| Overall Rating | Gold |
|---|---|
| Overall Score | 66.57 |
| Liaison | Rebecca Collins |
| Submission Date | Dec. 14, 2023 |
Temple University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.50 / 1.00 |
Caroline
Burkholder Senior Sustainability 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:
Great Colleges to Work For (GCTWFS) campus climate survey administered in spring 2022 collected information from faculty and staff regarding employee experience and satisfaction and allowed the institution to benchmark that data to guide strategic planning efforts.
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?:
No
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 findings were used to identify the values employees associate with Temple to determine what is important to them and what can be improved. The results and recommendations were summarized in the Future of Work Taskforce Report published in 2023.
Specifically concerning outcomes related to diversity and equity, following the analysis of the survey data, leadership recommended Temple craft a clear statement of the vision of the employment culture. They also recommended the administration create programming to support employee-identified values via promoting and advancing all forms of diversity at Temple by 1.) engaging with the Institutional Diversity unit to identify opportunities for programming and events that increase understanding and provide templates for a culture of inclusion and belonging; 2.) creating affinity groups, mentoring programs and enhance orientation opportunities
Specifically concerning outcomes related to diversity and equity, following the analysis of the survey data, leadership recommended Temple craft a clear statement of the vision of the employment culture. They also recommended the administration create programming to support employee-identified values via promoting and advancing all forms of diversity at Temple by 1.) engaging with the Institutional Diversity unit to identify opportunities for programming and events that increase understanding and provide templates for a culture of inclusion and belonging; 2.) creating affinity groups, mentoring programs and enhance orientation opportunities
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
No
A brief description of how the assessment results are shared with the campus community:
---
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
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:
Updated Fall 2023
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.