| Overall Rating | Gold |
|---|---|
| Overall Score | 68.36 |
| Liaison | Marianella Franklin |
| Submission Date | Jan. 10, 2023 |
University of Texas Rio Grande Valley
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Florence
Nocar Chief Equity and Diversity Officer Division of Institutional Equity |
"---"
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:
UTRGV, in parallel with efforts of other higher education institutions, UTRGV has launched and continued with our Transforming the World Climate survey, which is disseminated throughout our employee workforce and student body to assess attitudes on persona and professional experience of our employees and students at UTRGV. The climate survey encompasses a gamut of indicators relating to safety, diversity, equity, inclusion, campus environment, and other academic and operations subject matter.
https://www.utrgv.edu/strategicplan-2015/strategic-initiatives/campus-climate/results/index.htm
[Cultural Assessment - use climate survey as part of culture assessment ]
UTRGV, led through the Office of Institutional Equity and the Human Resource Compensation Team, completed an institutional compensation assessment, which is defined as a thorough review of every staff member’s education and experience (based on current job title) was conducted to ensure that staff members are making steady progress within their salary ranges. The goal is to advance staff compensation along with market changes and equity.
A similar market equity adjustment is done for UTRGV lecturers, professors of practice, and clinical faculty which were reviewed by a task force of faculty at each college. The broad range of disciplines, the varying markets, and the absence of a single data set like CUPA-HR made it necessary to do this analysis at the college level. Faculty members helped provide us with updated salary ranges for every college, which will impact over 61% of faculty.
https://www.utrgv.edu/strategicplan-2015/strategic-initiatives/campus-climate/results/index.htm
[Cultural Assessment - use climate survey as part of culture assessment ]
UTRGV, led through the Office of Institutional Equity and the Human Resource Compensation Team, completed an institutional compensation assessment, which is defined as a thorough review of every staff member’s education and experience (based on current job title) was conducted to ensure that staff members are making steady progress within their salary ranges. The goal is to advance staff compensation along with market changes and equity.
A similar market equity adjustment is done for UTRGV lecturers, professors of practice, and clinical faculty which were reviewed by a task force of faculty at each college. The broad range of disciplines, the varying markets, and the absence of a single data set like CUPA-HR made it necessary to do this analysis at the college level. Faculty members helped provide us with updated salary ranges for every college, which will impact over 61% of faculty.
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 UTRGV Changing the World Climate Survey has led to a complete institutional plan to lay the foundation of an innovative and inclusive campus system across the Rio Grande Valley.
https://www.utrgv.edu/strategic-plan/strategic-initiatives/campus-climate/index.htm
The results have led to prosperous action plans being developed in several division, which include the office of the President. the office for the Provost, Finance & Administration, Governmental & Community Relations, Health Affairs, Institutional Advancement, Research, Graduate Studies & New Program Development, Strategic Enrollment & Student Affairs, and Student Success, led by an institutional leadership steering committee.
https://www.utrgv.edu/strategicplan-2015/strategic-initiatives/campus-climate/results/index.htm
The 2021 assessment of pay across the institution have led to a revision of salary increases across the faculty and staff population at UTRGV (account for 2/3 of staff population and 2/3 of faculty), and are still being researched and updated. The market equity adjustment is an outstanding commitment to equity in compensation practices and significantly increased value in our diversity and equity institutional commitment.
These motives are led through an institutional intentional investment and precedents that have been established from the previous 2016 assessment of equity and diversity pay in Faculty.
Relaying to the 2016 study, The 349 female faculty had an average salary (mean) of $64,564 (SD $19,020), whereas the 535 male faculty had an average salary (mean) of $72,668 (SD $22,283). At the aggregate level, the relationship of gender and pay showed statistical significance, though subsequent analysis demonstrated that this effect was isolated to only certain titles and certain Colleges. Ad hoc analyses were completed to control for age, ethnicity, date of hire, campus of hire, and removal of exceptional faculty salaries. There was no change in significance levels when controlling for these variables.
The analysis highlights the importance of a comprehensive, long-term faculty compensation strategy. UTRGV has already begun to develop this approach. An updated market analysis will provide an understanding of how all faculty salaries relate to their relevant markets. Moreover, a faculty compensation philosophy will define the mechanisms and processes for maintaining competitive, equitable compensation going forward.
UTRGV president Guy Bailey wrote in a notice sent to faculty and staff in June (as reported by local newspaper, the Valley Native Star), “As a down payment on this commitment and assuming we meet our enrollment projections, next fiscal year we will allocate more than $3M in compression and equity adjustments and merit increases to faculty and staff.”
https://assets.documentcloud.org/documents/3006362/UTRGV-Gender-Survey.pdf
https://www.utrgv.edu/strategic-plan/strategic-initiatives/campus-climate/index.htm
The results have led to prosperous action plans being developed in several division, which include the office of the President. the office for the Provost, Finance & Administration, Governmental & Community Relations, Health Affairs, Institutional Advancement, Research, Graduate Studies & New Program Development, Strategic Enrollment & Student Affairs, and Student Success, led by an institutional leadership steering committee.
https://www.utrgv.edu/strategicplan-2015/strategic-initiatives/campus-climate/results/index.htm
The 2021 assessment of pay across the institution have led to a revision of salary increases across the faculty and staff population at UTRGV (account for 2/3 of staff population and 2/3 of faculty), and are still being researched and updated. The market equity adjustment is an outstanding commitment to equity in compensation practices and significantly increased value in our diversity and equity institutional commitment.
These motives are led through an institutional intentional investment and precedents that have been established from the previous 2016 assessment of equity and diversity pay in Faculty.
Relaying to the 2016 study, The 349 female faculty had an average salary (mean) of $64,564 (SD $19,020), whereas the 535 male faculty had an average salary (mean) of $72,668 (SD $22,283). At the aggregate level, the relationship of gender and pay showed statistical significance, though subsequent analysis demonstrated that this effect was isolated to only certain titles and certain Colleges. Ad hoc analyses were completed to control for age, ethnicity, date of hire, campus of hire, and removal of exceptional faculty salaries. There was no change in significance levels when controlling for these variables.
The analysis highlights the importance of a comprehensive, long-term faculty compensation strategy. UTRGV has already begun to develop this approach. An updated market analysis will provide an understanding of how all faculty salaries relate to their relevant markets. Moreover, a faculty compensation philosophy will define the mechanisms and processes for maintaining competitive, equitable compensation going forward.
UTRGV president Guy Bailey wrote in a notice sent to faculty and staff in June (as reported by local newspaper, the Valley Native Star), “As a down payment on this commitment and assuming we meet our enrollment projections, next fiscal year we will allocate more than $3M in compression and equity adjustments and merit increases to faculty and staff.”
https://assets.documentcloud.org/documents/3006362/UTRGV-Gender-Survey.pdf
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:
Relating to the Changing our World Climate Survey, the results are proudly shared through the Strategic Plan website, and are corresponded through email distribution, which include where we are at in the scope of the several phases of the project, updates to the climate survey action plans, and a space where students, staff, and faculty can share their opinions and recommendations to plans. UTRGV is proud of its transparency and empowerment of campus voice in the diversity and equity of our planning and administration.
Relating to the 2021 salary and equity adjustment, the message was originally brought up during a message from the president
https://www.utrgv.edu/president/about/messages/messages2021/2021-06-17/index.htm, during staff senate meetings, and concluded the results through email (attached).
Relaying to the 2016 assessment, The Huron Statistical Analysis of Gender Equity in Faculty Salaries at UTRGV is available to all members of the public in entirety via pdf. https://assets.documentcloud.org/documents/3006362/UTRGV-Gender-Survey.pdf
The Office of the President announced in a Message from the President that Huron and the Offices of Human Resources and Academic Affairs were in the final stages of a UTRGV salary study. Reads the message, "The results will include a determination of the competitive status of job titles in comparison to their applicable labor market and peer institutions, as well as a comparison within UTRGV based on internal and gender equity." Additionally, local newspaper The Monitor ran a story about UTRGV's financial situation, mentioning the Huron study underway (not found) as did local newspaper The Valley Morning Star (not found) Reports the Morning Star, "The survey, conducted by Chicago-based Huron Consulting Group, focused on whether gender had any impact in base salaries at UTRGV. On average, the survey found that men make a median salary of $67,464 while women make $59,253. Bailey said this is part of larger study into salaries across the university that is expected to be completed within the next few months, but the university specifically requested a study focusing solely on gender equity.
University officials plan to set aside $3 million from the next fiscal year’s budget, which starts in October, for salary adjustments and pay raises solely for faculty and staff, excluding administrators at the dean level and above. Student newspaper, the Rider, also ran a story featuring some of the Huron study's results (http://www.utrgvrider.com/faculty-salary-adjustments-in-progress/).
Relating to the 2021 salary and equity adjustment, the message was originally brought up during a message from the president
https://www.utrgv.edu/president/about/messages/messages2021/2021-06-17/index.htm, during staff senate meetings, and concluded the results through email (attached).
Relaying to the 2016 assessment, The Huron Statistical Analysis of Gender Equity in Faculty Salaries at UTRGV is available to all members of the public in entirety via pdf. https://assets.documentcloud.org/documents/3006362/UTRGV-Gender-Survey.pdf
The Office of the President announced in a Message from the President that Huron and the Offices of Human Resources and Academic Affairs were in the final stages of a UTRGV salary study. Reads the message, "The results will include a determination of the competitive status of job titles in comparison to their applicable labor market and peer institutions, as well as a comparison within UTRGV based on internal and gender equity." Additionally, local newspaper The Monitor ran a story about UTRGV's financial situation, mentioning the Huron study underway (not found) as did local newspaper The Valley Morning Star (not found) Reports the Morning Star, "The survey, conducted by Chicago-based Huron Consulting Group, focused on whether gender had any impact in base salaries at UTRGV. On average, the survey found that men make a median salary of $67,464 while women make $59,253. Bailey said this is part of larger study into salaries across the university that is expected to be completed within the next few months, but the university specifically requested a study focusing solely on gender equity.
University officials plan to set aside $3 million from the next fiscal year’s budget, which starts in October, for salary adjustments and pay raises solely for faculty and staff, excluding administrators at the dean level and above. Student newspaper, the Rider, also ran a story featuring some of the Huron study's results (http://www.utrgvrider.com/faculty-salary-adjustments-in-progress/).
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
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
The diversity and equity assessments conducted at UTRGV work towards the sustainable development goal of Gender Equality, Reduced Inequalities, and Decent Work and Economic Growth by closing the gender gap, reducing inequalities among diverse groups, and promoting employment and decent work for all.
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.