Implementation & Metrics
Oversight & Implementation: IDEA Team
To do this work, we are establishing a cross-functional Inclusion, Diversity, Equity, and Antiracism (IDEA) Team. The team is not charged with doing the work, but rather making sure that every unit across the college is doing their part to ensure that the entire college is moving forward. This team will consist of administrators who hold the following positions:
In addition to the recommendations reported below, the IDEA Team will review Denison’s Diversity Statement. This process was started by the University Council in 2019 and the statement was passed by faculty vote in May 2019. The Diversity Statement Task Force, composed of faculty, staff, and a student representative, was convened in the Fall 2019 Semester. This task force did a good deal of work before it was placed on hold in mid-spring 2020, due to COVID-19.
Tracking Progress & Measuring Success
We will identify metrics that represent important factors to assess our progress towards our strategies and goals. We will track achievements on plan-related action steps such as implementation and participation in programs, utilization of services, increased awareness, and other leading measures of progress. Longer-term measurements will include trends in the demographic composition of our campus over time and will consider shifts in climate and key indicators of equity across all populations.
The IDEA Team has been charged by President Weinberg with continually assessing progress and reporting back to the community. As part of this work, the group will undertake a university-wide review of policies, processes, and procedures through an equity-minded lens. The group will meet quarterly with the President and once a year with the Chair and Vice Chair of the Board of Trustees to ensure ongoing discussion of IDEA values and initiatives at the highest levels of the college.
While additional metrics will emerge over time, at minimum, we will refine and track the categories listed below and use them as a basis for reporting on our plan progress and program effectiveness.
We need to measure progress against the six strategies to hold ourselves accountable for doing what we are committing to doing. The IDEA Team will create a tracking approach to define our action plan, timelines, and accountability metrics to ensure this happens. Updates will be posted on the Denison website at the end of every semester.
We also need to make sure these strategies are making a difference towards the two outcomes we hope to achieve — ensuring that every member of our community feels listened to, valued and respected and has the opportunities to succeed at Denison; and, members of our community are committed to doing their part to ensure that racism has no place on our campus.
To do this, we will develop data standards for measuring longitudinal progress by implementing a Campus Climate Survey for students, faculty, and staff in Spring 2022 and every three years thereafter. HR will partner with the Personnel Committee to make sure results are shared with the campus community within three months of each survey.
Key Climate Indicators
- Student, faculty, and staff 12-month satisfaction with the overall campus climate and environment
- Student, faculty, and staff assessment of aspects of the general climate and IDEA climate of overall campus or unit
- Student, faculty, and staff assessment of institutional commitment to IDEA
- Student, faculty, and staff feelings of bias in the prior 12 months
- Students: Race, Ethnicity, Sex, Sexual Identity, Domestic and International Students
- Faculty: Race, Ethnicity, Sex, Visiting faculty, Tenure status, Domestic and International Faculty
- Staff: Race, Ethnicity, Sex, Domestic and International Staff
Reporting occurs on multiple levels throughout the university infrastructure: • Administrators, faculty, and staff report on IDEA activity as part of their regular job evaluations
- IDEA plans and annual progress updates will be made public for all units
- IDEA commitment and proficiency have been incorporated into hiring practices (search committees, advertising, applications, and questions)
June – August 2022
Assess and report on progress, refine the plan for 2022 – 2023
Begin year two implementation
June – August 2023
Assess and report on progress, refine the plan for 2023 – 2024
Begin year three implementation
June – August 2024
Assess and report on progress, refine the plan for 2024– 2025
Begin year four implementation
June – August 2025
Assess and report on progress, refine the plan for 2025 – 2026
Begin year five implementation