| Overall Rating | Gold |
|---|---|
| Overall Score | 70.33 |
| Liaison | Enid Cardinal |
| Submission Date | March 3, 2022 |
Rochester Institute of Technology
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
0.88 / 1.00 |
Enid
Cardinal Senior Sustainability Advisor to the President Office of the President |
"---"
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:
RIT uses a multidimensional assessment approach in an effort to improve diversity, equity, and inclusion on campus. RIT’s Strategic Plan includes specific goals for increasing the racial, ethnic, and gender diversity of students, faculty, and staff. An annual Diversity Profile linked to a Diversity Dashboard compiled by Institutional Research and Policy Studies provides the institution with university-level and college-level assessment information pertaining to the proportion of historically underrepresented students, faculty, and staff, including success metrics such as persistence and graduation data for students and retention rates for faculty. Additionally, RIT uses an inclusive Diversity Index to track the historical racial and ethnic diversity of students (graduate and undergraduate), faculty (by rank and tenure status), and staff (by exempt/non-exempt status) to encourage dialogue and guide the development of diversity programs and initiatives. The Division of Diversity and Inclusion’s Research and Assessment team conducts analysis and reports progress towards goals to institutional leadership and the Board of Trustees Diversity, Equity, and Inclusion Committee.
RIT uses an Inclusive Excellence (IE) Framework which is aligned with the university’s Strategic Plan. The IE framework has four dimensions: 1) Access and Success, 2) Campus Climate and Intergroup Relations, 3) Education and Scholarship, and 4) Institutional Infrastructure. Each dimension of the model represents an area in which institutional initiatives are designed to achieve excellence. Programs emanating from the Division of Diversity & Inclusion are designed with intention to engage our diverse student, faculty, and staff populations. Elements of this framework are currently being transitioned into the new RIT Action Plan for Race and Ethnicity, with a sharper focus on self-assessment and introspection to better understand and address racial inequities within our institution. Feedback for the development of this plan was collected across the institution from students, faculty, staff, alumni, and trustees via presentations, surveys, and listening tours.
The institution uses an Assessment Management System (AMS) to track the goals and objectives of each administrative unit/department which are directly linked to the university Strategic Plan and Inclusive Excellence Framework, including a peer reviewed annual Progress Report process to encourage demonstration of continuous improvement.
RIT is a member of the Collaborative on Academic Careers in Higher Education (COACHE) at the Harvard Graduate School of Education. COACHE surveys faculty about their experiences and views related to several important areas of their work lives. COACHE results provide institutional and college level insights that can be used to identify strengths and weaknesses among university practices and policies. RIT last participated in the COACHE survey in 2019. Survey results are shared with the RIT community on the Provost’s website.
Student diversity experiences and engagement in activities that reflect cultural diversity were most recently captured in 2019 with the National Survey of Student Engagement (NSSE) Inclusiveness and Engagement with Cultural Diversity module.
RIT uses an Inclusive Excellence (IE) Framework which is aligned with the university’s Strategic Plan. The IE framework has four dimensions: 1) Access and Success, 2) Campus Climate and Intergroup Relations, 3) Education and Scholarship, and 4) Institutional Infrastructure. Each dimension of the model represents an area in which institutional initiatives are designed to achieve excellence. Programs emanating from the Division of Diversity & Inclusion are designed with intention to engage our diverse student, faculty, and staff populations. Elements of this framework are currently being transitioned into the new RIT Action Plan for Race and Ethnicity, with a sharper focus on self-assessment and introspection to better understand and address racial inequities within our institution. Feedback for the development of this plan was collected across the institution from students, faculty, staff, alumni, and trustees via presentations, surveys, and listening tours.
The institution uses an Assessment Management System (AMS) to track the goals and objectives of each administrative unit/department which are directly linked to the university Strategic Plan and Inclusive Excellence Framework, including a peer reviewed annual Progress Report process to encourage demonstration of continuous improvement.
RIT is a member of the Collaborative on Academic Careers in Higher Education (COACHE) at the Harvard Graduate School of Education. COACHE surveys faculty about their experiences and views related to several important areas of their work lives. COACHE results provide institutional and college level insights that can be used to identify strengths and weaknesses among university practices and policies. RIT last participated in the COACHE survey in 2019. Survey results are shared with the RIT community on the Provost’s website.
Student diversity experiences and engagement in activities that reflect cultural diversity were most recently captured in 2019 with the National Survey of Student Engagement (NSSE) Inclusiveness and Engagement with Cultural Diversity module.
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:
Our student diversity has increased consistently over the past decade and continues to rise with 2021 seeing the most diverse incoming undergraduate class in RIT’s history. This is a particular point of pride at RIT as we approach a celebratory milestone projected to occur sometime within the next 1-2 years, where it will become more likely than not that two students selected at random will be of a different race or ethnicity.
We continue to make progress in diversifying our faculty. On average, our assistant professors are more diverse than our student body, our associate professors are as diverse, and our full professors are less diverse. We are focused on further increasing the diversity we’ve established at the assistant level as a vehicle for improving the future diversity of our higher ranks through the promotion and tenure process.
Comparatively, the diversity of our exempt staff and non-tenure-track faculty provides opportunities for us to grow as an institution. The Executive Diversity Advisory Committee led by the VP of Finance & Administration was formed in 2018 to coordinate hiring strategies with HR in an effort to improve staff diversity and create a more inclusive environment for staff. For example, the employee Performance Appraisal process was modified to include a self-reflection component pertaining to RIT’s core values of diversity and inclusion. Further, all RIT governance bodies have established Diversity, Equity and Inclusion committees that focus on ways to enhance diversity and inclusion efforts. For example, the RIT Academic Senate established a Diversity, Equity and Inclusion Standing Committee and the RIT Staff Council established a Diversity, Equity and Inclusion Ad Hoc committee.
A recent five-year assessment of student success programs offered through the Division of Diversity & Inclusion demonstrates that on average, students who participate in these programs achieve persistence and graduation rates that are equivalent (and sometimes greater than) the rates of their majority peers.
We continue to make progress in diversifying our faculty. On average, our assistant professors are more diverse than our student body, our associate professors are as diverse, and our full professors are less diverse. We are focused on further increasing the diversity we’ve established at the assistant level as a vehicle for improving the future diversity of our higher ranks through the promotion and tenure process.
Comparatively, the diversity of our exempt staff and non-tenure-track faculty provides opportunities for us to grow as an institution. The Executive Diversity Advisory Committee led by the VP of Finance & Administration was formed in 2018 to coordinate hiring strategies with HR in an effort to improve staff diversity and create a more inclusive environment for staff. For example, the employee Performance Appraisal process was modified to include a self-reflection component pertaining to RIT’s core values of diversity and inclusion. Further, all RIT governance bodies have established Diversity, Equity and Inclusion committees that focus on ways to enhance diversity and inclusion efforts. For example, the RIT Academic Senate established a Diversity, Equity and Inclusion Standing Committee and the RIT Staff Council established a Diversity, Equity and Inclusion Ad Hoc committee.
A recent five-year assessment of student success programs offered through the Division of Diversity & Inclusion demonstrates that on average, students who participate in these programs achieve persistence and graduation rates that are equivalent (and sometimes greater than) the rates of their majority peers.
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:
University and college level results of student success rates for historically underrepresented students compared with their majority peers (including persistence and graduation) are shared with the campus community through the RIT Diversity Dashboard. Progress in terms of student, faculty, and staff racial, ethnic, and gender diversity are also shared with the community. Historically, university-level results have been shared formally with governance groups (which are open to the community) and through campus-wide town halls orchestrated by the Provost’s office.
The university-level results of the COACHE survey are shared with the RIT community on the Provost’s website. Additionally, the Board of Trustees Diversity, Equity, and Inclusion Committee receives annual updates via assessment and analysis conducted through the Division of Diversity & Inclusion.
The university-level results of the COACHE survey are shared with the RIT community on the Provost’s website. Additionally, the Board of Trustees Diversity, Equity, and Inclusion Committee receives annual updates via assessment and analysis conducted through the Division of Diversity & Inclusion.
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
No
The diversity and equity assessment report or summary (upload):
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Website URL where the diversity and equity assessment report or summary is publicly posted:
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Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Additional information can also be found here:
https://www.rit.edu/fa/humanresources/content/staff-performance-appraisal-policies-procedures-and-forms
https://www.rit.edu/strategicplan/
https://www.rit.edu/provost/coache
Diversity Dashboard required RIT login: https://myinfographics.rit.edu/views/DiversityDashboard/CampusDiversity
https://www.rit.edu/fa/humanresources/content/staff-performance-appraisal-policies-procedures-and-forms
https://www.rit.edu/strategicplan/
https://www.rit.edu/provost/coache
Diversity Dashboard required RIT login: https://myinfographics.rit.edu/views/DiversityDashboard/CampusDiversity
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.