| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.19 |
| Liaison | Justin Mog |
| Submission Date | Feb. 13, 2016 |
| Executive Letter | Download |
University of Louisville
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Mordean
Taylor-Archer Vice Provost for Diversity and International Affairs Office of the Executive Vice President and University Provost |
Has the institution assessed diversity and equity in terms of campus climate?:
A brief description of the campus climate assessment(s) :
Biannual Campus Climate Surveys - on-line campus climate surveys are administered to the university community. Recent surveys for students focused on diversity and inclusion relative to student life and their experiences in the classroom. The employee survey includes questions provided by the Great Places to Work Committee, the Part-Time Faculty initiative, and the Commission on the Status of Women in addition to questions related to diversity and inclusion. The Vice Provost for Diversity and International Affairs, in collaboration with the chairs of the commissions, recommends interventions and advises the administration regarding changes to better serve the needs of students, faculty and staff. As a result, changes have been made to improve the campus culture, such as:
• Domestic partner benefits – the University of Louisville was the first state-supported university in Kentucky to adopt domestic partner benefits to qualifying adults.
• Gender- Neutral restrooms – several restrooms on campus were converted to gender-neutral restrooms in response to the need to be sensitive to members of the campus community who are gender non-conforming or transgender. In addition, gender-neutral restrooms will be a part of all new campus constructions.
• Cultural Center – a Cultural Center was developed to facilitate and enhance cultural programming and education to the campus community.
• Hispanic/Latino Initiative – an initiative designed to empower Hispanic/Latino(a)s to earn a college degree at the University of Louisville and create an environment in which they can enrich their lives and the community.
Commission on the Status of Women - In 1994, the Commission on the Status of Women (COSW) organized a report which presented the status of women in all employment categories and recommended changes to improve the climate for women and all UofL employees. In 2008-2009, COSW organized an update to the original 1994 report. The members of COSW analyzed and reviewed each of the objectives and recommendations to ascertain whether progress has been made towards outcomes for the identified goals. As part of the methodology for this review, the COSW conducted 10 focus groups and individual interviews with campus leaders. UofL policies, procedures, publications and programs were reviewed. Based on the findings, the Commission on the Status of Women made recommendations regarding representation, recruitment, retention, campus environment and integration of work and family life for women. The Provost has appointed the Vice Provost for Diversity to serve as the point person in addressing these recommendations. (http://louisville.edu/cosw/)
Commission on Diversity and Racial Equality (CODRE) - Working collaboratively with Institutional Research, CODRE’s Campus Environment Team completed a diversity study in 2014, summarized the data, and developed recommendations that were compiled and sent to the President and Provost. The recommendations were organized around a three-year strategy for implementation.
Campus Safety Survey - In January 2010, the PEACC program (Prevention, Education and Advocacy on Campus and in the Community), conducted a confidential online survey to a random sample of participants to assess campus violence experiences and perceptions at UofL. Survey results will provide important information to enable UofL to create programming and improve safety services to students, staff and faculty. (https://louisville.edu/peacc/)
Employee Resource Groups - The Black Faculty/Staff Association (BFSA) and Hispanic/Latino Faculty and Staff Association (HLFSA) conducted focus groups to assess the attitudes of employees related to compensation, access to information, and climate for staff. In collaboration with the Staff Senate, recommendations were shared with university administrators and changes were made to improve the campus environment for staff at the university.
In addition, the Vice Provost for Diversity and International Affairs hosts periodic meetings (formally and informally) with students, faculty and staff from under-represented groups to get their opinions and discuss issues or concerns related to diversity, inclusion and campus climate.
Most assessments are completed annually; surveys are administered every two years.
Has the institution assessed student diversity and educational equity?:
A brief description of the student diversity and educational equity assessment(s):
UofL assesses our Accessibility, Diversity & Equity via a variety of means:
- Diversity Assessment Plans (all units)
- Cost of Attendance Analysis
- Transfer Workout Group Analysis
- Campus Climate/Cultural Diversity Survey
Most assessments are completed annually; surveys are administered every two years.
Has the institution assessed employee diversity and employment equity?:
A brief description of the employee diversity and employment equity assessment(s):
UofL assesses our Accessibility, Diversity & Equity via a variety of means:
- Diversity Assessment Plans (all units)
- Kentucky Council on Postsecondary Education – Kentucky Equal Employment Opportunity Plan
- GI Jobs— Military Friendly Survey
- Analytic Support for Commission on the Status of Women
- Analytic Support for Commission on Diversity and Racial Equity
- Nursing Faculty Retention Survey
- Department Chair Reviews
- Decanal Reviews
- Campus Climate/Cultural Diversity Survey
- Faculty/Staff Exit Survey
Most assessments are completed annually; surveys are administered every two years.
Has the institution assessed diversity and equity in terms of governance and public engagement?:
A brief description of the governance and public engagement assessment(s):
UofL assesses our Accessibility, Diversity & Equity via a variety of means:
- Diversity Assessment Plans (all units)- Annually
- Kentucky Council on Postsecondary Education State-wide Diversity Planning Process
- GI Jobs— Military Friendly Survey
- Analytic Support for Commission on the Status of Women
- Analytic Support for Commission on Diversity and Racial Equity
- Nursing Faculty Retention Survey
- Department Chair Reviews
- Decanal Reviews
- Campus Climate/Cultural Diversity Survey (Biannual)
- Faculty/Staff Exit Survey
Most assessments are completed annually; surveys are administered every two years.
The website URL where information about the assessment(s) is available:
Data source(s) and notes about 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 or simply email your inquiry to stars@aashe.org.