| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.36 |
| Liaison | Matthew Williams |
| Submission Date | Dec. 4, 2020 |
| Executive Letter | Download |
University of Florida
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Allison
Vitt Outreach & Communications Coordinator 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:
At his September 2015 State of the University Address, President Fuchs announced a university-wide faculty and staff climate survey. The UF Faculty and Staff Climate Survey was available for completion from October 27 through November 27 of 2015 and was designed to help determine how well the university fosters an overall sense of belonging for its faculty and staff while leveraging the uniqueness of the people who work here. Creating an inclusive climate allows all of us to do our best work and together shape a better UF.
The UF Faculty and Staff Climate Survey built on the work of the UF President’s Council on Diversity, the Faculty Senate, and a long list of other campus participants, and it was informed by comparable work done at peer institutions. Based on the results of this survey, action items will be identified to influence our workplace practices, interactions, and/or general environment.
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?:
Yes
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
No
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
The result of the Staff & Faculty Climate survey were relatively consistent with those found in higher education institutions across the country, according to Rankin & Associates Consulting. While 73% of respondents reported high levels of comfort with climate at UF, 24% of respondents reported experiencing exclusionary, intimidating, offensive, and/or hostile conduct. The analysis of the results completed by R&A Consulting indicated several opportunities for improvement in a variety of areas including addressing exclusionary conduct, increasing inclusion for all constituent groups, and addressing work-life and faculty work issues.
Following the survey, UF held a series of town halls and forums to share and discuss the results in order to begin identifying action items and next steps.
Based on the feedback received from these meetings, three focus areas were identified for action: inclusiveness, professional advancement and respect. Since then, the UF Faculty and Staff Climate Survey Working Group has led several efforts to move on action items and initiatives in these areas. These include the hiring of UF's first Chief Diversity Officer, launching "Thrive at UF", a professional development program for UF staff & faculty, and improving the onboarding processes through the New Faculty Orientation.
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:
A summary and analysis of the survey results are available publicly through a document created by Rankin & Associates Consulting. R&A consulting held town hall meetings to share the high level summaries of the findings.
UF sought feedback across campus through suggestion boxes, meetings and forums to inform action items and next steps.
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:
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The website URL where the 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.