Overall Rating Expired
Overall Score Expired
Liaison Rich Walker
Submission Date April 22, 2016
Executive Letter Download

STARS v2.0

Southern Illinois University Edwardsville
PA-5: Assessing Diversity and Equity

Status Score Responsible Party
Complete Expired Kevin Adkins
Sustainability Officer
Vice Chancellor for Administration
"---" indicates that no data was submitted for this field

Has the institution assessed diversity and equity in terms of campus climate?:
Yes

A brief description of the campus climate assessment(s) :

Objective 2: Collect and organize data to systematically and effectively assess
progress and to align/realign programs intended to enhance diversity.
Accurate data that is organized in ways that allow various questions to be
answered is essential to the success of this plan. The creation of these databases is
essential in order to mark progress over time in achieving greater diversity and inclusion.
A commitment must be made to provide funding for the necessary staff to collect and
maintain essential data. The beginning point is to use existing data to create a historical
record and then to continue to collect relevant data on an ongoing basis.
The Offices of Institutional Research and Institutional Compliance will:
 Collect the following data to document progress:
o Recruitment, retention and promotion rates of women and minority faculty
and administrators as contrasted with overall rates (MWD Report).
o Recruitment, retention and graduation rates of women and minority
students as contrasted with overall rates.
o Campus climate survey results.
 Biannually provide data of women, minority faculty and administrators to the
Diversity Council to assess for success and progress.
 Issue an annual status report beginning in spring 2014 documenting progress
made toward meeting the university's diversity goals using the above data.
Initiatives to increase diversity on campus have been successful, but SIUE strives
to improve. Current data reveal the following:
 SIUE’s enrollment surpassed 14,000 for the third straight year.
 SIUE enrolled its largest freshman class in Fall 2012 with 2,075 first-time
freshmen.
9 | We Are One University Diversity Plan
 The University enrolled 11,341 undergraduate students. There has been
steady progress in the numbers of minority students enrolled at the SIUE
campus. As of fall 2012, the percentage of women and minority students
enrolled was:
Women/Female – 53%
Black – 15%
American Indian/Alaskan Native – 2%
Asian/ Hawaiian Pacific Islander – 2.1%
Hispanic (Latino/a) – 4%
Two or More Races – 2.6%
 In fall 2012, there were 2,714 graduate and professional students, of which
60% were female and 15% were minority.
 The University employed 2,109 full-time employees in faculty,
administrative, professional, and civil service positions in fall 2012, of which
59% were female, 20% minority, including 13% African-American, 3% Asian
and 2% Hispanic.
 Women represented 50% of total full-time instructional faculty; women held
31% of professor positions, 43% of associate professor positions, and 56% of
assistant professor positions. All rates are close to or above their respective
national averages.
 African-Americans represented 6% of full-time faculty. This rate is slightly
higher than the national average; national data shows African-Americans
represented 5.3% of all full-time faculty at predominantly four-year White
institutions.
 Asian/Pacific Islanders make up 8% of full-time faculty.
 In fall 2012, minority groups represented 23% of the student population, ten
years ago in fall 2002 this percentage was 18%.
 In the fall 2012, minority groups represented 20% of all faculty and staff
employees, and this percentage has remained steady over the last 10 years,
although the total number of faculty and staff increased by 200. Minority
groups, however, continue to be underrepresented at the highest ranks on
university administration and faculty (e.g., Deans and Professors)
 In 2012, 15% of the faculty was members of ethnic minority groups. Of the
926 faculty, 4.8% (N=44) were Black, 0.1% (N=1) was American
Indian/Alaskan Native, 6.2% (N=58) were Asian, 0.3% (N=3) were Hawaiian
Pacific Islander, 2.8% (N=26) were Hispanic and 0.9% (N=9) were two or
more Races.
10 | We Are One University Diversity Plan
 The total of Black and American Indian/Alaskan Native faculty has remained
the same since 2002. Over the last ten years there have been increases in the
numbers of Asian and Hispanic faculty.
 The percentage of females among faculty and staff is 60%, and this has
remained relatively constant over the last 10 years. Females still remain
underrepresented in some disciplines (e.g., Science, Teaching, Engineering,
and Math) and in the highest ranks of faculty positions (e.g., Professors).
 Currently the Chancellor, and the Provost and Vice Chancellor for Academic
Affairs are both women which indicates that SIUE has made great strides in
senior academic leadership positions for women.
 Other women who hold key academic and administrative positions
University-wide include Senior Associate General Counsel, Associate
Provost for Institutional Diversity and Inclusion, three of eight Deans,
Director of Human Resources and Director of Police Services, to name a few.
 Disability Support Services (DSS) coordinates physical and academic support
services for SIUE students with disabilities. DSS serves over 300 students
during the year.
 School of Engineering minority student enrollment reached a record high of
86 students in fall 2012.


Has the institution assessed student diversity and educational equity?:
Yes

A brief description of the student diversity and educational equity assessment(s):

Initiatives to increase diversity on campus have been successful, but SIUE strives
to improve. Current data reveal the following:
 SIUE’s enrollment surpassed 14,000 for the third straight year.
 SIUE enrolled its largest freshman class in Fall 2012 with 2,075 first-time
freshmen.
9 | We Are One University Diversity Plan
 The University enrolled 11,341 undergraduate students. There has been
steady progress in the numbers of minority students enrolled at the SIUE
campus. As of fall 2012, the percentage of women and minority students
enrolled was:
Women/Female – 53%
Black – 15%
American Indian/Alaskan Native – 2%
Asian/ Hawaiian Pacific Islander – 2.1%
Hispanic (Latino/a) – 4%
Two or More Races – 2.6%
 In fall 2012, there were 2,714 graduate and professional students, of which
60% were female and 15% were minority.
 The University employed 2,109 full-time employees in faculty,
administrative, professional, and civil service positions in fall 2012, of which
59% were female, 20% minority, including 13% African-American, 3% Asian
and 2% Hispanic.
 Women represented 50% of total full-time instructional faculty; women held
31% of professor positions, 43% of associate professor positions, and 56% of
assistant professor positions. All rates are close to or above their respective
national averages.
 African-Americans represented 6% of full-time faculty. This rate is slightly
higher than the national average; national data shows African-Americans
represented 5.3% of all full-time faculty at predominantly four-year White
institutions.
 Asian/Pacific Islanders make up 8% of full-time faculty.
 In fall 2012, minority groups represented 23% of the student population, ten
years ago in fall 2002 this percentage was 18%.
 In the fall 2012, minority groups represented 20% of all faculty and staff
employees, and this percentage has remained steady over the last 10 years,
although the total number of faculty and staff increased by 200. Minority
groups, however, continue to be underrepresented at the highest ranks on
university administration and faculty (e.g., Deans and Professors)
 In 2012, 15% of the faculty was members of ethnic minority groups. Of the
926 faculty, 4.8% (N=44) were Black, 0.1% (N=1) was American
Indian/Alaskan Native, 6.2% (N=58) were Asian, 0.3% (N=3) were Hawaiian
Pacific Islander, 2.8% (N=26) were Hispanic and 0.9% (N=9) were two or
more Races.
10 | We Are One University Diversity Plan
 The total of Black and American Indian/Alaskan Native faculty has remained
the same since 2002. Over the last ten years there have been increases in the
numbers of Asian and Hispanic faculty.
 The percentage of females among faculty and staff is 60%, and this has
remained relatively constant over the last 10 years. Females still remain
underrepresented in some disciplines (e.g., Science, Teaching, Engineering,
and Math) and in the highest ranks of faculty positions (e.g., Professors).
 Currently the Chancellor, and the Provost and Vice Chancellor for Academic
Affairs are both women which indicates that SIUE has made great strides in
senior academic leadership positions for women.
 Other women who hold key academic and administrative positions
University-wide include Senior Associate General Counsel, Associate
Provost for Institutional Diversity and Inclusion, three of eight Deans,
Director of Human Resources and Director of Police Services, to name a few.
 Disability Support Services (DSS) coordinates physical and academic support
services for SIUE students with disabilities. DSS serves over 300 students
during the year.
 School of Engineering minority student enrollment reached a record high of
86 students in fall 2012.
The Offices of Institutional Research and Institutional Compliance will:
 Collect the following data to document progress:
o Recruitment, retention and promotion rates of women and minority faculty
and administrators as contrasted with overall rates (MWD Report).
o Recruitment, retention and graduation rates of women and minority
students as contrasted with overall rates.
o Campus climate survey results.
 Biannually provide data of women, minority faculty and administrators to the
Diversity Council to assess for success and progress.
 Issue an annual status report beginning in spring 2014 documenting progress
made toward meeting the university's diversity goals using the above data.


Has the institution assessed employee diversity and employment equity?:
Yes

A brief description of the employee diversity and employment equity assessment(s):

Initiatives to increase diversity on campus have been successful, but SIUE strives
to improve. Current data reveal the following:
 SIUE’s enrollment surpassed 14,000 for the third straight year.
 SIUE enrolled its largest freshman class in Fall 2012 with 2,075 first-time
freshmen.
9 | We Are One University Diversity Plan
 The University enrolled 11,341 undergraduate students. There has been
steady progress in the numbers of minority students enrolled at the SIUE
campus. As of fall 2012, the percentage of women and minority students
enrolled was:
Women/Female – 53%
Black – 15%
American Indian/Alaskan Native – 2%
Asian/ Hawaiian Pacific Islander – 2.1%
Hispanic (Latino/a) – 4%
Two or More Races – 2.6%
 In fall 2012, there were 2,714 graduate and professional students, of which
60% were female and 15% were minority.
 The University employed 2,109 full-time employees in faculty,
administrative, professional, and civil service positions in fall 2012, of which
59% were female, 20% minority, including 13% African-American, 3% Asian
and 2% Hispanic.
 Women represented 50% of total full-time instructional faculty; women held
31% of professor positions, 43% of associate professor positions, and 56% of
assistant professor positions. All rates are close to or above their respective
national averages.
 African-Americans represented 6% of full-time faculty. This rate is slightly
higher than the national average; national data shows African-Americans
represented 5.3% of all full-time faculty at predominantly four-year White
institutions.
 Asian/Pacific Islanders make up 8% of full-time faculty.
 In fall 2012, minority groups represented 23% of the student population, ten
years ago in fall 2002 this percentage was 18%.
 In the fall 2012, minority groups represented 20% of all faculty and staff
employees, and this percentage has remained steady over the last 10 years,
although the total number of faculty and staff increased by 200. Minority
groups, however, continue to be underrepresented at the highest ranks on
university administration and faculty (e.g., Deans and Professors)
 In 2012, 15% of the faculty was members of ethnic minority groups. Of the
926 faculty, 4.8% (N=44) were Black, 0.1% (N=1) was American
Indian/Alaskan Native, 6.2% (N=58) were Asian, 0.3% (N=3) were Hawaiian
Pacific Islander, 2.8% (N=26) were Hispanic and 0.9% (N=9) were two or
more Races.
10 | We Are One University Diversity Plan
 The total of Black and American Indian/Alaskan Native faculty has remained
the same since 2002. Over the last ten years there have been increases in the
numbers of Asian and Hispanic faculty.
 The percentage of females among faculty and staff is 60%, and this has
remained relatively constant over the last 10 years. Females still remain
underrepresented in some disciplines (e.g., Science, Teaching, Engineering,
and Math) and in the highest ranks of faculty positions (e.g., Professors).
 Currently the Chancellor, and the Provost and Vice Chancellor for Academic
Affairs are both women which indicates that SIUE has made great strides in
senior academic leadership positions for women.
 Other women who hold key academic and administrative positions
University-wide include Senior Associate General Counsel, Associate
Provost for Institutional Diversity and Inclusion, three of eight Deans,
Director of Human Resources and Director of Police Services, to name a few.
 Disability Support Services (DSS) coordinates physical and academic support
services for SIUE students with disabilities. DSS serves over 300 students
during the year.
 School of Engineering minority student enrollment reached a record high of
86 students in fall 2012.
The Offices of Institutional Research and Institutional Compliance will:
 Collect the following data to document progress:
o Recruitment, retention and promotion rates of women and minority faculty
and administrators as contrasted with overall rates (MWD Report).
o Recruitment, retention and graduation rates of women and minority
students as contrasted with overall rates.
o Campus climate survey results.
 Biannually provide data of women, minority faculty and administrators to the
Diversity Council to assess for success and progress.
 Issue an annual status report beginning in spring 2014 documenting progress
made toward meeting the university's diversity goals using the above data.


Has the institution assessed diversity and equity in terms of governance and public engagement?:
Yes

A brief description of the governance and public engagement assessment(s):

Strategic Action Plan
In order to achieve the goals of this plan, the following strategic action plan will
be undertaken. Each section of the plan focuses on one of the objectives and describes
specific actions for consideration. Many of the identified strategies may already be in
place, and these should be continued when proven successful.
The Plan is intended to supplement and complement activities that units
undertake in order to address specific issues and factors that might bear on their progress
and success. There will be costs associated with implementing this Plan, but success
must not depend solely on the availability of new money. Rather, the identified actions
need to be incorporated into existing operations and supported wherever possible. It is
recommended, however, that the Chancellor and Vice Chancellors designate some
amount of money each year to assist in the implementation of the suggested programs.
We encourage each Vice Chancellor to prioritize and decide which strategies might be
beneficial to advance their units so that units can see some early “victories”. The
objectives are as follows:
Objective 1: Create a supportive environment that is welcoming for all individuals.
 Develop a comprehensive communications and marketing plan to advance
diversity interests both internally and externally.
 Initiate proactive, ongoing media campaigns to support efforts to create a
welcoming campus climate.
 Develop new and review existing materials describing the university's diversity
and inclusion initiatives for dissemination both on and off campus.


The website URL where information about the assessment(s) is available:

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.