| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 72.46 |
| Liaison | Paul Mathisen |
| Submission Date | May 22, 2020 |
| Executive Letter | Download |
Worcester Polytechnic Institute
PA-5: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Paul
Mathisen Dir. of Sustainability & Assoc. Prof Civil & Environmental Engineering |
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:
"Project Inclusion at WPI is a three-year process for senior leadership, inviting and supporting external consultants and a cross-section of faculty, staff and students to methodically assess the level of DEI taking place in every dimension of the institution. WPI’s Project Inclusion is part of a deep commitment to increase campus wide DEI at WPI. The goal is to create a deeper commitment, strategic investments, and targeted intervention that addresses short and long-term institutional change (structural and cultural). Project inclusion assesses 6 dimensions: Students, Staff, Faculty, Administrative Leadership, Curriculum, and Philosophy and Mission. WPI engaged the Center for the Study of Race & Equity in Education at UPENN to conduct a climate survey/equity audit in the spring of 2016.
The Project Inclusion Assessment is facilitated by a senior consultant. The first stage assesses the readiness of the institution to take a critical look at diversity and inclusion, and then the core rubric committee is organized and launched, with sub-committees, from leadership across the institution, and cross-sectional input from all WPI community members. The institution will assess up to six dimensions and allow the institution to strengthen WPI's capacity to identify opportunities and challenges related to cultural sensitivity and climate, and develop systematic, sustainable initiatives directed at improving the environment for students, faculty and staff from all backgrounds. The goal is to create an institutional cultural profile and measurable diversity plan. There is also the Faculty COACH survey that touched on diversity - particular female faculty.
"
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:
WPI is in the third year of a three year for Project Inclusion self-assessment using the Rubric for the Institutionalization of Diversity, Equity and Inclusion in Higher Education to assess the dimension: mission and philosophy. The Project Inclusion Steering Committee, Year 2, worked on the Curriculum and Administrative Leadership Dimensions. The Curriculum and Administrative Leadership Dimension logic models in this report, with their detailed assessment of each Dimension’s components, will once again prove to facilitate the Management Council as they develop implementation plans incorporating the PI SC findings into their plans. As the PI SC recommendations are refined and developed into implementation plans, WPI moves decisively closer towards its ultimate DEI goal: a sense of belonging for all and embracing the excellence that DEI brings to a receptive Worcester Polytechnic Institute
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:
Yes, annual reports are posted on the Diversity and Inclusion website. Senior leaders are also provided with an overview of the report. https://www.wpi.edu/about/diversity-inclusion/project-inclusion
In addition to the posting, it is communicated via email from the Vice President for Talent and Inclusion/Chief Diversity Officer and in town hall community forums.
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.