Progress Report

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.