| Overall Rating | Silver |
|---|---|
| Overall Score | 56.16 |
| Liaison | Matthew Liesch |
| Submission Date | May 13, 2024 |
Central Michigan University
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Nikita
Murry Diversity Education Director Diversity Education |
"---"
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:
The University Diversity, Equity, and Inclusion Council (UDEIC) worked alongside the educational consulting group EAB to create a timeline for cultivating and institutionalizing a five-year Diversity, Equity, and Inclusion Strategic Plan. This plan serves to guide diversity, equity, and inclusion campus initiatives from 2023 to 2028.
The following three priorities serve as the foundation for this strategic plan:
1. Diversify faculty and staff
2. Equalize graduation rates
3. Foster a more inclusive community
To do so, “this document requires faculty, staff, and administration throughout campus to utilize the following accountability strategies in executing the DEI Strategic Plan:
- Determine how each unit will embed the DEI Strategic Plan into daily
operations.
- Complete established methods and tasks within their established timeframe.
- Conduct an annual review of progress towards completion.
- Administer the assessment tools identified by the University Diversity, Equity,
and Inclusion Council (UDEIC) to properly assess and evaluate progress towards
completion.
- Document and disseminate findings on progress towards completion.
- Employ accountability resources to maintain our focus on goal realization.
- Provide accountability resources with the support they require to serve as
effective advocates.
- Attend to unit-level deficiencies within the allotted time frame.”
The following three priorities serve as the foundation for this strategic plan:
1. Diversify faculty and staff
2. Equalize graduation rates
3. Foster a more inclusive community
To do so, “this document requires faculty, staff, and administration throughout campus to utilize the following accountability strategies in executing the DEI Strategic Plan:
- Determine how each unit will embed the DEI Strategic Plan into daily
operations.
- Complete established methods and tasks within their established timeframe.
- Conduct an annual review of progress towards completion.
- Administer the assessment tools identified by the University Diversity, Equity,
and Inclusion Council (UDEIC) to properly assess and evaluate progress towards
completion.
- Document and disseminate findings on progress towards completion.
- Employ accountability resources to maintain our focus on goal realization.
- Provide accountability resources with the support they require to serve as
effective advocates.
- Attend to unit-level deficiencies within the allotted time frame.”
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?:
Yes
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
According to the 2023-2028 strategic plan, “UDEIC reviewed past data available in former strategic plans and surveys, which were further contextualized by data emerging from recent OIDEI listening sessions, which were held during the 2021-2022 academic year.”
Similar goals and techniques were reiterated in previous plans, evaluations, focus groups, and surveys administered following the 2008 strategic plan for diversity. In total, several viable methods for advancing inclusive excellence at CMU have been documented in past iterations of DEIJB plans.
As a result, the plan states that “the development and expansion of curricular and co-curricular initiatives has ensued, such as the creation of academic-based DEI committees and the Faculty Diversity and Inclusion Fellowship, the enhancement of TRiO/McNair Scholars Program, King-Chávez-Parks Future Faculty Fellows, and Pathways, in addition to the establishment of the UDEIC, and IMPACT. DEIJB workshops, trainings, and lectures are widely available and institutionalized programming, such as the annual Pow wow and MLK Week, are ever-present on our campus. The dissemination of Inclusive Excellence and Belonging Grants is also well underway, evidence that we have effectively achieved, and in some instances surpassed, our DEI benchmarks to create incremental change across the institution. We are therefore well-positioned to amplify our past successes, while also seeking to reach beyond status quo interpretations of how DEIJB should emerge on college campuses.”
Lastly, in agreement with the development of the DEIJB Strategic Plan, “OIDEI administered a culture and climate survey to CMU community members. The survey was disseminated by the external consultant group, Viewfinder, throughout the month of October. Findings from the survey will further inform the DEIJB Strategic Plan implementation process, in addition to bolstering institutional aims to enhance opportunities for inclusion and belonging. The following outlines our three established DEIJB goals, their subset goals, and the recommended techniques that will aid us in completing these goals,” (see uploaded copy for more information).
Similar goals and techniques were reiterated in previous plans, evaluations, focus groups, and surveys administered following the 2008 strategic plan for diversity. In total, several viable methods for advancing inclusive excellence at CMU have been documented in past iterations of DEIJB plans.
As a result, the plan states that “the development and expansion of curricular and co-curricular initiatives has ensued, such as the creation of academic-based DEI committees and the Faculty Diversity and Inclusion Fellowship, the enhancement of TRiO/McNair Scholars Program, King-Chávez-Parks Future Faculty Fellows, and Pathways, in addition to the establishment of the UDEIC, and IMPACT. DEIJB workshops, trainings, and lectures are widely available and institutionalized programming, such as the annual Pow wow and MLK Week, are ever-present on our campus. The dissemination of Inclusive Excellence and Belonging Grants is also well underway, evidence that we have effectively achieved, and in some instances surpassed, our DEI benchmarks to create incremental change across the institution. We are therefore well-positioned to amplify our past successes, while also seeking to reach beyond status quo interpretations of how DEIJB should emerge on college campuses.”
Lastly, in agreement with the development of the DEIJB Strategic Plan, “OIDEI administered a culture and climate survey to CMU community members. The survey was disseminated by the external consultant group, Viewfinder, throughout the month of October. Findings from the survey will further inform the DEIJB Strategic Plan implementation process, in addition to bolstering institutional aims to enhance opportunities for inclusion and belonging. The following outlines our three established DEIJB goals, their subset goals, and the recommended techniques that will aid us in completing these goals,” (see uploaded copy for more information).
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:
The strategic 5 year-plan is publicly available on the CMU university website under the Office for Institutional Diversity, Equity, and Inclusion tab.
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:
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Data source(s) and notes about the submission:
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