|Overall Rating||Silver - expired|
|Submission Date||July 29, 2016|
University of Alabama at Birmingham
PA-5: Assessing Diversity and Equity
|1.00 / 1.00||
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:
The long-tenured Vice President for Equity and Diversity for The University
of Alabama at Birmingham (UAB) announced his retirement effective in
2015. Prior to conducting a search for his replacement, Ray Watts, President
of UAB, wanted to take the proactive step of re-defining the role of the V.P. for
Equity and Diversity (diversity leader) for UAB. His vision for the position
(and the office) was that it incorporates current, best practices and innovative
activities associated with leading-edge diversity, equity and inclusion programs.Report deliverables included: Review of current UAB diversity and inclusion practices;Summary of input gathered from UAB’s key stakeholders on desired roles for the diversity leader; Benchmark report of trends and industry best practices for diversity leader in organizations similar to UAB;Draft diversity leader job description; and Written and oral presentation of the results of the study (including recommendations).
In 2015, the UA system prepared a comprehensive Minority Participation Report:
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 2 assessments have been used to search for and hire a new VP of Diversity, Equity, and Inclusivity, reorganize that program to increase effectiveness, and re-engage the campus and hospital with diversity as a core value within each unit.
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:
The results are publicly available online--see links above.
The hire of the new VP was announced concurrently with some organization changes and initiative announcements.
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:
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.