DI&E Progress Measures

We will use the following initial metrics to track progress towards our goals of enhancing our culture, diversifying faculty and staff, improving institutional infrastructure, and expanding student access and support.

Timeline: Movement in 3 years and substantial progress towards goals in 5 years, goals achieved in 10

Measures: Updated on an annual basis 

 

Efforts focused on STUDENTS

Progress Measure Goal Owner
Percentage of undergraduate and graduate students enrolled across the university by race and gender Be a leader among our peers in percentage of undergraduate and graduate students enrolled across the university by race and gender. Provost, Deans, VP Admissions, DP Academic Affairs, DP Graduate Education, VPEC
Percentage of applications, from both undergraduate and graduate students, by race and gender Be a leader among our peers in the percentage of undergraduate and graduate applications by race and gender (adjusted by field). VP Admissions, VPEC
Percentage of undergraduate and graduate students offered admissions by race and gender Percentage of undergraduate and graduate students offered admissions do not differ by race and gender. Provost, VP Admissions, DP Academic Affairs, DP Graduate Education
First-year retention, four- and six-year graduation rates, and time to degree by race/ethnicity and gender and by Pell-eligible status First-year retention, four- and six-year graduation rates and time to degree do not differ by race/ethnicity and gender and by Pell-eligible status. VP Student Affairs, DP Academic Affairs, Director Student Access and Success
Total student credit hours in courses explicitly containing DI&E-related learning objective(s) and DI&E learning outcomes Consistent increases in total student credit hours in courses explicitly containing DI&E-related learning objective(s) and DI&E learning outcomes Deans, Chairs, Faculty Senate, VPEC

 

Efforts focused on FACULTY

Progress Measure Goal  Owner
Racial/ethnic and gender diversity of faculty hiring pools at all stages Demonstrate consistent increases in the racial, ethnic and gender diversity of faculty hiring pools at all stages (total applications, “long list” and “short list”). Provost, Deans, Dept Chairs, DP Faculty Affairs, VPEC
Percentage of faculty across the university by race and gender Be a leader among our peers in the discipline-specific percentage of faculty across the university by race and gender. Provost, Deans, Dept Chairs
Rate of faculty retention by race and gender Faculty retention rates do not differ by race and gender. Deans, Chairs, DP Faculty Affairs
Percentage of faculty in leadership roles (center/institute director, chair, associate dean, dean & deputy provost) by race and gender Percentage of faculty in leadership roles (center/institute director, chair, associate dean, dean & deputy provost) is representative of our faculty and student body. Provost, Deans
Rates of tenure success and time to full professorship by race and gender Rates of tenure success and time to full professorship do not differ by race and gender. Provost, DP Faculty Affairs, Deans, Chairs
Faculty salaries and start-up packages (adjusted for discipline) by race and gender Starting faculty salaries and start-up packages for faculty (adjusted for discipline) should not differ by race or gender. Plan a faculty salary equity review every three years. Deans, Chairs, DP Faculty Affairs

 

Efforts focused on STAFF

Progress Measure Goal Owner
Racial/ethnic and gender diversity of staff hiring pools at all stages (total applications, “long list” and “short list”) Demonstrate consistent increases in the racial/ethnic and gender diversity of staff hiring pools at all stages (total applications, “long list” and “short list”). VP Finance & Administration, AVP Human Resources
Distribution of staff performance reviews Distribution of staff performance reviews is consistent across race, gender, caregiver status, etc. VP Finance & Administration, AVP Human Resources, VPEC
Percentage of staff across the university by race and gender Be a leader among our peers in the percentage of staff at all ranks across the university by race and gender. VP Finance & Administration, AVP Human Resources, Hiring Managers
Rate of staff retention by race and gender Staff retention rates do not differ by race and gender. VP Admin, VP Human Resources
Percentage of staff in leadership roles (vice-presidents, directors, etc.) by race and gender Percentage of staff in leadership roles is consistent with university demographics. President, Provost, VPs
Rates of staff promotions and demotions by race and gender Rates of staff promotions and demotions do not differ by race and gender. VP Finance & Administration, AVP HR, Hiring Managers
Staff salaries by race and gender (adjusted by position type) Starting staff salaries should not differ by race or gender. VP Finance & Administration, AVP HR, Hiring Managers

Some of these data sets currently exist and others will be populated and reported on in the future.

Explore existing data at: