| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 66.90 |
| Liaison | Jack Byrne |
| Submission Date | Jan. 31, 2011 |
| Executive Letter | Download |
Middlebury College
PAE-7: Measuring Campus Diversity Culture
| Status | Score | Responsible Party |
|---|---|---|
|
2.00 / 2.00 |
Shirley
Collado Dean of College and Chief Diversity Officer Dean of the College |
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indicates that no data was submitted for this field
None
Has the institution assessed attitudes about diversity and equity on campus in a way that meets the criteria for this credit?:
Yes
None
A brief description of the assessment(s):
To prepare the 2006 Human Relations Report on Diversity, an ad hoc Human Resources Committee (HRC) as well as the Student Government Association Diversity task force held focus groups and interviews with many groups on campus, including the InterVarsity Christian Fellowship, African American Alliance, the football team, Middlebury Open Queer Alliance, and many others. The HRC also held two open meetings to which all students, faculty, and staff were invited. The central topics of most of the focus groups, interviews, and open meetings were:
1. If Middlebury College had a healthy, dynamic, positive “climate of diversity,” how would we know? What would it look and feel like? What would count as evidence of a positive climate of diversity here?
2. In your experience, how or in what ways does the College appropriately support diversity now? Can you give concrete examples?
3. Where and how are we failing? What would count as improvements with respect to these failings?
None
Year the assessment was last administered:
2,006
None
A brief description of how the results of the assessment(s) are used in shaping policy, programs, and initiatives:
The HRC found that, in general, the climate of diversity on campus had improved since the 1999 HR Report on Diversity, but that there are still areas where it is lacking. In the 2006 report, the HRC makes 35 recommendations to the College to improve the climate of diversity on campus. These recommendations range from redefining the Office of Institutional Diversity to increasing the number of African-American, Native American, Asian American and Hispanic candidates who apply for faculty positions to developing a process that supports and encourages student organizations, departments, and the Centers on campus to discuss, plan, and promote diversity-related events. The final recommendation of the report is "Develop an implementation process for each recommendation in this report. Upon acceptance of this report, the President should identify the offices and administrators who are responsible for enacting the initiatives described above."
An implementation process was developed and approved in 2007. The DOC/CDO office oversees the process and tracks progress and updates.
None
The website URL where information about the assessment(s) is available:
Data source(s) and notes about the submission:
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