Overall Rating Gold
Overall Score 70.85
Liaison Amy Butler
Submission Date Feb. 28, 2019
Executive Letter Download

STARS v2.1

Michigan State University
PA-5: Assessing Diversity and Equity

Status Score Responsible Party
Complete 1.00 / 1.00 Paulette Granberry-Russel
Director, Inclusion
Ofc. for Inclusion, Intercultural Initiatives
"---" 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:

"MSU has undertaken a comprehensive and multi-faceted assessment through the Office for Inclusion and Intercultural Initiatives and the Office for Civil Rights and Title IX Education and Compliance. The Office for Inclusion and Intercultural Initiatives produces an annual report on student and workforce diversity data, which can be found at the link below.
http://www.inclusion.msu.edu/about/annual-report/2016-17%20Diversity%20at%20MSU%20Student%20and%20Workforce%20Data%20Report_Accessible.pdf
Below is a brief description of each survey of the campus community, conducted as a response to relevant campus cultural concerns about sexual assault, as well as continuous evolving efforts on campus in regards to race, ethnicity, national origin, lanuage, age, disability, sexual orientation, and all other forms in person-to-person differentiation. The surveys described below assess the campus on its stance regarding such issues and the survey results are intended to lead MSU in a more inclusive and responsible direction.
Four campus-wide surveys/reports have been conducted in the last three years.
1. The first was a climate survey for students , published on September 21st, 2015, and was a survey on sexual assault and misconduct. This survey was conducted through a third party, Westat. The survey scorecard and content can be described as follows: Ten sections, A-J, including background (a), perceptions of risk (b), resources (c), harassment (d), stalking (e), sexual violent (g), sexual misconduct prevention training (h), [receptions of responses to reporting (i), and bystander behavior (j). There were a total of 63 questions, and additional survey questions were giving to respondents in a partnered relationship or were victimized. The survey was administered as a web survey.
2. A 2017-2018 joint-report was completed on Michigan State University’s policy on relationship violence and sexual misconduct. These reports included focus groups and focused discussions provided by members of the MSU community who voluntarily participated in group discussion sessions in the fall of 2017 and the winter of 2018. The executive summary of this report states the following: ""Although participants throughout the phase 1 and phase 2 reviews offered multiple viewpoints, as we reflect on the entirety of this review, there is one theme relating to MSU’s efforts to prevent and respond to sexual misconduct and gender discrimination that resounds from each segment of the MSU community: the MSU community must come together as a single, undivided unit, with a unified message regarding what MSU stands for and how it will live these values.""
3. MSU support staff participated in a work climate survey in June of 2018, conducted internally through the Office for Inclusion and Intercultural Initiatives. 7,000 members of support staff received the survey, and 40% responded. The survey contained the following sections:
Annual Performance Evaluation/Review
Job Advancement
Diversity, Inclusion, and Relationships
Leadership
Workplace Environment
Sexual Harassment and Sexual Misconduct
Beliefs and Attitudes About MSU
MSU's Culture of High Performance
Satisfaction at MSU
Recruitment and Hiring Process
4. The Office for Inclusion and Intercultural Initiatives holds MSU Dialogues, biweekly discussion groups on challenging topics and brainstorms for solutions. These dialogues survey all participants before and after their experience, which serves to assess those participant's experience in MSU dialogues and their level of learning throughout the process. Dialogues are open to faculty, staff, and students. A pre- and post- summary survey was given to facilitators and participants consisting of 45 questions. The focus groups were based upon a structured guide with goals built in: (1) Increasing personal
awareness about privilege and oppression; (2) Improving intergroup understanding and building relationships across difference; and (3) Exploring ways of working together and strengthen capacity to create social change.
All surveys taken were reviewed and analyzed and some groups sent out post-survey questions as well. All responses were recorded and the data analyzed to discover new and innovative ways MSU could, can, and will change in response to the surveys and the desires of the campus community as a whole. MSU hired new counselors on campus in 2018 as a response to community concerns, and is continuing to create a more robust and inclusive support network.


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?:
Yes

Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Yes

Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
Yes

A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:

"1. Based on the results of this and the 2017018 surveys, MSU created the Office for Civil Rights and Title IV in response. MSU Sexual misconduct policy was also updated in 2015 in response to this report. It was found that, of female survivors of non consensual penetration by physical force, 71.9% did not report the incident; the majority of responses stated that those victimized did not consider the incident serious enough to warrant a report. Other findings include:
13.2% of survey respondents stated they experience non consensual sexual contact involving physical force or incapacitation
Students with disabilities and those identifying as lesbian, gay, bisexual or transgender reported highest incidents or victimization rates among those who responded
79.8% and 71.9% of students are aware of the support and services offered at the Olin Student Health and MSU Counseling Centers, respectively
2. A freshman seminar course was recommended by many focus group participants after the 2017-18 reporting was concluded. During these meetings, a number of key themes were identified from the input we received related to MSU’s broader Title IX program:
MSU’s Title IX program has gone through a significant evolution in recent years and changes in this area have been positive and welcomed by the campus community; There is a broad sentiment among staff, faculty and the student groups involved in Title IX issues that MSU’s Office of Institutional Equity has been infused with a strong team of staff members and a new Title IX Coordinator who actively facilitate community input and participation in the development and improvement of the broader Title IX program; Although there have been substantial changes resulting in an improved Title IX policy and procedures, there is a concern from the faculty, staff and students that skepticism from previous years relating to MSU’s Title IX policies and procedures persists and continues to impact the campus community’s perception of MSU’s Title IX improvement efforts.
3. The work-climate survey done in 2018 for support staff highlighted several areas where MSU is doing well in its workplace climate. Responses positively reviewed work/life balance for employees, supervisor and employee peer respect, and awareness of sexual misconduct or harassment reporting procedures. Areas identified as in need of improvement based on the surveys include: ""establishing fair, clear, and consistently applied procedures for job advancement; engaging staff in the decision-making processes within their units; eliminating sexual misconduct and uncivil behavior; and enacting practices that effectively promote a culture of high performance."" These results are being considered and reviewed, and responses to them are shaped through the Office for Civil Rights and Title IV, as well as managerial and staffing changes.
4. MSU Dialogues provide a space for difficult discussions, and the participants' experiences are logged and assessed. All those involved (participants and facilitators) take a pre- and post-survey, and points from focus groups are also logged. The three main goals for the 2018 Spring MSU Dialogues were successfully met, and 80 individuals participated. There was a 99% level of different for participants between the pre- and post-surveys based on personal awareness, awareness of privilege, openness to learn about oppression, personally recognizing and challenging one's thinking, and belief of exposure to diversity. For more detailed information, please see attached. Moving forward, the Office for Inclusion and Intercultural Initiatives has added a half-time graduate student to the Dialogues leadership team, and two additional units on campus have partnered with the program. Further Dialogues curriculum is based upon feedback from previous sessions, and will be separated into graduate and undergraduate sessions. A new dialogue will be created in partnership wit the Center for Gender in a Global Context, and further partnerships with courses are planned. 


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:

"1. The student climate survey was published through the national survey website, Westat, and was published through Communications and Brand Strategy. The assessment was referenced in the annual diversify report for 2016-2017, and was covered through publications through the campus news MSU Today.
https://cabs.msu.edu/news/key-issues/
2. Phase I and II pf the policy report were published through the Office for Civil Rights and Title IV.
https://civilrights.msu.edu/_assets/documents/
3. Although the work climate survey was not published in its entirety, several key points and results were published through the Office of the Executive Vice President for Administrative Services.
http://adminsv.msu.edu/culture/index.html
4. The Office for Inclusion and Intercultural Initiatives published its results from MSU Dialogues on its main site.
http://www.inclusion.msu.edu/education/intercultural-dialogue1.html


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:
The website URL where the report or summary is publicly posted:
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The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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1. The student climate survey was published through the national survey website, Westat, and was published through Communications and Brand Strategy. The assessment was referenced in the annual diversify report for 2016-2017, and was covered through publications through the campus news MSU Today.
https://cabs.msu.edu/news/key-issues/
2. Phase I and II pf the policy report were published through the Office for Civil Rights and Title IV.
https://civilrights.msu.edu/_assets/documents/
3. The full report was not publicly published, but several key points and results were published through the Office of the Executive Vice President for Administrative Services.
http://adminsv.msu.edu/culture/index.html
4. The Office for Inclusion and Intercultural Initiatives published its results from MSU Dialogues on its main site.
http://www.inclusion.msu.edu/education/intercultural-dialogue1.html
Publications in MSU Today concurrent with report announcements can be found below:
msutoday.msu.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 and complete the Data Inquiry Form.