| Overall Rating | Silver |
|---|---|
| Overall Score | 56.01 |
| Liaison | Suzanne Wood |
| Submission Date | Aug. 16, 2023 |
UMass Chan Medical School
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Kortni
Wroten Sustainability and Energy Manager Facilities |
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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 Diversity Engagemenbt Survey is administered every three years by the DIO, with the next survey opening on March 6, 2023. This survey is categorized into eight factors that connect engagement theory to inclusion and diversity constructs. The survey is descriptive, diagnostic and prescriptive, and points to strategic directions for change by identifying which engagement domains and inclusion factors to target for improvement. Since the survey was implemented at UMass Chan in 2011, the Medical School has steadily improved on its quantitative benchmarks in all but one inclusion factor.
Students at UMass Chan also do a DEI self-assessment, giving the institution a report card. This is done using the Diversity, Inclusion, Culture, and Equity (DICE) Inventory, which aims to help institutions conduct a comprehensive review of institutional policies, practices, procedures, and programs that impact the climate and culture around diversity, equity, and inclusion. The Inventory is supported by a user guide which includes case studies. The Inventory itself is comprised of an Excel document containing six color-coded survey sections containing 89 questions focusing on creating a more inclusive campus community that values and supports diversity.
Students at UMass Chan also do a DEI self-assessment, giving the institution a report card. This is done using the Diversity, Inclusion, Culture, and Equity (DICE) Inventory, which aims to help institutions conduct a comprehensive review of institutional policies, practices, procedures, and programs that impact the climate and culture around diversity, equity, and inclusion. The Inventory is supported by a user guide which includes case studies. The Inventory itself is comprised of an Excel document containing six color-coded survey sections containing 89 questions focusing on creating a more inclusive campus community that values and supports diversity.
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 Diversity Engagement Survey is used to help inform and shape policies and practices. It is also used to measure the progress of existing policies, initiatives, and actions that were articulated in IMPACT 2025 strategic plan diversity pillar and the departmental Diversity and Equity Action Plans, as well as to help identify new areas of focus.
From the most recent assessment findings (2020) the following initiatives, policies, and programs were implemented:
- Gender neutral bathrooms are available across our campus.
- Institutionalized diversity and inclusion training to enhance the cultural competency of our community as well as inclusive leadership training to enhance competency among those in supervisory and managerial positions.
- A restorative justice initiative to aid in trust and community building was started.
- A new position (assistant director of campus climate and culture) has been created to make the reporting process more accessible.
DIO has worked to develop comprehensive trainings to assist admission and search committees who are looking for diverse candidates. The summer program, Diversity for HIM, was created to help spark the interest of and recruit at the resident level.
- Identity-based affinity groups have been formed to increase the sense of belonging and build community amongst groups of diverse faculty, staff, learners and residents.
From the most recent assessment findings (2020) the following initiatives, policies, and programs were implemented:
- Gender neutral bathrooms are available across our campus.
- Institutionalized diversity and inclusion training to enhance the cultural competency of our community as well as inclusive leadership training to enhance competency among those in supervisory and managerial positions.
- A restorative justice initiative to aid in trust and community building was started.
- A new position (assistant director of campus climate and culture) has been created to make the reporting process more accessible.
DIO has worked to develop comprehensive trainings to assist admission and search committees who are looking for diverse candidates. The summer program, Diversity for HIM, was created to help spark the interest of and recruit at the resident level.
- Identity-based affinity groups have been formed to increase the sense of belonging and build community amongst groups of diverse faculty, staff, learners and residents.
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 assessment results are shared with the campus community on a website: https://www.umassmed.edu/dio/forms/diversity-engagment-survey/2020-des-dashboard/ and through a public forum during a diversity summit.
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
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.