| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 67.77 |
| Liaison | Alex Roman Gonzalez |
| Submission Date | March 6, 2020 |
University of Cincinnati
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Erin
LeFever Asst Sustainability Coordinator Planning + Design + Construction |
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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:
On February 24th, 2020, UC launched a campus-wide UC Community Experience Survey--its first since 2014. The survey is part of ongoing implementation of UC's Strategic Plan, "Next Lives Here," and seeks to better understand how faculty, staff and students relate to each other and understand their perceptions on the working and learning environment at the university. The survey, launched February 24, 2020 and slated to run through March 13th, will assess belonging, agency, cultural competence, accountability, employee engagement and job satisfaction. Faculty, staff and students will be asked to underscore the most important problems that need to be addressed at the university. The results will help drive upcoming strategic university efforts by the pathways and individual units.which among other things focuses on Inclusive Excellence, Faculty Investment, and Staff Enrichment. The survey, which was reviewed by the IRB to ensure it aligns with all best practices for respecting anonymity, has been distributed widely to all students, staff and faculty, is designed to include measures that specifically focus on the following:
Belonging: The degree to which one feels supported, connected, valued and respected.
Agency: The ability to use one’s personal power to impact positive change.
Cultural Competence: The awareness, knowledge and skills to interact comfortably across difference.
Accountability: The obligation of individuals to acknowledge their behaviors, accept responsibility for them and correct them, if necessary. The expectation for managers and leaders to ensure those in their charge comport themselves accordingly.
The survey is designed to be done via email and/or the UC mobile app, and to take only 7-10 minutes.
Belonging: The degree to which one feels supported, connected, valued and respected.
Agency: The ability to use one’s personal power to impact positive change.
Cultural Competence: The awareness, knowledge and skills to interact comfortably across difference.
Accountability: The obligation of individuals to acknowledge their behaviors, accept responsibility for them and correct them, if necessary. The expectation for managers and leaders to ensure those in their charge comport themselves accordingly.
The survey is designed to be done via email and/or the UC mobile app, and to take only 7-10 minutes.
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 first wave of results will be shared at the Equity and Inclusion conference on April 1. These will be high-level, quantitative aggregate results for all students, faculty, and staff. Additional results and a qualitative evaluation will be posted on the Bearcats Landing intranet as soon as they are available. Pathway leaders also plan on presenting the results, and subsequent action plans, to constituent groups over the summer and fall semesters.
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 first wave of results will be shared at the Equity and Inclusion conference on April 1. These will be high-level, quantitative aggregate results for all students, faculty, and staff. Additional results and a qualitative evaluation will be posted on the Bearcats Landing intranet as soon as they are available. Pathway leaders also plan on presenting the results, and subsequent action plans, to constituent groups over the summer and fall semesters.
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.