| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 76.21 |
| Liaison | Lindsey Kalkbrenner |
| Submission Date | May 5, 2017 |
| Executive Letter | Download |
Santa Clara University
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Raymond
Plaza Director Office for Diversity and Inclusion |
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:
In Spring 2016, the President instituted a Blue Ribbon Commission to examine Diversity and Inclusion efforts on the campus. As part of this effort, the Commission participated with the Culturally Engaging Campus Environments (CECE Project). This group did a series of focus groups, interviews and provided a formal report and recommendations on this assessment of the campus climate.
The CECE project included focus groups with different constituent groups, campus wide forums, individual interview with different stakeholders and analysis of materials.
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?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
The findings are now a formal part of the Blue Ribbon Commission's report. The findings identify 37 points that fall into the following areas: Leadership; Strategic Planning & (Re)Structuring, Student Recruitment and Admissions; Campus Support Systems & Learning Opportunities; Faculty Recruitment and Hiring; Faculty and Staff Training & Development; and the Use of Data and Evidence. With the completion of the report, the President has asked that a formal Taskforce on Diversity and Inclusion be assembled with representatives from the faculty, staff and students to review the recommendations and to develop a formal plan for prioritization and implementation. The Task Force will provide a formal report in June 2017 so that it can then be provided to the Board of Trustees.
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:
During the annual State of the Campus address, held on February 15th, the President shared the major findings. A week later, on February 20th at a campus wide forum, the formal recommendations were shared and then on February 27th, the President shared the results with the Council on Inclusive Excellence.
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:
The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
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.