| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 70.10 |
| Liaison | Francis Mitalo |
| Submission Date | March 5, 2021 |
University of California, Riverside
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Fortino
Morales Sustainability Officer 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:
In UCR's newest strategic plan, UCR will continue to follow what was drafted in "The Path to Preeminence Campus and Community Draft Report." Their efforts are in quantifying characteristics of a desirable climate which includes "a place where UCR is a beacon for diversity and global engagement of education." One of their charges is to consider issues related to diversity, such as if the climate on our campus welcoming, and can diverse views be exchanged in an atmosphere of civility and respect. This will be done through disaggregating campus demographic data to study smaller groups in greater detail; conducting educational campaign(s) to explain what campus diversity actually entails; expanding staff/student inclusion and diversity training; offering free/affordable English and Spanish language training classes to employees; and restore funds for diversity recruitment.
The UCR Campus Climate Assessment, concluded in 2014, called for the participation of students and employees. The survey evaluated participants’ comfort with the climate throughout the university. The questions were broken down to understand experiences with exclusionary conduct, unwanted sexual contact, and reasons for potentially leaving the university. The campus has used this assessment in order to launch a series of ongoing initiatives and programs to address issues that were brought to light.
https://diversity.ucr.edu/2014-campus-climate-survey#a_message_to_the_campus_from_chancellor_kim_a_wilcox
The Task Force on Campus Culture will convene regularly during the Summer and Fall of 2019. Initial recommendations will be developed and shared with campus stakeholders in Fall and Winter, with final recommendations due to senior leadership in December 2019. Background: As UCR grows in size, in reputation, and in diversity, there is a growing need for leaders from across the campus to articulate common norms and values that shape our expectations for life and work together. This broad goal to foster a thriving campus community is reinforced by our Principles of Community. To properly sustain these Principles of Community, there must be a network of accompanying policies, processes, and behaviors that create a safe and welcoming environment in which each person has the opportunity to grow and develop.
The Campus Culture Task Force will build on the work of recent departmental and campus-wide reviews, to gather data points on campus culture from a variety of sources (UCUES, faculty/staff surveys, forums, etc.) and develop a set of recommendations to campus leadership. The charge will include analyzing our formal policies, informal processes, and organizational behavior to address bullying, harassment, favoritism, and toxic work environments. Associate Vice Chancellor and Chief Diversity Officer Mariam Lam and Dean of the Bourns College of Engineering Christopher Lynch will co-chair the task force.
UCR’s Office of Diversity, Equity & Inclusion also includes many efforts that are aimed to improve diversity, equity and inclusion on campus.
Assessment of Faculty Cohort Diversity: Since 2015, the Office of the Provost has analyzed incoming cohort diversity for faculty searches and used that information to inform training sessions and as an assessment tool for recently enhanced search practices.
Faculty Search Committee Training: Held an interactive workshop with past search committee chairs to identify best practices for conducting equitable searches
Making Excellence Inclusive Graduate Student program: This is a ten-week training program for graduate students modeled on the staff MEI program that helps graduate students contribute to and navigate the academy in ways that are equitable and inclusive. As of 17-18, the program was extended to two quarters.
HELP Guidebook App: In 2017, UCR developed the Help Guidebook App based on the mandatory HELP site to assist students, faculty, and staff in navigating campus resources in response to a range of incidents.
Equity Advisors Pilot: In spring 2018, the Office of Diversity and Inclusion conducted a survey to determine how best to implement an Equity Advisors program in three pilot schools. Initial funding for the program will come from the Provost and the Diversity and Inclusion Strategic Workgroup is currently developing a selection process for the program. Equity advisors will be in place in four pilot schools for Fall 2018.
Staff Hiring Process designed to encourage equity: UCR is committed to open and competitive recruitment for all staff positions. (Chart outlining staff hiring process, staff recruitment guidelines, recruitment checklist) Waivers are infrequent and require approval by both the Director of Affirmative Action and the Chief Human Resources Officer to assess the impact on diversity. All job listings include a complete job description containing both required and preferred qualifications against which applicants are assessed. UCR averages 650 staff recruitments annually and utilizes carefully constructed recruitment plans that map out the strategy for attracting a broad and diverse pool of applicants, which includes women and underrepresented groups including veterans and individuals with disabilities.
Staff training for hiring committees: In order to minimize the potential for personal bias, search committees are required for all staff recruitments. All members of the search committee must have demonstrated an understanding of UC’s commitment to diversity by completing at least one from a list of six training courses on the topic (under “training”).
Equal Employment & Affirmative Action (EEAA) Review in Faculty and Staff Hiring Process: For all staff searches, EEAA must review and approve the short list of applicants to be interviewed prior to any interview being scheduled.
Rubric used in first round staff interviews: Rubrics are required for all first round staff interviews – a best practice for promoting equitable evaluation of candidates. When interviews take place, candidates’ qualifications are measured using standardized evaluation tools. To protect against disparate impact and unintentional discrimination, any pre-employment testing is conducted using validated tests from third party vendors.
Chancellor’s “Making Excellence Inclusive” staff training program: The Making Excellence Inclusive staff training program has trained more than 100 staff members since 2009 in techniques for making UCR more equitable and inclusive. The eight-month program culminates in a group project where staff members research an issue on campus and propose policy or process changes.
Talent Acquisition and Diversity Outreach department: In 2014, HR created a department of Talent Acquisition and Diversity Outreach to improve the quality and diversity of applicant pools and reduce time to fill vacant staff positions. The search for a Director focused on candidates with a strong track record of recruiting diverse applicants. All members of the department are responsible for regular participation in community agency groups and events supporting underrepresented minorities. All Talent Acquisition staff have completed extensive training in diversity and inclusion, most recently completing a six-part program on avoiding implicit bias. Staff primary activities are focused on outreach and sourcing to develop strong pools of diverse, well-qualified applicants.
Community Partnerships for staff hiring: Talent Acquisition staff partner with local agencies and community-based organizations that serve underrepresented minorities, veterans, and individuals with disabilities to expand the diversity of applicant pools. Partnership activities include sponsoring meetings and networking events, and conducting job preparation workshops for the organization’s job seekers. Talent Acquisition also participates in community job fairs to expand the diversity of applicant pools. Recent efforts have been particularly focused on outreach to veterans and individuals with disabilities.
Opportunities for staff training and development: UCR’s Human Resources Division manages comprehensive training programs designed to retain employees. In 2014 the Employee and Organizational Development department created a competency- based framework for staff development, with diversity and inclusion as one of the core competencies. Currently 9 instructor-led courses and 6 multi-course programs are designed to enhance staff understanding of diversity and inclusion. Additionally, staff have access to a host of online courses and programs addressing issues of diversity and inclusion. One recently launched UC-wide series is the UC Managing Implicit Bias - Online Training Series, a six-course series designed to increase awareness of implicit bias and reduce its impact at the University.
Staff supervisor training: Annually, EEAA participates in Supervisor Boot Camp to communicate UCR’s commitment to maintaining a workplace free from discrimination.
Annual EEAA impact analysis on barriers to equal employment: EEAA conducts annual impact analysis to identify if any barriers to equal employment exist in employment actions including hiring, promotions, tenure assessments and terminations. When necessary, EEAA meets with departments on an individual basis to address any barriers.
Staff Engagement Survey and Taskforce: A staff engagement survey was conducted in 2017 and the results were publicized throughout 2018. In the survey, 77% of staff at UCR indicated that they feel that management at the campus supports equal opportunity for all employees, of all differences, including, but not limited to, age, gender identify, ethnicity and disability status. 70% of employees indicated they feel that employees at UCR are treated with dignity and respect, regardless of their position or background.
The UCR Campus Climate Assessment, concluded in 2014, called for the participation of students and employees. The survey evaluated participants’ comfort with the climate throughout the university. The questions were broken down to understand experiences with exclusionary conduct, unwanted sexual contact, and reasons for potentially leaving the university. The campus has used this assessment in order to launch a series of ongoing initiatives and programs to address issues that were brought to light.
https://diversity.ucr.edu/2014-campus-climate-survey#a_message_to_the_campus_from_chancellor_kim_a_wilcox
The Task Force on Campus Culture will convene regularly during the Summer and Fall of 2019. Initial recommendations will be developed and shared with campus stakeholders in Fall and Winter, with final recommendations due to senior leadership in December 2019. Background: As UCR grows in size, in reputation, and in diversity, there is a growing need for leaders from across the campus to articulate common norms and values that shape our expectations for life and work together. This broad goal to foster a thriving campus community is reinforced by our Principles of Community. To properly sustain these Principles of Community, there must be a network of accompanying policies, processes, and behaviors that create a safe and welcoming environment in which each person has the opportunity to grow and develop.
The Campus Culture Task Force will build on the work of recent departmental and campus-wide reviews, to gather data points on campus culture from a variety of sources (UCUES, faculty/staff surveys, forums, etc.) and develop a set of recommendations to campus leadership. The charge will include analyzing our formal policies, informal processes, and organizational behavior to address bullying, harassment, favoritism, and toxic work environments. Associate Vice Chancellor and Chief Diversity Officer Mariam Lam and Dean of the Bourns College of Engineering Christopher Lynch will co-chair the task force.
UCR’s Office of Diversity, Equity & Inclusion also includes many efforts that are aimed to improve diversity, equity and inclusion on campus.
Assessment of Faculty Cohort Diversity: Since 2015, the Office of the Provost has analyzed incoming cohort diversity for faculty searches and used that information to inform training sessions and as an assessment tool for recently enhanced search practices.
Faculty Search Committee Training: Held an interactive workshop with past search committee chairs to identify best practices for conducting equitable searches
Making Excellence Inclusive Graduate Student program: This is a ten-week training program for graduate students modeled on the staff MEI program that helps graduate students contribute to and navigate the academy in ways that are equitable and inclusive. As of 17-18, the program was extended to two quarters.
HELP Guidebook App: In 2017, UCR developed the Help Guidebook App based on the mandatory HELP site to assist students, faculty, and staff in navigating campus resources in response to a range of incidents.
Equity Advisors Pilot: In spring 2018, the Office of Diversity and Inclusion conducted a survey to determine how best to implement an Equity Advisors program in three pilot schools. Initial funding for the program will come from the Provost and the Diversity and Inclusion Strategic Workgroup is currently developing a selection process for the program. Equity advisors will be in place in four pilot schools for Fall 2018.
Staff Hiring Process designed to encourage equity: UCR is committed to open and competitive recruitment for all staff positions. (Chart outlining staff hiring process, staff recruitment guidelines, recruitment checklist) Waivers are infrequent and require approval by both the Director of Affirmative Action and the Chief Human Resources Officer to assess the impact on diversity. All job listings include a complete job description containing both required and preferred qualifications against which applicants are assessed. UCR averages 650 staff recruitments annually and utilizes carefully constructed recruitment plans that map out the strategy for attracting a broad and diverse pool of applicants, which includes women and underrepresented groups including veterans and individuals with disabilities.
Staff training for hiring committees: In order to minimize the potential for personal bias, search committees are required for all staff recruitments. All members of the search committee must have demonstrated an understanding of UC’s commitment to diversity by completing at least one from a list of six training courses on the topic (under “training”).
Equal Employment & Affirmative Action (EEAA) Review in Faculty and Staff Hiring Process: For all staff searches, EEAA must review and approve the short list of applicants to be interviewed prior to any interview being scheduled.
Rubric used in first round staff interviews: Rubrics are required for all first round staff interviews – a best practice for promoting equitable evaluation of candidates. When interviews take place, candidates’ qualifications are measured using standardized evaluation tools. To protect against disparate impact and unintentional discrimination, any pre-employment testing is conducted using validated tests from third party vendors.
Chancellor’s “Making Excellence Inclusive” staff training program: The Making Excellence Inclusive staff training program has trained more than 100 staff members since 2009 in techniques for making UCR more equitable and inclusive. The eight-month program culminates in a group project where staff members research an issue on campus and propose policy or process changes.
Talent Acquisition and Diversity Outreach department: In 2014, HR created a department of Talent Acquisition and Diversity Outreach to improve the quality and diversity of applicant pools and reduce time to fill vacant staff positions. The search for a Director focused on candidates with a strong track record of recruiting diverse applicants. All members of the department are responsible for regular participation in community agency groups and events supporting underrepresented minorities. All Talent Acquisition staff have completed extensive training in diversity and inclusion, most recently completing a six-part program on avoiding implicit bias. Staff primary activities are focused on outreach and sourcing to develop strong pools of diverse, well-qualified applicants.
Community Partnerships for staff hiring: Talent Acquisition staff partner with local agencies and community-based organizations that serve underrepresented minorities, veterans, and individuals with disabilities to expand the diversity of applicant pools. Partnership activities include sponsoring meetings and networking events, and conducting job preparation workshops for the organization’s job seekers. Talent Acquisition also participates in community job fairs to expand the diversity of applicant pools. Recent efforts have been particularly focused on outreach to veterans and individuals with disabilities.
Opportunities for staff training and development: UCR’s Human Resources Division manages comprehensive training programs designed to retain employees. In 2014 the Employee and Organizational Development department created a competency- based framework for staff development, with diversity and inclusion as one of the core competencies. Currently 9 instructor-led courses and 6 multi-course programs are designed to enhance staff understanding of diversity and inclusion. Additionally, staff have access to a host of online courses and programs addressing issues of diversity and inclusion. One recently launched UC-wide series is the UC Managing Implicit Bias - Online Training Series, a six-course series designed to increase awareness of implicit bias and reduce its impact at the University.
Staff supervisor training: Annually, EEAA participates in Supervisor Boot Camp to communicate UCR’s commitment to maintaining a workplace free from discrimination.
Annual EEAA impact analysis on barriers to equal employment: EEAA conducts annual impact analysis to identify if any barriers to equal employment exist in employment actions including hiring, promotions, tenure assessments and terminations. When necessary, EEAA meets with departments on an individual basis to address any barriers.
Staff Engagement Survey and Taskforce: A staff engagement survey was conducted in 2017 and the results were publicized throughout 2018. In the survey, 77% of staff at UCR indicated that they feel that management at the campus supports equal opportunity for all employees, of all differences, including, but not limited to, age, gender identify, ethnicity and disability status. 70% of employees indicated they feel that employees at UCR are treated with dignity and respect, regardless of their position or background.
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 UCR Campus Climate Assessment found that UCR’s overall strengths and successes include the following:
73% of respondents were comfortable with the overall climate, and 75% with dept/work unit climate
The majority of students thought very positively about their academic experiences at UCR
75% of Undergraduates and 77% of Graduate/ Professional Students were comfortable with classroom climate
The majority of employees expressed positive attitudes about work-life issues at UCR
It found the following opportunities for improvement:
23% (n = 1,006) had personally experienced exclusionary conduct within the last year
19% (n = 857) believed that they had observed exclusionary conduct within the last year
30% (n = 1,342) of all respondents have seriously considered leaving UCR
3% (n = 117) believed they had experienced unwanted sexual contact while at UCR
The assessment was influential in the development of the Diversity, Equity & Inclusion (DEI) Climate Council, which now:
Promotes, supports and advocates for the vision and values around diversity, equity and inclusion at all levels of the University, including nurturing a culture of ethics and accountability.
Identifies barriers to achieving greater diversity, equal opportunity, and an inclusive environment at UC Riverside and provides recommendations on how to overcome those barriers.
Considers possible forms of address beyond investigation with regard to multiple types and levels of conduct inconsistent with an inclusive, respectful climate, including bias, racism, gender and sexual harassment, bullying, and other forms of discrimination and abuse of power.
Advocates for positive changes at structural/policy levels, as well as with individuals and small groups. This can include:
· Cultivating awareness of programs, policies and processes to increase diversity and ensure equal opportunity and inclusive culture
· Referring individuals and groups to the relevant offices on campus and/or collaborating with various resource offices to provide training and support
· Developing and disseminating metrics measuring our progress toward climate goals
Advises senior leaders on diversity, equity and inclusion goals, strategies, plans, and campus climate conditions.
Is comprised of students, faculty and staff from across academic colleges and administrative organizational divisions of UC Riverside.
https://diversity.ucr.edu/committees
The Communications and Policy Coordination Group (CPCG), the evolution of the Compliance and Climate Task Force, continues the work of inventorying, assessing, reformulating or updating campus policies across relevant units, covering everything from coordination of communications between units and varied forms of training across units. This group meets monthly, and is organized by the Office of Diversity and Inclusion. This group oversees policy implementations on all new mandated protocols.
https://diversity.ucr.edu/communications-policy-coordination-group
The UCR Office of Diversity, Equity & Inclusion has used findings from assessments to improve its efforts on campus.
Assessment of Faculty Cohort Diversity: Findings were used to inform and improve training sessions and as an assessment tool for recently enhanced search practices.
Faculty Search Committee Training: Revised curriculum for faculty search committee training. Revised curriculum for faculty search committee training to include an online portion, in-person review of the diversity statement, and provide a detailed handbook around best practices in the hiring process. All committee members are now required to attend (previously just chairs and AACLs). We have found some evidence that our approach is working: at least 22 percent of new hires over the last three years identify as underrepresented minorities, or nearly twice our recent historical average for incoming cohorts.
Analysis of Faculty Separations: At the request of UCR’s Committee on Diversity and Equal Opportunity (CODEO), The Offices of the Provost and Academic Personnel used COACHE data (described above) and conducted in-depth analysis on all the previous year’s faculty separations with careful attention to climate and race and gender issues. The resulting document was presented to CODEO and identified mentoring and faculty support programming as future steps to prevent separations.
Staff Engagement Survey and Taskforce: In the survey, 77% of staff at UCR indicated that they feel that management at the campus supports equal opportunity for all employees, of all differences, including, but not limited to, age, gender identify, ethnicity and disability status. 70% of employees indicated they feel that employees at UCR are treated with dignity and respect, regardless of their position or background. As a result of the survey, the Chancellor convened a Taskforce on Staff Engagement. The taskforce will review results from the 2017, 2015 and 2012 surveys as well as recent campus input from the January 2018 forum and from the 2017 “Campus Conversations.” Informed by these data, the taskforce will identify best practices, propose opportunities for improvements at UCR, and develop recommendations for campus actions to address issues raised by staff, with a goal of increasing staff engagement.
73% of respondents were comfortable with the overall climate, and 75% with dept/work unit climate
The majority of students thought very positively about their academic experiences at UCR
75% of Undergraduates and 77% of Graduate/ Professional Students were comfortable with classroom climate
The majority of employees expressed positive attitudes about work-life issues at UCR
It found the following opportunities for improvement:
23% (n = 1,006) had personally experienced exclusionary conduct within the last year
19% (n = 857) believed that they had observed exclusionary conduct within the last year
30% (n = 1,342) of all respondents have seriously considered leaving UCR
3% (n = 117) believed they had experienced unwanted sexual contact while at UCR
The assessment was influential in the development of the Diversity, Equity & Inclusion (DEI) Climate Council, which now:
Promotes, supports and advocates for the vision and values around diversity, equity and inclusion at all levels of the University, including nurturing a culture of ethics and accountability.
Identifies barriers to achieving greater diversity, equal opportunity, and an inclusive environment at UC Riverside and provides recommendations on how to overcome those barriers.
Considers possible forms of address beyond investigation with regard to multiple types and levels of conduct inconsistent with an inclusive, respectful climate, including bias, racism, gender and sexual harassment, bullying, and other forms of discrimination and abuse of power.
Advocates for positive changes at structural/policy levels, as well as with individuals and small groups. This can include:
· Cultivating awareness of programs, policies and processes to increase diversity and ensure equal opportunity and inclusive culture
· Referring individuals and groups to the relevant offices on campus and/or collaborating with various resource offices to provide training and support
· Developing and disseminating metrics measuring our progress toward climate goals
Advises senior leaders on diversity, equity and inclusion goals, strategies, plans, and campus climate conditions.
Is comprised of students, faculty and staff from across academic colleges and administrative organizational divisions of UC Riverside.
https://diversity.ucr.edu/committees
The Communications and Policy Coordination Group (CPCG), the evolution of the Compliance and Climate Task Force, continues the work of inventorying, assessing, reformulating or updating campus policies across relevant units, covering everything from coordination of communications between units and varied forms of training across units. This group meets monthly, and is organized by the Office of Diversity and Inclusion. This group oversees policy implementations on all new mandated protocols.
https://diversity.ucr.edu/communications-policy-coordination-group
The UCR Office of Diversity, Equity & Inclusion has used findings from assessments to improve its efforts on campus.
Assessment of Faculty Cohort Diversity: Findings were used to inform and improve training sessions and as an assessment tool for recently enhanced search practices.
Faculty Search Committee Training: Revised curriculum for faculty search committee training. Revised curriculum for faculty search committee training to include an online portion, in-person review of the diversity statement, and provide a detailed handbook around best practices in the hiring process. All committee members are now required to attend (previously just chairs and AACLs). We have found some evidence that our approach is working: at least 22 percent of new hires over the last three years identify as underrepresented minorities, or nearly twice our recent historical average for incoming cohorts.
Analysis of Faculty Separations: At the request of UCR’s Committee on Diversity and Equal Opportunity (CODEO), The Offices of the Provost and Academic Personnel used COACHE data (described above) and conducted in-depth analysis on all the previous year’s faculty separations with careful attention to climate and race and gender issues. The resulting document was presented to CODEO and identified mentoring and faculty support programming as future steps to prevent separations.
Staff Engagement Survey and Taskforce: In the survey, 77% of staff at UCR indicated that they feel that management at the campus supports equal opportunity for all employees, of all differences, including, but not limited to, age, gender identify, ethnicity and disability status. 70% of employees indicated they feel that employees at UCR are treated with dignity and respect, regardless of their position or background. As a result of the survey, the Chancellor convened a Taskforce on Staff Engagement. The taskforce will review results from the 2017, 2015 and 2012 surveys as well as recent campus input from the January 2018 forum and from the 2017 “Campus Conversations.” Informed by these data, the taskforce will identify best practices, propose opportunities for improvements at UCR, and develop recommendations for campus actions to address issues raised by staff, with a goal of increasing staff engagement.
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:
UCR’s Strategic Plan, as well as its updates, are made available to the public on the university’s website.
https://strategicplan.ucr.edu/sites/g/files/rcwecm2701/files/2019-03/ucr_2020_-_final.pdf
https://strategicplan.ucr.edu/resources
The efforts made by the Office of Diversity, Equity &Inclusion are made available to the public on the university’s website.
https://diversity.ucr.edu/history-ucr-diversity-efforts#chancellors_advisory_committees_
https://strategicplan.ucr.edu/sites/g/files/rcwecm2701/files/2019-03/ucr_2020_-_final.pdf
https://strategicplan.ucr.edu/resources
The efforts made by the Office of Diversity, Equity &Inclusion are made available to the public on the university’s website.
https://diversity.ucr.edu/history-ucr-diversity-efforts#chancellors_advisory_committees_
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):
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:
Credit prepared by Michelle Baron and Chelsea Lee.
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.