| Overall Rating | Silver |
|---|---|
| Overall Score | 45.79 |
| Liaison | Larry Cook |
| Submission Date | Dec. 4, 2020 |
| Executive Letter | Download |
University of South Carolina
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Kareemah
Hosendove Coordinator Office of Diversity and Inclusion |
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:
Since 2016, the University has administered biennial campus climate surveys to evaluate our progress in addressing campus climate issues. This feedback has helped inform how well we are living up the values of our Carolinian Creed, a social honor code adopted in 1990, that discourages bigotry and discrimination of any kind and promotes inclusion and respect of all individuals. In 2016, the survey was sent out to undergraduate students on the Columbia campus. The 2018 survey was administered to all undergraduate students, graduate students, faculty and staff on the UofSC Columbia campus. Participation in these surveys is voluntary; responses are confidential (but not anonymous); and respondents are allowed to skip any questions that they are uncomfortable answering. A Likert-scale format is used to capture participants’ responses to questions relating to campus climate, inclusion, engagement, and achievement. The results, which are reported in aggregate so that no individual responses can be identified, are posted on the D&I webpage for purposes of transparency. Source: https://sc.edu/about/offices_and_divisions/diversity_and_inclusion/diversity_data/campus_climate_surveys/
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?:
Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:
Of the 5388 total respondents, 825 were faculty, 1478 were staff, 2134 were undergraduate students, and 951 were graduate students. A total of 4251 respondents completed the entire survey. A high-level overview of the results indicates that the majority of respondents embrace the values of the Carolinian Creed. Most believe that the University provides a welcoming environment regardless of background, though some feel that it is less welcoming of certain political views. Staff were ranked highest in demonstrating respect for others, and students were ranked lowest. All respondents reported having some interaction with people from diverse backgrounds, though staff appeared to have the most diverse interactions. Participants rarely witnessed or experienced negative comments on campus, though the negative comments that were witnessed largely reflected political views, race/ethnicity, and body image. All groups reported having some moderate level of stress, mostly relating to feelings of loneliness, isolation, or anxiety. Both graduate and undergraduate students expressed having had positive mentoring experiences. Faculty provided more mentoring than staff. And faculty reported minimal experience receiving mentoring. Finally, faculty expressed an overall level of job satisfaction, due largely to their salary, benefits, and opportunities to socialize across units. Student satisfaction was tied to the amount of ethnic/racial diversity on campus and the administration’s responsiveness to student concerns. The results of the survey were shared with members of CADO and other diversity leaders on campus and were instrumental in some of the decision-making that went into the revisions of the University’s Strategic Plan.
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:
They are posted on the University’s Diversity and Inclusion webpage.
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:
The website URL where the report or summary is publicly posted:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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.