| Overall Rating | Gold |
|---|---|
| Overall Score | 65.09 |
| Liaison | Shane Stennes |
| Submission Date | Jan. 11, 2023 |
University of Minnesota, Twin Cities
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Shane
Stennes Director of Sustainability University Services |
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
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.
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?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
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.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
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?:
The diversity and equity assessment report or summary (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Notes on related efforts:
In 2020, the University adopted a Systemwide Strategic Plan, MPact 2025. The plan has 5 commitments. Commitment 4: Community and Belonging includes the following areas of strategic focus:
1. Recruit diverse students, faculty and staff
2. Reduce disparities among underrepresented groups
3. Climate survey
4. Job Satisfaction
5. Institutional history
Each area includes multiple measures and goals. More information available at https://president.umn.edu/progress-card and https://president.umn.edu/progress-report-representation-climate-and-partnership
In fall 2018, a Campus Climate Inventory was conducted to better understand what activities were underway in colleges and units that work to improve campus climate at the local level, which yielded results from 25 colleges, departments, and units. Second, a scan was conducted of college and unit websites to identify those which had some version of an equity, diversity, and inclusion committee and any related key initiatives.
Notes on related efforts:
In 2020, the University adopted a Systemwide Strategic Plan, MPact 2025. The plan has 5 commitments. Commitment 4: Community and Belonging includes the following areas of strategic focus:
1. Recruit diverse students, faculty and staff
2. Reduce disparities among underrepresented groups
3. Climate survey
4. Job Satisfaction
5. Institutional history
Each area includes multiple measures and goals. More information available at https://president.umn.edu/progress-card and https://president.umn.edu/progress-report-representation-climate-and-partnership
In fall 2018, a Campus Climate Inventory was conducted to better understand what activities were underway in colleges and units that work to improve campus climate at the local level, which yielded results from 25 colleges, departments, and units. Second, a scan was conducted of college and unit websites to identify those which had some version of an equity, diversity, and inclusion committee and any related key initiatives.
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.