| Overall Rating | Silver |
|---|---|
| Overall Score | 54.61 |
| Liaison | Daniela Beall |
| Submission Date | March 3, 2022 |
University of Wisconsin-Green Bay
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 1.00 |
Patricia
Albers Senior Lecturer Cofrin School of Business |
"---"
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:
We track and assess progress on employee recruitment and retention initiatives as a part of our Affirmative Action (AA) Planning process. The AA Plan itself includes workforce information on recruitment, promotion, and turnover as well as adverse impact data.
Employee Compensation assessments based on protected characteristics have been conducted periodically upon leadership request.
Retention and graduation rates are tracked by cohort year by Ethnicity Citizenship.
The University of Wisconsin-Green Bay was selected among the top 40 institutions as a 2020 Best of the Best LGBTQ-Friendly listing of Colleges and Universities. In addition, UW-Green Bay was recognized as one of the best in the Midwest Region.
The Top 40 listing was awarded based on the final responses to the Campus Pride Index, a national benchmarking tool in which schools self-assesses LGBTQ-friendly policies, programs and practices
www.campusprideindex.org.
The Campus Pride Index is grounded in research on policy, program and practice and is conducted for and by LGBTQ experts in the field of higher education. Each campus updates its index annually and uses the Campus Pride bench marking tool to make improvements for LGBTQ life on campus. UWGB received a 5.0 rating on a 5.0 scale
Employee Compensation assessments based on protected characteristics have been conducted periodically upon leadership request.
Retention and graduation rates are tracked by cohort year by Ethnicity Citizenship.
The University of Wisconsin-Green Bay was selected among the top 40 institutions as a 2020 Best of the Best LGBTQ-Friendly listing of Colleges and Universities. In addition, UW-Green Bay was recognized as one of the best in the Midwest Region.
The Top 40 listing was awarded based on the final responses to the Campus Pride Index, a national benchmarking tool in which schools self-assesses LGBTQ-friendly policies, programs and practices
www.campusprideindex.org.
The Campus Pride Index is grounded in research on policy, program and practice and is conducted for and by LGBTQ experts in the field of higher education. Each campus updates its index annually and uses the Campus Pride bench marking tool to make improvements for LGBTQ life on campus. UWGB received a 5.0 rating on a 5.0 scale
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?:
No
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
Affirmative Action:
• Veterans Benchmark 5.7%, 2019-2020 Actual 3.9%
• Persons with Disabilities goal 7%, 2019-2020 Actual 2.32%
• Females placement 49.3% goal, 2018-2019 Actual 52.9%
• New Action-Oriented Programs:
The Office of Human Resources and Workforce Diversity has implemented a required implicit bias training program, has developed a list of interview questions related to candidate commitment to inclusivity and equity. A Veterans Plan of Action has been developed which includes a process for noncompetitive employment of veterans. Two new Employee Resource Groups were formed. We monitor where we are losing recruitment candidates who identify as underrepresented groups.
Compensation:
• Additional $75,000 of base funding this year to begin to address compensation on our campuses for faculty and staff (12/4/20). The Position Review Committee will also determine a long-term strategy for compensation adjustments that can be carried out as funding is available in the future and as we continue to grow. We will examine this annually and will continue to work hard to address compensation issues as funding allows.
Retention and graduation rates:
• Authentic Me program
• Monitored Academic Progress – undergraduates of diverse backgrounds partnered with advisor to ensure academic success
• Jump Start – 7 day program for first year students from multicultural backgrounds
• Peer Mentoring Program – first year students mentored by returning multicultural students
LGBTQ-friendly break-down by inclusion factors:
• Sexual Orientation Score 5 of 5
• Gender Identity/Expression Score 5 of 5
• LGBTQ Policy Inclusion 5 of 5LGBTQ Support & Institutional Commitment 5 of 5
• LGBTQ Academic Life 4.5 of 5
• LGBTQ Student Life 5 of 5
• LGBTQ Housing & Residence Life 5 of 5LGBTQ Campus Safety 5 of 5
• LGBTQ Counseling & Health 4 of 5
• LGBTQ Recruitment & Retention Efforts 5 of 5
These results were used within the last 3 years to initiate a Pride Leadership camp for youth, an increase in both internal and external LGBTQ+ and Trans 101 training, a LGBTQ+ Certificate program was developed and provided, an increase in gender inclusive bathrooms and gym changing facilities, and extensive SAFE Ally training both on campus and for community members.
• Veterans Benchmark 5.7%, 2019-2020 Actual 3.9%
• Persons with Disabilities goal 7%, 2019-2020 Actual 2.32%
• Females placement 49.3% goal, 2018-2019 Actual 52.9%
• New Action-Oriented Programs:
The Office of Human Resources and Workforce Diversity has implemented a required implicit bias training program, has developed a list of interview questions related to candidate commitment to inclusivity and equity. A Veterans Plan of Action has been developed which includes a process for noncompetitive employment of veterans. Two new Employee Resource Groups were formed. We monitor where we are losing recruitment candidates who identify as underrepresented groups.
Compensation:
• Additional $75,000 of base funding this year to begin to address compensation on our campuses for faculty and staff (12/4/20). The Position Review Committee will also determine a long-term strategy for compensation adjustments that can be carried out as funding is available in the future and as we continue to grow. We will examine this annually and will continue to work hard to address compensation issues as funding allows.
Retention and graduation rates:
• Authentic Me program
• Monitored Academic Progress – undergraduates of diverse backgrounds partnered with advisor to ensure academic success
• Jump Start – 7 day program for first year students from multicultural backgrounds
• Peer Mentoring Program – first year students mentored by returning multicultural students
LGBTQ-friendly break-down by inclusion factors:
• Sexual Orientation Score 5 of 5
• Gender Identity/Expression Score 5 of 5
• LGBTQ Policy Inclusion 5 of 5LGBTQ Support & Institutional Commitment 5 of 5
• LGBTQ Academic Life 4.5 of 5
• LGBTQ Student Life 5 of 5
• LGBTQ Housing & Residence Life 5 of 5LGBTQ Campus Safety 5 of 5
• LGBTQ Counseling & Health 4 of 5
• LGBTQ Recruitment & Retention Efforts 5 of 5
These results were used within the last 3 years to initiate a Pride Leadership camp for youth, an increase in both internal and external LGBTQ+ and Trans 101 training, a LGBTQ+ Certificate program was developed and provided, an increase in gender inclusive bathrooms and gym changing facilities, and extensive SAFE Ally training both on campus and for community members.
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:
Shared via our campus news site and on our website..
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:
Data source(s) and notes about the submission:
https://news.uwgb.edu/log-news/releases/10/16/uw-green-bay-named-top-40-best-of-the-best-lgbtq-friendly-colleges-universities-64-20/
https://www.uwgb.edu/academic-affairs-strategic-priorities/ See link on goals 1,2 & 5
https://www.uwgb.edu/mesa/ Go to MESA Services and Multicultural Academic Centers & Campus Resources/Multi-Ethnic Resources
https://www.uwgb.edu/pride-center/
https://blog.uwgb.edu/chancellor/2020/11/16/uw-green-bay-strategic-priorities/
https://www.uwgb.edu/human-resources/workforce-diversity
https://www.uwgb.edu/academic-affairs-strategic-priorities/ See link on goals 1,2 & 5
https://www.uwgb.edu/mesa/ Go to MESA Services and Multicultural Academic Centers & Campus Resources/Multi-Ethnic Resources
https://www.uwgb.edu/pride-center/
https://blog.uwgb.edu/chancellor/2020/11/16/uw-green-bay-strategic-priorities/
https://www.uwgb.edu/human-resources/workforce-diversity
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.