| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 66.30 |
| Liaison | Andrea Trimble |
| Submission Date | March 1, 2018 |
| Executive Letter | Download |
University of Virginia
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Kristin
Morgan Director, University & Community Relations and Development Office of the Vice President and Chief Officer for Diversity and Equity |
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:
At the request of the President of the University of Virginia (UVA), the Office of the Vice President and Chief Officer for Diversity and Equity completed the Diversity Recommendation Index which serves as a historical record of progress made pertaining to diversity, equity, and inclusion at UVA over the past several decades. A list of more than two hundred recommendations were compiled along with “actions taken” into a database. Overall, the index serves as a central reference for future planning around diversity, equity, and inclusion related goals and strategies. Many of the
University’s accomplishments related to diversity, equity, and inclusion stemmed from the recommendations outlined in the President’s Commission on Diversity and Equity report published in 2004. Furthermore, many entities, such as community
members, students, faculty, and staff, contributed to the University’s progress. In more recent years, accomplishments include the creation of UVA’s commitment to diversity statement, the implementation of the Diversity Data Dashboard, the establishment of the President’s Commission on Slavery and the University, and the improvement of hiring practices. It is clear the University has progressed in many areas, yet still faces significant and ongoing challenges. Although the overall percentage of minority undergraduate students and faculty has increased in recent years, ongoing efforts are needed to increase the number of underrepresented undergraduate and graduate students, faculty, and staff. This narrative provides a summary highlighting significant actions taken as well as the challenges of cultivating a more diverse, equitable, and inclusive environment for learning and working. For full PDF:
The Provost requested each school to compose a diversity plan to improve diversity, equity and inclusion in each school at UVA. The plans contains metrics and benchmarks and will be used to evaluate the Deans' and their schools' progress related to diversity and equity. The Deans will update the Provost on progress on an annual basis and the plans will be made public after final review.
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:
See the Diversity Recommendation Index findings: http://vpdiversity.virginia.edu/sites/vpdiversity.virginia.edu/files/Diversity%20Recommendation%20Index_8_14_17.pdf
Regarding the schools' diversity plans, the first updates will be submitted Spring 2018.
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 DRI is publicly available on the Office for Diversity & Equity website and printed copies will be disseminated. The schools' diversity plans will be made public on their websites.
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.