|Overall Rating||Silver - expired|
|Submission Date||July 29, 2013|
Rochester Institute of Technology
PAE-7: Measuring Campus Diversity Culture
|2.00 / 2.00||
Senior Sustainability Advisor to the President
Office of the President
Has the institution assessed attitudes about diversity and equity on campus in a way that meets the criteria for this credit?:
A brief description of the assessment(s):
The 2009 RIT Climate Study Employee Satisfaction Survey was administered as follow-up to the 2003 Survey to assess current perceptions of the campus climate relative to diversity and inclusion from RIT faculty and staff. This internally developed survey was administered via Clipboard and included five sections related to RIT policies and practices, climate (beliefs), work climate, behaviors and attitudes, and communication negative to certain groups of people. Questions consisted of various scaled statements and one open-ended question. There were 834 survey respondents representing approximately 27% of the 3,106 faculty and staff. While the 2003 survey was more comprehensive, there were common indicators in both surveys that allowed for the examination of how faculty and staff see our campus climate relative to responses from 2003.
Findings indicated there is majority support across all groups for RIT’s policies and practices regarding diversity and inclusion. Over 80% describe the work environment as supportive of people of different races and ethnicities. Nearly 90% of respondents agree RIT is an institution which actively promotes diversity. There was widespread support from all populations across the campus that diversity at RIT is important and should be actively promoted. Additionally, most (72.3%) of the respondents agreed RIT has a strong commitment to improving campus life for all employees. However less than 50% agreed that RIT has a strong commitment to improving campus life for members of the gay, lesbian, bisexual and transgendered (GLBT) employee population. These findings from the current survey are similar to the sentiment and perceptions found in the previous survey. Of equal importance though, in the 2003 findings there was perceived concern that RIT was not as welcoming and supportive an environment for constituents from the gay, lesbian, bisexual and transgendered communities. 2009 findings also indicate that more could be done to improve the campus environment for the GLBT community.
Year the assessment was last administered:
A brief description of how the results of the assessment(s) are used in shaping policy, programs, and initiatives:
In response, the Office for Diversity and Inclusion and RIT President, Dr. William Destler, formed an eleven-member GLBT Task Force to conduct further research, benchmarking, and an examination of best practices regarding GLBT employment practices. Recommendations including results from externally facilitated focus groups will be completed and forwarded to Dr. Destler in the spring of 2012.
The Office for Diversity and Inclusion and the Division of Finance and Administration’s Human Resources Department is preparing for the launch of RIT’s 2012 Faculty and Staff Engagement and Climate Survey on April 16, 2012. Avatar HR Solutions, Inc. has been retained as an outside consultant to externally administer, analyze and report results in the fall of 2012.
The website URL where information about the assessment(s) is available:
A complete summary of results are password protected for members of the university community on President Destler’s website that is provided.
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.