A committee of assessment administrators and institutional diversity leaders presents the findings of the annual faculty, staff and student climate surveys to the Provost and dean of each college. In addition to presenting on trends revealed in the quantitative measures of the instrument, the committee presents the synthesized findings of the qualitative portion of the survey. Evident in the qualitative data is a growing lack of confidence that the campus climate survey will be actualized into any tangible institutional change. The committee adds that each year the response rate for the survey has been dropping, and speculates that institutional constituents' perception of the value and efficacy of the survey may be waning due to its expanding reputation as “lip service” or a non-performative institutional act in the name of diversity, equity and inclusion.
Following the presentation, the deans organize themselves to discuss the results and determine what actionable solutions can be made in the short term to honor the time spent with the campus climate survey and realize concrete steps towards the organization’s visions for diversity, equity and inclusion. The deans determine that the inclusion of diversity, equity and inclusions statements and goals can be integrated relatively quickly into every position description throughout the university, including teaching, research and administrative roles. Additionally, the deans coordinate with the provost to form an exploratory action team to vet and propose a framework to effectively and meaningfully incorporate diversity, equity and inclusion work into the college-level guidance for promotion and tenure.
- The Issue: The results of the most recent campus climate survey indicate that students, faculty and staff are losing confidence in institutional leaders' commitment to realizing positive and sustainable change for diversity, equity and inclusion.
- The Deliberation: The academic deans organize to explore concrete short-term interventions to jumpstart institution-level policy change and begin with their influence in the creation of faculty and staff position descriptions and guidance for promotion and tenure.
- The Growth: The deans and provost recognize that inquiry practices alone, like a campus climate survey, do not suffice for institutional commitment to diversity, equity and inclusion, and further erode confidence from stakeholders when the outcomes of the survey are not addressed with meaningful changes to policy and practice.