| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 40.09 |
| Liaison | Allison Jenks |
| Submission Date | March 5, 2021 |
New Mexico State University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Allison
Jenks Facilities Sustainability Manager Facilities and Services |
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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 Human Resource Services 2019 Employee Engagement Survey was conducted by the Institute for Organizational Excellence at The University of Texas at Austin. The Survey of Employee Engagement (SEE) specifically focused on the key drivers relative to the ability to engage employees towards successfully fulfilling the vision and mission of the organization.
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?:
No
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:
As a follow up to the Climate Survey and aligned with LEADS 2025 Goal 4: Build a Robust University System, we appointed a Climate Study Action Team (CSAT) during 2020 to begin addressing the issues of greatest concern. NMSU is now seeking volunteers to serve on the next iteration of this team, to be called the Climate Action Team (CAT). We seek members from across the system representing faculty and staff from NMSU colleges, community colleges, administrative units and groups including Faculty Senate, Employee Council and Diversity Council. Based on the recommendations of the CSAT, CAT will have the following charge:
1. Alight work with LEADS 2025, with focus on all four goals, and especially on Goal 2: Elevate Research and Creativity, with assistance from Luis Cifuentes, Vice President for Research and Dean of the Graduate School.
2. Develop a plan to build on our community and business partnerships, and to add benefits for employees.
3. Explore volunteer engagement with organizations that align with the NMSU mission, and make specific recommendations on how that might work, including impact, tracking, and time.
4. Continue to work on ideas to improve internal communications, with support from Marketing & Communications, and with special focus on enhancing Unidos, a new website developed by CSAT to motivate, celebrate, and educate the campus community.
5. Develop social justice statement with the new vice president of Equity, Inclusion & Diversity, when in place.
6. Discuss and create a recommendation on how to build trust within NMSU across all levels, including between leaders and employees and among people from different units and colleges.
7. Design leadership development opportunities for managerial and supervisory personnel at all levels.
1. Alight work with LEADS 2025, with focus on all four goals, and especially on Goal 2: Elevate Research and Creativity, with assistance from Luis Cifuentes, Vice President for Research and Dean of the Graduate School.
2. Develop a plan to build on our community and business partnerships, and to add benefits for employees.
3. Explore volunteer engagement with organizations that align with the NMSU mission, and make specific recommendations on how that might work, including impact, tracking, and time.
4. Continue to work on ideas to improve internal communications, with support from Marketing & Communications, and with special focus on enhancing Unidos, a new website developed by CSAT to motivate, celebrate, and educate the campus community.
5. Develop social justice statement with the new vice president of Equity, Inclusion & Diversity, when in place.
6. Discuss and create a recommendation on how to build trust within NMSU across all levels, including between leaders and employees and among people from different units and colleges.
7. Design leadership development opportunities for managerial and supervisory personnel at all levels.
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:
The results were e-mailed out to all employees along with several public presentations took place going over the results.
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:
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