the recommendations.
The overarching recommendations of the committee include envisioning a clear DEI model at Miami, being more accountable and transparent about DEI, creating sustaining DEI resources, and creating a pathway to implementing the model. To be sure, this report only puts forward recommendations that will be considered in more depth by future DEI transition teams.
President Crawford established a university-wide Diversity, Equity and Inclusion Task Force reporting to the President and charged to build specific action goals around a more inclusive, diverse, inviting, safe and welcoming climate through Dialogue and Allyship, Advocacy and Partnerships, Cultural Competency, Structural and Resource Support, and Inclusion and Accountability.
Well over 80% of the recommendations have now been implemented, across all 5 Pillars and we remain committed to addressing each of the recommendations.
To ensure transparency, the Office of Institutional Diversity and Inclusion is consulting with UCM to develop an easily accessible dashboard to show progress on the recommendations.
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:
Assessment results are presented online here - https://www.miamioh.edu/diversity-inclusion/data-reports/dei-task-force-recommendations/
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:
Optional Fields
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Contact Cristina Alcalde alcaldmc@miamioh.edu
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.