Title: Planning and Implementing Inclusiveness Assessment
Note: The following steps are provided as an ideal. Smaller departments, departments where there are deep internal divisions, and others may need to modify these steps substantially to ensure safety and productivity.
Step 1: Establish a Planning Committee
- Convene a diverse planning committee, including faculty, staff, the academic dean (or a designated associate), and students, to oversee the inclusiveness assessment process.
- Designate a committee chair responsible for leading and coordinating the assessment.
Step 2: Define the Scope and Objectives utilizing our Inclusiveness Survey
- Clearly define the goals and objectives of the inclusiveness assessment, and note any areas of focus that are not currently part of the Inclusiveness Survey.
- Communicate the importance of the inclusiveness assessment to stakeholders, such as the academic dean and other key individuals
Step 3: Implement our Inclusiveness Survey
- See “Growing Departmental Inclusiveness Survey”[LINK] page on our Website for instructions and downloads
- Encourage targeted outreach to ensure participation from all groups.
- Use anonymous responding to ensure the comfort and confidentiality of respondents.
- Use additional measures like focus groups or individual interviews to gather more in-depth insights.
- Check with a DEI expert before implementing the survey or other forms of information gathering. Ask for assistance in looking for potential pitfalls or sources of mistrust that can to problems for respondents or skewed information.
- Do not add to information-gathering methods without returning to a DEI consultant for input.
Step 4: Engage Affiliated Departments and Programs
- Invite the participation of relevant programs or affiliated departments in reviewing survey results and shaping the improvement plan.
- Schedule meetings or retreats to discuss findings and solicit input from stakeholders.
Step 5: Collect and Analyze Data
- Collect survey responses and ensure confidentiality and anonymity.
- Use appropriate data analysis methods to identify patterns, themes, and areas requiring improvement.
- Document and summarize the survey findings in a comprehensive report.
- Do not privilege average scores! Underrepresented groups are just that–underrepresented. Often their voices get lost in average scores. However, when underrepresented voices reflect less inclusiveness than the average, this can be a powerful message that a dominant group is unaware of important needs in the department.
Step 7: Share Results and Seek Feedback
- Share the survey findings with the entire department in a transparent manner.
- Conduct meetings to present the results and encourage open discussions.
- Seek feedback from department members on the findings to further inform the improvement plan.
Step 8: Develop an Inclusiveness Improvement Plan
- Based on the survey findings and stakeholder input, develop a detailed plan for enhancing inclusiveness.
- Set specific goals, actions, and timelines for implementing changes.
- Ensure the plan addresses areas identified as needing improvement and reflects the diverse perspectives of department members.
Step 9: Implement the Improvement Plan
- Check with a DEI consultant regarding specifics of the plan prior to implementation.
- Assign responsibilities and designate individuals or teams to lead each action item.
- Engage administrative staff to objectively monitor progress regularly and provide updates to the department.
- Encourage collaboration and involvement from all department members throughout the implementation process.
Step 10: Evaluate and Revise
- Continuously evaluate the effectiveness of the improvement plan.
- Collect feedback from department members on the implemented changes.
- Make necessary adjustments to the plan based on feedback and evolving needs.
By following this guide, academic departments can conduct a comprehensive inclusiveness assessment, engage stakeholders, amplify the voices of underrepresented groups, and develop an actionable plan for improving inclusivity. The involvement of department members at every step and the use of anonymous polling and other methods ensure a transparent and comfortable process for all participants.