Progress Report
April 2021
| Recommendation:Ongoing |
Fall 2019 | Spring/Fall 2020 | Spring 2021 | Year-to-Date Plan |
Year-End Target | Life-Time Target (5 years) |
Status |
|---|---|---|---|---|---|---|---|
| Issue a brief survey to determine starting point | Issued | Postponed due to COVID-19 | Issued |
Completed |
Issued annually |
N/A | Ongoing |
| 60% of full-time faculty, staff, and students have an awareness of DB, the programs, and services within the AY 19-20 | 93.33% of faculty, 97.92% of faculty administrators, 94.48% of staff, and 86.77% of students reported having an awareness. | Postponed to S21 due to COVID-19 | 93.45% of faculty, 100% of faculty administrators, 96.12% of staff, 83.33% unknown, and 79.17% of students reported having an awareness. | 60% | 85% | 95% | Ongoing |
| The majority of faculty, staff, and students believes that there is noticeable leadership to support and promote diversity and inclusion efforts | 68.29% of faculty, 68.09% of faculty administrators, 74.55% of staff, and 87.53% of students reported that BGSU that there is noticeable leadership. | Postponed to S21 due to COVID-19 | 71.23% of faculty, 81.82% of faculty administrators, 88.35% of staff, 77.78% unknown, and 82.69% of students reported that BGSU that there is noticeable leadership. | ≥ 50% of FSA | ≥ 60% of FSA | ≥ 70% of FSA | Ongoing |
| 70% of Full-time faculty and staff feel empowered and supported to do their jobs to the best of their ability | 75.88% of faculty, 75.68% of faculty administrators, and 82.66% of staff feel empowered and supported. | Postponed to S21 due to COVID-19 | 69.86% of faculty, 66.67% of faculty administrators, 82.18% of staff, and 83.33% of unknown feel empowered and supported to do their jobs to the best of their ability. | 70% | 75% | 75% and to include more than full-time | Ongoing |
| 100% Dean participation in submitting a D&I Action Plan in AY 19-20 | 80% submitted | Postponed to S21 due to COVID-19 | Plans due April 26, 2021 | 100% | 100% year over year | 100% college and divisional participation in submitting a D&I Action Plan | Revised plans due April 26, 2021 |
| 65% feel a sense of belonging with the BGSU community as a whole | 75.58% of faculty, 77.08% of faculty administrators, 79.60% of staff, and 85.41% of students reported that they feel a sense of belonging with the BGSU community. | Postponed to S21 due to COVID-19 | 66.09% of faculty, 69.70% of faculty administrators, 81.13% of staff, 77.78% unknown, and 76.70% of students reported that they feel a sense of belonging with the BGSU community. | 65% will feel a sense of belonging with the BGSU community as a whole | 70% will feel a sense of belonging with the BGSU community as a whole | 70% will feel a sense of belonging with the BGSU community as a whole | Ongoing |
What we are doing
Overall status of Campus Climate: April 2021 Moderate Status-Working on increasing awareness
Status will change from red, yellow, or green due to progress or setbacks. Currently, we will begin our overall campus climate status at yellow based on a lack of awareness about diversity and belonging since it is new, the ongoing assessment of faculty, staff and students believing that there is noticeable leadership and support for diversity and inclusion efforts, and ongoing assessment of full-time faculty and stayed feeling empowered and supported to do their jobs to the best of their ability. This status is also based on climate survey data.
How we are doing
Overall health of Campus Climate:
Currently in progress:
Funding
- Reorganization of Diversity and Belonging areas and leadership
Hiring
- Position reposting for the Equity and Compliance Coordinator
- Assisting with search for Case Manager and Director of Counseling Center
- Searching for a Graduate Assistant for Diversity and Belonging
- Five positions being posted in TRIO Services
- Searching for three undergraduate office assistants
Strategic Planning
- Developing a class on race and democracy
- Assessing scholarship data
- Assessing hiring trends
Committees
- Reviewing Student of Color Retention Committee Report on closing the gaps
- Creating two internal committees for Diversity and Belonging focused on professional development and Belonging
Reports
- Offices have End of the Year Reports due June 1st
- Inaugural Diversity and Belonging Biennial Report July 30th
Policy
- Revising Title IX policy and protocols
Collaboration
- Providing support to anti-hazing efforts
First Quarter accomplishments:
Committees
- Diversity and Belonging Council created Deans' Diversity and Belonging Action Plan Rubric, assisted in creation of Equity Impact Statement Rubric, defined cultural competence and created a rubric to gauge cultural competence
Initiatives
- Working on Equity Strategic Plan for neighboring institution
- Beyond The Dream events
- Search Committee Training
- Bystander Intervention Training with departments
Policy
- Cabinet approved new non-discrimination policy
Communication
- Issued Diversity Statement Pilot and rubric
Hiring
- Hired new Assistant Director for Marvin Center for Student Leadership
Fall 2020-Spring 2021
How we are doing
Overall health of Campus Climate:
| Recommendation: |
Fall 2019 | Spring 2020 | Year-to-Date Plan |
Year-End Target | Life-Time Target (5 years) |
Status |
|---|---|---|---|---|---|---|
| Issue a brief survey to determine | Issued | Postponed due to COVID-19 | N/A | N/A | N/A | Recommendation NOT in Progress |
| 60% of full-time faculty, staff, and students have an awareness of DB, the programs, and services within the AY 19-20 | 93.33% of faculty, 97.92% of faculty administrators, 94.48% of staff, and 86.77% of students reported having an awareness. | Postponed due to COVID-19 | 60% | 85% | 95% | Ongoing |
| The majority of faculty, staff, and students believes that there is noticeable leadership to support and promote diversity and inclusion efforts | 68.29% of faculty, 68.09% of faculty administrators, 74.55% of staff, and 87.53% of students reported that BGSU that there is noticeable leadership. | Postponed due to COVID-19 | ≥ 50% of FSA | ≥ 60% of FSA | ≥ 70% of FSA | Ongoing |
| 70% of Full-time faculty and staff feel empowered and supported to do their jobs to the best of their ability | 75.88% of faculty, 75.68% of faculty administrators, and 82.66% of staff feel empowered and supported. | Postponed due to COVID-19 | 70% | 75% | 75% and to include more than full-time | Ongoing |
| 100% Dean participation in submitting a D&I Action Plan in AY 19-20 | 80% submitted | 100% submitted | 100% submitted | 100% Dean participation in submitting a D&I Action Plan | 100% year over year | Revised plans due April 2021 |
| 65% feel a sense of belonging with the BGSU community as a whole | 75.58% of faculty, 77.08% of faculty administrators, 79.60% of staff, and 85.41% of students reported that they feel a sense of belonging with the BGSU community. | Postponed due to COVID-19 | N/A | 70% will feel a sense of belonging with the BGSU community as a whole | 70% will feel a sense of belonging with the BGSU community as a whole | In Progress |
How we are doing
Overall health of Campus Climate:
| Recommendation: |
Fall 2019 | Spring 2020 | Year-to-Date Plan |
Year-End Target | Life-Time Target (5 years) |
Status |
|---|---|---|---|---|---|---|
| Issue a brief survey to determine starting point | ||||||
| 60% of full-time faculty, staff, and students have an awareness of DB, the programs, and services within the AY 19-20 | ||||||
| The majority of faculty, staff, and students believes that there is noticeable leadership to support and promote diversity and inclusion efforts | ≥ 50% of FSA | |||||
| 70% of Full-time faculty and staff feel empowered and supported to do their jobs to the best of their ability | 75% and to include more than full-time | |||||
| 100% Dean participation in submitting a D&I Action Plan in AY 19-20 | 100% year over year |
What we are doing
Overall status of Campus Climate: Summer 2020 Moderate Status-Working on increasing awareness
Status will change from red, yellow, or green due to progress or setbacks. Currently, we will begin our overall campus climate status at yellow based on a lack of awareness about diversity and belonging since it is new, the ongoing assessment of faculty, staff and students believing that there is noticeable leadership and support for diversity and inclusion efforts, and ongoing assessment of full-time faculty and stayed feeling empowered and supported to do their jobs to the best of their ability. This status is also based on climate survey data.
Currently in progress:
- Hiring an Equity and Compliance Officer
- Holding a Day of Dialogue which will be a daylong event exploring a variety of topics that raise awareness on racial issues in the U.S.
- Offices within the Division of Diversity and Belonging are updating their divisional projects which support the Focus on the Future strategic plan
This summer's accomplishments:
- Held Lavender Graduation virtual ceremony
- Held Latino/a/x Graduation virtual ceremony
- Held Black Graduation virtual ceremony
- 2020 Title IX Regulations were released
- Formed a team to begin revising Title IX policies in accordance with new regulations
- Developed and implemented summer programming series, Race in America
- Led a forum on the intersection between diversity and COVID-19
- Developed and implemented COVID-19 opening procedures for fall semester
- Revised and released new Title IX and Sexual Misconduct policies and procedures
- Honored The Cocoon with the First Champions of Diversity Award. This award recognizes The Cocoon for going above and beyond in advocating for and with underserved students and supporting and extending the work of the Division
- Released the Comprehensive Diversity Strategy and Plan to the university community
What we are doing
Overall status of Campus Climate: April 2020 Moderate Status-Working on increasing awareness
Status will change from red, yellow, or green due to progress or setbacks. Currently, we will begin our overall campus climate status at yellow based on a lack of awareness about diversity and belonging since it is new, the ongoing assessment of faculty, staff and students believing that there is noticeable leadership and support for diversity and inclusion efforts, and ongoing assessment of full-time faculty and stayed feeling empowered and supported to do their jobs to the best of their ability. This status is also based on climate survey data.
Currently in progress:
Funding
- Permanently reallocate funds
Hiring
- No Updates
Strategic Planning
- Developing a division strategic plan
- Drafting university wide Comprehensive Strategy and Diversity and Belonging Plan
Committees
- A revamp of SACODI is underway. Aiming to work to better support Not In Our Town through student involvement.
Initiatives
- Collecting Census 2020 data from all members of the university community
Last month's accomplishments:
Committees
- The Diversity and Belonging Council concluded in-person and online sessions to collect feedback on university terms and definitions.
- The Disability, LGBTQ+, and People of Color Affinity and University Resource Groups have begun. There was not enough interest in the Latino/a/x AURG to begin one at this time.
Initiatives
- The School of Cultural and Critical Studies hosted a virtual Latino/a/x Issues Conference with keynote speaker Rubén Angel. This concluded the large scale educational programs for Beyond the Dream.
- Co-sponsored the annual Women of Distinction Awards
- Hosted the Women of Color Leadership summit with keynote speakers Nina Corder and Kendra Smith
- Transitioned many programs and services to online formats to serve students and employees during the university’s remote working and learning period.
Policy
- No updates
Communication
- Developed a weekly Pulse Survey for the division to check in with divisional employees as they work remotely.
Hiring
- No updates
March 2020
How we are doing
Overall health of Campus Climate:
| Recommendation: |
Fall 2019 | Spring 2020 | Year-to-Date Plan |
Year-End Target | Life-Time Target (5 years) |
Status |
|---|---|---|---|---|---|---|
| Issue a brief survey to determine starting point | Issued | Postponed due to COVID-19 | N/A | N/A | N/A | Recommendation Completed |
| 60% of full-time faculty, staff, and students have an awareness of DB, the programs, and services within the AY 19-20 | 93.33% of faculty, 97.92% of faculty administrators, 94.48% of staff, and 86.77% of students reported having an awareness. | Postponed due to COVID-19 | 60% | 85% | 95% | Ongoing |
| The majority of faculty, staff, and students believes that there is noticeable leadership to support and promote diversity and inclusion efforts | 68.29% of faculty, 68.09% of faculty administrators, 74.55% of staff, and 87.53% of students reported that BGSU that there is noticeable leadership. | Postponed due to COVID-19 | ≥ 50% of FSA | ≥ 60% of FSA | ≥ 70% of FSA | Ongoing |
| 70% of Full-time faculty and staff feel empowered and supported to do their jobs to the best of their ability | 75.88% of faculty, 75.68% of faculty administrators, and 82.66% of staff feel empowered and supported. | Postponed due to COVID-19 | 70% | 75% | 75% and to include more than full-time | Ongoing |
| 100% Dean participation in submitting a D&I Action Plan in AY 19-20 | 80% submitted | 100% submitted | 100% submitted | 100% Dean participation in submitting a D&I Action Plan | 100% year over year | Annually – postponing new/revised plans until spring 2021 |
| 65% feel a sense of belonging with the BGSU community as a whole | 75.58% of faculty, 77.08% of faculty administrators, 79.60% of staff, and 85.41% of students reported that they feel a sense of belonging with the BGSU community. | Postponed due to COVID-19 | N/A | 70% will feel a sense of belonging with the BGSU community as a whole | 70% will feel a sense of belonging with the BGSU community as a whole | Ongoing |
Progress Report Legend
How are we doing
The health of Campus Climate will gauge the overall satisfaction with campus climate using all information available to us each semester.
A "happy face" reflects that 60% or more of the campus community has a positive perception of the campus climate.
A "meh face" reflects that less than 60%, but more than 35% of the campus community has a positive perception of the campus climate.
A "sad face" reflects that less than 35% of the campus community has a positive perception of the campus climate.
*Climate will be measured by climate surveys
What are we doing
The progress report has a colored circle to represent an overall running status of the efforts based on progress made each semester.
The overall color will be based on completion of at least 80% of the goals for the semester.
Each recommendation will also have a colored circle to show the status of the individual recommendation.
A green circle indicates the recommendation has been completed.
A yellow circle indicates the recommendation is in progress.
A red circle indicates the recommendation has not been started or has failed at an initiative.
Updated: 10/14/2022 02:58PM