| Overall Rating | Platinum |
|---|---|
| Overall Score | 85.88 |
| Liaison | Sam Lubow |
| Submission Date | March 3, 2022 |
Stanford University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Melissa
Maigler Sustainability Analytics Manager Office of Sustainability |
"---"
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 President and Provost have declared that increasing the diversity of students, staff, and faculty at Stanford University is of critical importance. A diverse and inclusive community offers different perspectives, experiences and cultures that enrich the educational experience. Stanford's Inclusion, Diversity, Equity, and Access in a Learning Environment (IDEAL) initiative ensures that diversity is represented across the academic enterprise—from the makeup of our faculty and student body, to the way we educate our students and carry out research.
In May 2021, as part of the IDEAL initiative, Stanford administered a diversity, equity and inclusion (DEI) survey to students, postdoctoral scholars, faculty, and staff. Designed by Stanford’s Office of Institutional Research and Decision Support, the survey was based on a year-long process that included extensive community feedback and review of existing survey research. To provide oversight of the design process, the Provost appointed a survey advisory committee composed of individuals with research and/or substantive experience in DEI and survey fields. Committee members representing students and postdocs were chosen by the ASSU Nominations Commission and the SURPAS postdoc association.
Additionally, Stanford launched IDEAL dashboards in 2019 that reveal sex and race/ethnicity metrics for the campus community. The goal of publishing these dashboards is so Stanford can be transparent about the composition of the campus community and to help it monitor its progress toward advancing diversity, equity and inclusion at the university. Nuanced student, faculty, and staff dashboards were later released in February 2021, which represent the composition of the Stanford community in much greater detail. The data are scheduled to be updated every year at the end of fall quarter.
In May 2021, as part of the IDEAL initiative, Stanford administered a diversity, equity and inclusion (DEI) survey to students, postdoctoral scholars, faculty, and staff. Designed by Stanford’s Office of Institutional Research and Decision Support, the survey was based on a year-long process that included extensive community feedback and review of existing survey research. To provide oversight of the design process, the Provost appointed a survey advisory committee composed of individuals with research and/or substantive experience in DEI and survey fields. Committee members representing students and postdocs were chosen by the ASSU Nominations Commission and the SURPAS postdoc association.
Additionally, Stanford launched IDEAL dashboards in 2019 that reveal sex and race/ethnicity metrics for the campus community. The goal of publishing these dashboards is so Stanford can be transparent about the composition of the campus community and to help it monitor its progress toward advancing diversity, equity and inclusion at the university. Nuanced student, faculty, and staff dashboards were later released in February 2021, which represent the composition of the Stanford community in much greater detail. The data are scheduled to be updated every year at the end of fall quarter.
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?:
Yes
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:
The overall survey response rate was 36%, with 14,907 survey respondents out of the 41,048 current Stanford affiliates invited to take the survey. Response rates among staff (44%) and faculty (38%) were slightly higher than for students and postdocs (29-31%). The response rate was higher for females (44%) than males (29%).
Four significant findings from the survey responses were:
• Sixty-three percent of Black respondents indicated at least one experience with microaggression
• Of the 1,313 staff who said they experienced verbal harassing behaviors, 41 percent indicated their boss or supervisor was the perpetrator and 26 percent indicated a faculty member was the perpetrator
• Nearly half of survey respondents who identified as trans reported experiencing harassing behaviors
• Nearly half of undergraduates who identified as having a disability reported experiencing at least one discriminatory behavior
Since publishing the IDEAL Diversity Dashboards, Stanford has consistently heard a strong desire from the university community for more detailed information about demographics and identities of community members. For example, community members have asked Stanford for more complete and disaggregated data for racial and ethnic groups. Racial and ethnic identity questions on the IDEAL survey were designed to capture more information than has historically been available. For example, the survey presented choices for respondents to choose one or more racial or ethnic identities and also allowed respondents to write in further details about their identities, in addition to asking for information about their country of origin, religious identity, and more. The current dashboards include eight broad race and ethnicity groups: American Indian/Alaska Native, Black/African American, Latino/Hispanic, Native Hawaiian/Pacific Islander, Asian, White, two or more, and unknown/Decline to State.
Stanford is committed to using the results of this survey to inform its work going forward. Stanford's leadership will soon be asking the community to help it take the next steps: to find solutions either by refining or enhancing efforts already under way, or by developing all new approaches. Before taking this step Stanford will complete its analysis of the many open-ended comments that were gathered from the survey. Stanford will also schedule a series of focus groups and community forums and conduct some additional online information gathering.
Four significant findings from the survey responses were:
• Sixty-three percent of Black respondents indicated at least one experience with microaggression
• Of the 1,313 staff who said they experienced verbal harassing behaviors, 41 percent indicated their boss or supervisor was the perpetrator and 26 percent indicated a faculty member was the perpetrator
• Nearly half of survey respondents who identified as trans reported experiencing harassing behaviors
• Nearly half of undergraduates who identified as having a disability reported experiencing at least one discriminatory behavior
Since publishing the IDEAL Diversity Dashboards, Stanford has consistently heard a strong desire from the university community for more detailed information about demographics and identities of community members. For example, community members have asked Stanford for more complete and disaggregated data for racial and ethnic groups. Racial and ethnic identity questions on the IDEAL survey were designed to capture more information than has historically been available. For example, the survey presented choices for respondents to choose one or more racial or ethnic identities and also allowed respondents to write in further details about their identities, in addition to asking for information about their country of origin, religious identity, and more. The current dashboards include eight broad race and ethnicity groups: American Indian/Alaska Native, Black/African American, Latino/Hispanic, Native Hawaiian/Pacific Islander, Asian, White, two or more, and unknown/Decline to State.
Stanford is committed to using the results of this survey to inform its work going forward. Stanford's leadership will soon be asking the community to help it take the next steps: to find solutions either by refining or enhancing efforts already under way, or by developing all new approaches. Before taking this step Stanford will complete its analysis of the many open-ended comments that were gathered from the survey. Stanford will also schedule a series of focus groups and community forums and conduct some additional online information gathering.
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 of the survey were announced to the campus community by the President and Provost and shared online with the campus community in narrative and graphed format here: https://idealdeisurvey.stanford.edu/explore-results/narrative-summary
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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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.