| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.16 |
| Liaison | Mike Versteege |
| Submission Date | June 24, 2020 |
| Executive Letter | Download |
University of Alberta
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Gerry
McCune Director, Organizational Development, Equity and Health Human Resource Services |
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:
To support the development of the University of Alberta Strategic Plan for Equity, Diversity, and Inclusivity (EDI), launched in early 2019, the university undertook an extended needs assessment and consultation process. The process included consultation with all major stakeholder groups (including faculty and staff associations, all faculties, student associations, and post-doctoral fellows), review of existing demographic and other institutional data, best practice review of comparator institutions, and review of university policies. In preceding years, the university engaged external consultants to conduct reviews of its human rights and disclosure functions.
Since the launch of the EDI Strategic Plan, the university has rolled out other major assessment activities, which include: implementation of a new workforce demographic census; a university-wide employee engagement survey; and an arm's-length focus group process on experiences of inclusion at the university.
The EDI Strategic Plan was developed through a collaborative process by a large diverse group of individuals representing all areas of the university:
- The university implemented a new workforce census in Fall of 2019, which provided an opportunity for all employees to self-identify. The census will be repeated approximately every three years, as well as being administered to new hires. Diversity data will be used to assess representation of equity-seeking groups and will inform strategic planning.
- A university-wide engagement survey was conducted in Fall 2019. EDI Focus groups were initiated by the Provost's office to assess needs of equity-seeking groups.
- A pay equity analysis for faculty members was conducted.
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 assessment process resulted in identification of needs and opportunities in various areas, including: review of university recruitment policies and procedures; enhancement of research and award adjudication processes; and improvements to training and education.
The university workforce census results will be used to set and monitor institutional targets for workforce diversity. Statistical reports on the composition of the university’s workforce assist with the recruitment process. The reports can be university-wide or tailored to the needs of each individual unit, department, or faculty. Only aggregate data are reported to ensure confidentiality.
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:
Assessment results are shared through a range of strategies, including: presentation to formal governance bodies and to academic leaders (Deans, Chairs); university town halls; annual reports on the implementation of the EDI Strategic Plan; and reporting on census results (university- and unit-level).
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:
Data source(s) and notes about the submission:
ADDITIONAL RESPONSIBLE PARTIES:
Logan Mardhani-Bayne
Strategic Development Manager
Office of the Provost and Vice-President (Academic)
Evelyn Hamdon
Advisor
Safe Disclosure & Human Rights
ADDITIONAL RESPONSIBLE PARTIES:
Logan Mardhani-Bayne
Strategic Development Manager
Office of the Provost and Vice-President (Academic)
Evelyn Hamdon
Advisor
Safe Disclosure & Human Rights
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.