Overall Rating Silver
Overall Score 51.72
Liaison Alex Frank
Submission Date Aug. 1, 2019
Executive Letter Download

STARS v2.1

University of Wisconsin-Madison
PA-5: Assessing Diversity and Equity

Status Score Responsible Party
Complete 1.00 / 1.00 Alex Frank
Sustainability Analyst
Office of Sustainability
"---" 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:

There are multiple assessment processes that UW-Madison has used to assess diversity, equity, and inclusion, including:
- Campus Climate Survey (https://diversity.wisc.edu/climate/survey/)
* The Division of Diversity, Equity and Educational Achievement and the UW Survey Center administered the campus climate survey in response to recommendations presented in Forward Together: A Framework for Diversity and Inclusive Excellence. The goal was to understand students’ experiences with and perceptions about campus climate and diversity, including how people of different backgrounds and identities experience life at UW-Madison.

- Vice Chancellor for Finance and Administration (VCFA) Engagement, Inclusion, and Diversity (EID) Survey (https://hr.wisc.edu/eid/survey/)
* In 2012, the VCFA conducted its first EID survey. The goal was to collect baseline data from all VCFA divisions to see how they were doing in the areas of engagement, inclusion, and diversity. Administered every two years since then, the survey has given VCFA divisions important data to make progress in their EID work. The 2018 EID survey consisted of 47 questions. Participants responded on a scale of 1 (“strongly disagree”) to 5 (“strongly agree”). In addition, the survey included one open-ended question for narrative, qualitative information. The survey seeks to provide context and additional information regarding the following topics: Work environment; Relationship with co-workers; Tools and opportunities; Work unit; Supervisor; and Overall experience.

- Other assessments that are not focused on but address issues of diversity, equity, and inclusion on campus include:
* Study of Faculty Worklife (https://wiseli.wisc.edu/research/sfw/):The Study of Faculty Worklife is a longitudinal climate survey of faculty at the University of Wisconsin-Madison. The original (2003) instrument was developed by Women in Science & Engineering Leadership Institute (WISELI) staff and evaluators, and was based on extensive interviews with women STEMM faculty at UW-Madison. Data collection is accomplished via a postal survey, administered by the University of Wisconsin Survey Center. The survey primarily measures faculty attitudes about their department climate, hiring and promotion processes, and job satisfaction. On some survey years, we also measure incidence of sexual harassment and hostile/intimidating behavior, faculty productivity and/or faculty morale.
* Academic Staff Worklife Survey (https://kb.wisconsin.edu/images/group171/72259/649-2016AcademicStaffWorklifeSurveyReport.pdf): The Academic Staff Worklife Survey is modeled after the Study for Faculty Worklife but administered to academic staff.


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?:
Yes

Does the assessment process address student outcomes related to diversity, equity and success (e.g. graduation/success and retention rates for underrepresented groups)?:
Yes

Does the assessment process address employee outcomes related to diversity and equity (e.g. pay and retention rates for underrepresented groups)?:
Yes

A brief description of the most recent assessment findings and how the results are used in shaping policy, programs and initiatives:

Campus Climate Survey results were used to develop 7 recommendations for campus (summarized here: https://diversity.wisc.edu/wp-content/uploads/2017/10/FINAL-CCSTF-RECOMMENDATIONS.pdf). These recommendations and the survey results were brought to the campus community through a series of information sessions and have been incorporated into programs led by the Division of Diversity, Equity & Educational Achievement (DDEEA).

The VCFA EID survey has given VCFA divisions important data to make progress in their EID work. The survey will continue every other year to track employee engagement, diversity, inclusion, and well-being in order to compare results over time and decide if changes made in response to survey results are making a difference. Ultimately the survey is a guiding tool used in the development and implementation of EID initiatives (https://hr.wisc.edu/eid/)


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:
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:
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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:
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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 and complete the Data Inquiry Form.