Improving Campus Climate for Diversity and Inclusion: What Can Leaders Do?

Improving Campus Climate for Diversity and Inclusion: What Can Leaders Do?

Wednesday, May 17, 1:00-2:00pm Eastern Time

Coalition of Urban-Serving UniversitiesAssociation of Public and Land-grant Universities

Association of American Medical Colleges

Diversity in the Biomedical Research Workforce Webinar Series

Wednesday, May 17, 1:00-2:00 p.m. ET

If you cannot hear the audio, check the “Audio” pane on the control panel. You can use your speakers or dial-in using your telephone.

You may ask questions at any time using the chat box.

Handouts

Jennifer C. Danek, M.D.

Senior Director, Urban Universities for HEALTH

Webinar series on Diversity in the Biomedical Research Workforce

Share findings from the USU/APLU/AAMC report (July 2016)

Upcoming webinars:

www.uuhealth.org/our-work/upcoming-events

Collaborative effort of APLU/USU and AAMC, supported by NIH

70 experts from 28 universities/academic medical centers

Identify research actions for improving evidence

Examined four areas:

Diverse Faculty Hiring and Advancement

Leadership, Organizational Change, and Climate;

Diverse Student Success;

Recruitment and Admissions

How can we create a campus climate where diverse faculty

and students thrive?

Problem: Many universities conduct climate surveys, but it’s

not always clear how to use results

Inclusive climate increases UR student retention and success1

Improves the learning environment for all students2

Discrimination, lack of support, lack of collegiality, and other climate-related factors were found to have a negative impact on faculty retention3

1. Hernandez, Nguyen, Saetermoe, & Suarez-Orozco, 20132. Association of American Medical Colleges [AAMC], 2013a;

Piercy et al., 20053. O’Meara, Lounder, & Campbell, 2014

For more detailed information, see http://www.thedemands.org

Climate Assessment Study: conduct a national survey to determine how universities are measuring climate and using results to achieve organizational change

Develop validated tools or sets of metrics for measuring climate across a range of contexts to facilitate change and support greater climate improvements.

Top 10 Leadership Actions: Develop a Top 10 list of the most effective actions presidents and chancellors can take to achieve diversity goals.

Laura Castillo-Page, Ph.D.

Senior Director, Diversity Policy and Programs & Organizational Capacity Building, Association of American Medical Colleges

Diversity and Inclusion Culture and Climate Toolkit

Laura Castillo-Page, Ph.D.

Senior Director, Diversity Policy&Programs

© 2015 AAMC. May not be reproduced without permission.

What is Needed for the Field?

Before launching a culture and climate assessment institutions need a systematic mechanism to gauge their diversity and

inclusion landscape.

Diversity and Inclusion Culture and Climate Toolkit

© 2015 AAMC. May not be reproduced without permission.

Project Leadership

Funding provided by

The California Wellness Foundation

© 2015 AAMC. May not be reproduced without permission.

Pilot Sites

Cohort One Cohort Two

Cal State-Fullerton Cal State-Fresno

Cal State-Northridge UC-Irvine*

UC-Davis* UCLA*

UCSF* University of Southern California*

*academic health centers/campuses

Pilot Site Requirements

• Located in California

• AAMC, USU, or APLU Member

• Top leadership support diversity culture and climate projects

• Capacity to implement the pilot project, including designated Senior

Diversity Leadership

© 2015 AAMC. May not be reproduced without permission.

Rubric & Scorecard Development

Reviewed 11 academic &

private sector DI Scorecard

(Fall 2015)

Revised byExpert Panel (Spring 2016)

Cohort 1 Draft: Synthesis of

Expert Panel &AAMC/APLU Team feedback

Cohort 2 Draft: Synthesis of Cohort 1 &

AAMC/APLU Team feedback

© 2015 AAMC. May not be reproduced without permission.

Next Steps

Source: Association of American Medical Colleges. Assessing Institutional Culture and Climate – Webcast Supplemental Guide.

Washington, DC, 2013.

© 2015 AAMC. May not be reproduced without permission.

DI Toolkit Components

Rubric Questions

Scorecard

Action Plan

User Guide

© 2015 AAMC. May not be reproduced without permission.

Cohort One Toolkit High-Level Findings

Value of the scorecard is in generating leadership support and buy-in

The process of gathering rubric question responses led to useful cross-campus

conversations

Difficult to come up with one answer for multiple health profession schools, as

each does things a little bit differently

Need for prepared campus launch materials – how do we “sell” this score in a

way that highlights our accomplishments but also drives further change?

Engaging top leadership first helped ensure a strong response from those completing the

rubric on campus

Action steps, transparency, and accountability are benefits of the tool

© 2015 AAMC. May not be reproduced without permission.

Thank You!

Mariam B. Lam, Ph.D.,

Associate Vice Chancellor for Diversity and Inclusion, University of California, Riverside

David Forgues, Ph.D., Interim Vice President of Human Resources, Diversity and Inclusion, California State University, Fullerton

Danielle García, Deputy Chief of Staff, Office of the President, California State University, Fullerton

Why did CSUF Participate?

• Cal State Fullerton strives to be a model comprehensive university.

• Aligns with the Strategic Plan

• 2014 created a Campus Climate Evaluation Team (CCET) to review

Campus Climate Survey data and interpret themes to identify

opportunities to improve faculty, staff and student success.

– Two-overarching themes identified.

• Transparency and a welcoming environment.

• Campus Action Plan:

– President’s Commission on Equity and Inclusion (PCEI).

– Toolkit provided an opportunity to inventory the results of

campus strategies thus far

Process to collect information

Met with Senior Leadership

Stakeholders

Met with subject matter experts on campus for

input on issues of equity and diversity

President announced creation of President’s

Commission on Equity & Inclusion

(PCEI)

PCEI Steering Committee and

Senior Leadership will meet to put

together an action plan to help shape next

strategic plan and 2019 climate

survey

Outcomes

• Key findings from scorecard

– Opportunities• Lack of infrastructure and questions around infrastructure that

doesn’t apply.

• Change to/new policies and processes

– Strategic Plan Achievements• Programs in place to support faculty and staff retention and

professional development

• Programs in place to support diverse student retention and success

Please submit questions through the chatbox

Contact info:◦ Julia Michaels, Project Manager

◦ [email protected] (202) 478-6071

◦ http://www.uuhealth.org