Villanova University
PA-5: Assessing Diversity and Equity

In order to gain deeper insight into the perceptions of Villanova faculty and staff, Father Peter M. Donohue, O.S.A.., President, commissioned the Office of Planning and Institutional Research (OPIR) to develop and conduct a Community Climate Survey at the beginning of his Presidency in 2006. Five years later, this survey was administered once again to understand the perceptions of Villanova employees and to see how perceptions may have changed since December 2006. The Community Climate Survey was distributed to all Villanova faculty and staff on November 9, 2011 and data collection proceeded through the first of the year with closing of the survey on January 31, 2012. Within the survey, there were 13 questions that specifically addressed employee perceptions on diversity and equity.

On college and university campuses, diversity efforts are often centered in just one office. At Villanova, we believe diversity should be mindfully addressed in all areas of campus and is the responsibility of all members of our community. As globalization, pluralism and domestic diversity become part of regular conversations in corporations, governments and schools, it is clear that these topics directly affect how we function as a dynamic contemporary university as well. The Diversity Blueprint (2006) represents a strategic response to this challenge. Villanova University has clearly indicated our commitment to diversity. We see diversity as an integral component of our mission, vision, values and goals. Among the critical imperatives highlighted in the Diversity Blueprint, the following objective is included: Villanova University will recruit, retain and
graduate a diverse student body that will be reflective of the diversity in the United States. In addition to the Office of Enrollment Management continuing its campaign to recruit a diverse student body, issues of retention will be systematically identified and addressed by appropriate divisions and offices. The measurable outcome for this objective was that within the subsequent 5 years, 20% of the undergraduate population that Villanova recruits, enrolls and graduates will be racially,ethnically and culturally diverse. These metrics have since been tracked and analyzed collectively by the Center for Multicultural Affairs, Enrollment Management, and the Office of Planning and Institutional Research. On January 11, 2012, a 5-Year Evaluation Conference was convened to review progress of the Diversity Blueprint. While the University accomplished its goals of recruiting and enrolling racially,ethnically and culturally diverse students (enrolling 20.5 Domestic Multicultural students, increasing to 22.8% including international). However, the University found itself under-performing in the areas of graduation and tracking retention. Since, Enrollment Management has stepped up its efforts by creating the position of Director of Student Retention Services and convening a Retention Council that includes all University stakeholders with respect to retaining and graduating students on time. Additionally, the Center of Multicultural Affairs is in the process of producing a new iteration of the Diversity Blueprint to align with the Villanova's current Strategic Plan: Igniting the Heart. Inspiring the Mind. Illuminating the Spirit.

Each year Human Resources produces an equal employment opportunity report that measures our hiring and retention in terms of diversity across a wide range of government-defined job categories. The report measures racial and gender information. The report shoes year-over-year differences in our hiring and retention and compares our employee make-up against a market of available employees in each racial, gender and veteran groups. When we find that areas do not meet "expected" numbers based on demographics we readjust our outreach to those under-represented groups. Because of the sensitivity of the information contained in the report, it is not published but is used internally to adjust outreach to under-represented groups. The reports are available to federal government agencies upon request.

While not formally assessed, the Assistant Vice President for Multicultural Affairs serves as the Villanova's Chief Diversity Officer and reports to the Office of the President on matters of diversity and maintaining inclusive excellence throughout the University. This is achieved through the Assistant Vice President for Multicultural Affairs serving on all key governance committees. Through her service to such committees, she is able to assess access to and participation in governance on the part of underrepresented groups and women, the centrality of diversity and equity in planning and mission statements, and diversity and equity in public engagement efforts. The Assistant Vice President then relays her findings to the President.