| Overall Rating | Silver |
|---|---|
| Overall Score | 60.64 |
| Liaison | Amanda Kohn |
| Submission Date | Feb. 13, 2024 |
University of Minnesota, Crookston
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
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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:
In October 2021, with a focus on Commitment 4, Community & Belonging, the University of Minnesota’s (UMN) Office for Equity and Diversity (OED) launched an initiative to assess systemwide DEI efforts and their impact, identify challenges and opportunities, and determine the optimal structure for OED. Following a university Request for Proposal (RFP) process, Cambridge Hill Partners, Inc. (CHP), an organizational consulting firm specializing in diversity, was selected to work with Michael Goh, Ph. D., Vice President for Equity and Diversity at UMN, and OED staff on this initiative. CHP consultants conducted two rounds of interviews across all campuses, reviewed and mapped DEI initiatives to MPact 2025 goals, identified strengths and opportunities, and assessed OED’s organizational structure in the context of MPact 2025’s DEI goals.
In February 2023, the University of Minnesota system conducted its first systemwide diversity, equity, and inclusion campus climate survey to assess the experiences of faculty, staff, and students. This initiative was led by the Office for Equity and Diversity in partnership with the Office of the President and the Office of the Executive Vice President and Provost
In February 2023, the University of Minnesota system conducted its first systemwide diversity, equity, and inclusion campus climate survey to assess the experiences of faculty, staff, and students. This initiative was led by the Office for Equity and Diversity in partnership with the Office of the President and the Office of the Executive Vice President and Provost
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 report outlines four pathways to drive systemwide actions and advance MPact 2025 goals.
1. Develop a DEI strategic plan, guided by key insights and questions from the review.
2. Build coordination infrastructure to better connect and scale current initiatives, and to encourage ongoing collaboration.
3. Support faculty and staff retention and wellness through collaborative planning, implementation of best practices, and continued engagement and review of progress.
4. Reorganize the Office for Equity and Diversity to strengthen strategic thought leadership and increase capacity and consistency systemwide.
1. Develop a DEI strategic plan, guided by key insights and questions from the review.
2. Build coordination infrastructure to better connect and scale current initiatives, and to encourage ongoing collaboration.
3. Support faculty and staff retention and wellness through collaborative planning, implementation of best practices, and continued engagement and review of progress.
4. Reorganize the Office for Equity and Diversity to strengthen strategic thought leadership and increase capacity and consistency systemwide.
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:
Primary reports were generated at the system and campus levels to share results for faculty, students (undergraduate and graduate), and staff. Secondary reports will also be generated at the college level and administrative unit level. Reports will not be available at the department level. The results will be used to provide insights into how various groups experience the campus climate.The assessment is posted on the Office of Equity and Diversity (https://diversity.umn.edu/systemwide-diversity-equity-and-inclusion-report) website and was emailed to the University community in a message from the VP of OED.
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:
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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.