| Overall Rating | Gold |
|---|---|
| Overall Score | 72.36 |
| Liaison | Andrew D'Amico |
| Submission Date | Nov. 13, 2024 |
Princeton University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.88 / 1.00 |
Andrew
D'Amico Assistant Director Office of Sustainability |
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:
End Assessment.
- Faculty Survey 2022—Agree or Disagree: I would encourage a prospective employee who resembles me (in interests, background, etc.) to accept a position at Princeton.
- Academic Climate Surveys 2022-2023—Agree or Disagree: I would encourage a prospective
colleague or friend who resembles me (in interests, background, etc.) to work or study in the department - Staff Survey 2024—During the past 12 months, how frequently have you felt excluded from full participation due to: your race, ethnicity, nationality, religion, gender, gender identity or expression, sexual orientation, disability, age, political views or opinions?
- During the past 12 months, how frequently have you experienced any unwelcome comments, jokes, offensive remarks, or images directed at you based on: your race, ethnicity, nationality, religion, gender, gender identity or expression, sexual orientation, disability, age, political views or opinions?
- Your department supports and promotes Diversity & Inclusion and is supportive if I choose to participate in these efforts. Agree or disagree?
- An accommodation is a modification or provision made for an individual with a disability to provide access or enable them to perform the essential functions of a role. Agree or disagree?
- Undergraduate Survey 2022-2023—Would you encourage a high school senior who resembles
you when you were a high school senior (same background, ability, interests and temperament) to attend Princeton?
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?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Princeton's assessment findings offered many takeaways, including:
- The number of Princeton Faculty, Academic Professionals, and Staff disclosing disabilities rose from 1.1% to 4.7% from 2019 to 2023.
- The number of tenured/tenure track of four underrepresented racial/ethnic groups (Black/African-American; Hispanic/Latina/o/x; American Indian/Native American/Native Alaskan; Multi-Racial) rose from 7% to 10.5% between 2019 and 2023.
- The number of students registered with the Office of Disability Services rose from 345 to 1,203 from 2018-19 to 2022-23.
- 82% of Faculty strongly agree or agree with the statement: I would encourage a prospective employee who resembles me (in interests, background, etc.) to accept a position at Princeton.
Analysis of campus-wide and department-level surveys helps to inform DEI and Accessibility programming and initiatives at Princeton. This work helps us identify successes and gaps in the experiences of all campus populations, ask hard questions, and hold ourselves accountable. Data plays a critical role in identifying inequitable outcomes that may be built unintentionally into University systems, policies, and norms. Princeton uses demographic and climate data to evaluate demographic progress, monitor campus inclusivity, and surface continuing challenges and promising opportunities.
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:
High-level snapshots of data are shared with campus constituents through presentations, websites, and the DEI Annual Report.
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 (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Optional Fields
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.