The deadline to submit the HEED Award application is June 15, 2015. PLEASE NOTE: In order to save your progress on each page,
you MUST click the "Next" button at the bottom of each page. When you click "Done" on the last page and exit the survey, you can still
re-enter the survey and edit your answers before you submit your application. If you need to return to the application to edit your
answers, you must repeat the same process.
PLEASE REMEMBER TO PRINT THE COMPLETED APPLICATION FOR YOUR RECORDS BEFORE SUBMITTING YOUR
APPLICATION.
If you need additional space to answer a question, please submit the additional information to
heedawardapplication@insightintodiversity.com. Include your contact information and the number of the question for which you are
submitting information.
This application will require basic information on your institution's demographic diversity (students, faculty, staff), six-year graduation
rates, and overall diversity capabilities. It is recommended that you have your campus diversity data and other relevant information
available as you complete this application.
Thank you!
1. Has your institution applied for and/or received the HEED Award in the past? Check all that apply.
No
2012 HEED Award
recipient
2013 HEED Award
recipient
2014 HEED Award
recipient
Applied for 2012 HEED
Award
Applied for 2013 HEED
Award
Applied for 2014 HEED
Award
Yes
2. How would you describe your institution? Check all that apply.
Public
Private
Baccalaureate-granting institution
Community college
Graduate or professional school
Health-related school
Historically Black College or University (HBCU)
Tribal college or university
Hispanic-Serving Institution (HSI)
Minority-Serving Institution (MSI)
Religiously affiliated institution
Multi-campus system office
PLEASE INCLUDE THE FORMAL NAME OF YOUR INSTITUTION
* 3. Please provide the name, title, and contact information of the person we should contact if we need to
obtain further information.
Name
Title
Phone number
Email address
* 4. Please provide contact information for the media relations, marketing, or communications person we
should notify if your school is selected as a HEED Award recipient.
Name
Title
Phone number
Email address
5. What is your overall undergraduate student enrollment?
☐
0-4,999
☐
5,000-9,999
☐
10,000-14,999
☐
15,000-29,999
☐
More than 30,000
6. What is your overall graduate student enrollment?
☐
0-4,999
☐
5,000-9,999
☐
10,000-14,999
☐
15,000-29,999
☐
More than 30,000
☐
Not Applicable
7. What is the demographic breakdown by gender, race/ethnicity, and economic background of your
undergraduate student population? Please provide the total number of students, not percentages.
Male
Female
Caucasian/White
African American/Black
Hispanic/Latino
American Indian/Native
American
Asian American
Native Hawaiian or Pacific
Islander
Multiracial
Race/ethnicity unknown
Nonresident alien
Pell Grant eligible
Other (please specify)
Comments
8. What is the demographic breakdown by gender and race/ethnicity of your graduate student population?
Please provide the total number of students, not percentages.
Male
Female
Caucasian/White
African American/Black
Hispanic/Latino
American Indian/Native
American
Asian American
Native Hawaiian or Pacific
Islander
Multiracial
Nonresident alien
Other (please specify)
Comments
9. What efforts do you have in place to recruit historically underrepresented and first-generation minority
students (African American, Latino/Hispanic, Native American, Southeast Asian, etc.)? Check all that apply.
No
Community outreach
efforts
Admissions officers with
a diversity focus
On-campus diversity
recruitment events
On-site high school
admissions in diverse
communities
Community college
bridge programs
Pre-college programs for
K-12 students
Social media outreach
initiatives
National strategic
partnerships (e.g.,
Posse Foundation,
Questbridge, etc.)
Race-conscious
scholarships
Economic-conscious
scholarships
Please expand on any of the efforts you have checked above.
Yes
10. What is the six-year graduation rate (percentages) for each of the following groups at your institution?
Include the year this data is from.
Overall
Female
Caucasian/White
African American/Black
Hispanic/Latino
American Indian/Native
American
Asian American
Native Hawaiian or Pacific
Islander
Multiracial
Nonresident alien
YEAR OF DATA
11. What efforts do you have in place to improve retention and graduation rates among historically
underrepresented students (African American, Latino/Hispanic, Native American, Southeast Asian, etc.)?
Check all that apply.
No
Campus-wide retention
strategic plan
Institutional research on
student success
patterns
Cohort-based academic
success and leadership
program
Race-conscious
scholarship programs
Economic-conscious
scholarship programs
Academic-themed
diverse student
organizations (e.g.,
Society of Hispanic
Engineers, National
Society of Black
Engineers)
Supplemental instruction
Free tutoring support
Culturally relevant
advising (e.g., advising
that takes identity into
account as you support
students on campus)
Early warning
systems/strategic
advising
Yes
No
Yes
Summer bridge
programs
First-year experience
programs
Undergraduate research
program for diverse
students
Please expand on any of the efforts you have checked above.
12. We are interested in the degree to which your institution is characterized by diverse leadership. Please
provide the gender and racial/ethnic composition of your administrative leadership -- president/chancellor,
provost, chief academic officer, dean of faculty, senior international officer, chief diversity officer,
administrative deans, and individual school deans. Please provide the total number of employees -- not
percentages.
Male
Female
Caucasian/White
African American/Black
Hispanic/Latino
American Indian/Native
American
Asian American
Native Hawaiian or Pacific
Islander
Multiracial
Race/ethnicity unknown
Nonresident alien
Other (please specify)
13. What is the demographic breakdown by gender and race/ethnicity of your instructional faculty (tenure and
non-tenure track) employees? Please provide the total number of employees, not percentages.
Total instructional faculty
(tenure and non-tenure)
Male
Female
Caucasian/White
African American/Black
Hispanic/Latino
American Indian/Native
American
Asian American
Native Hawaiian or Pacific
Islander
Multiracial
Race/ethnicity unknown
Nonresident alien
Other (please specify)
14. What is the demographic breakdown by gender and race/ethnicity of your full-time non-instructional staff?
Please provide the total number of employees, not percentages.
Total full-time (noninstructional staff)
Male
Female
Caucasian/White
African American/Black
Hispanic/Latino
American Indian/Native
American
Asian American
Native Hawaiian or Pacific
Islander
Multiracial
Race/ethnicity unknown
Nonresident alien
Other (please specify)
15. What strategies does your institution have in place to increase the ethnic, racial, and gender diversity of
your instructional faculty on campus? Please check all that apply.
No
Faculty diversity
strategic plan
Dedicated faculty
diversity recruitment
specialist
National partnership
efforts (e.g.,
membership in the
Center for Faculty
Diversity)
Advertisements in
diverse periodicals
and/or job boards
Participation in diversity
recruitment events (e.g.,
Compact for Faculty
Diversity)
Strategic funds to
increase financial offers
to diverse candidates
Grant-funded initiatives
to drive retention [e.g.,
National Science
Foundation (NSF) Advance Program]
Strategic funds to hire
diverse candidates
whenever talent is
available
Hosting future faculty
diversity symposiums on
campus
Creating future faculty
diversity recruitment
databases
Diversity-themed
postdoctoral fellowships
Diversity faculty
exchange programs
(e.g., with HBCUs)
List all diversity-only job boards or publications in which you advertise your open positions.
Yes
16. Has your institution made a substantial attempt to be in compliance with the new OFCCP rules requiring
an increase in employment of veterans and people with disabilities?
No
Yes
Please expand on your efforts and be specific.
17. What strategies does your institution have in place to retain ethnically, racially, and gender-diverse faculty
on campus? Please check all that apply.
No
Yes
Mentor programs for
junior faculty
Cohort-driven leadership
program for junior faculty
Course release to
support scholarly
productivity
Graduate research
support for new faculty
Start-up research funds
for new faculty
Family-flexible tenure
time lines (e.g., ability to
extend, suspend, and
adjust the tenure clock
to support work-life
balance)
Affinity or employee
resource groups
Grant-funded initiatives
to drive retention (e.g.,
NSF - Advance
Program)
Please provide any additional information that defines your recruitment strategy for retaining diverse faculty.
18. Please indicate the president's or chancellor's role in campus diversity policies. If you are completing this
for a professional, graduate school, or health center, please substitute the appropriate executive leader for
president/chancellor (e.g., dean of law school, dean of medical school, VP of health center, etc.).
Strongly Disagree
Disagree
Undecided
Agree
Strongly Agree
Establishes the campus
vision for diversity
Charges the campuswide diversity committee
Creates a culture of
accountability
Ensures that resources
(funding and staff) are
available to drive
campus diversity efforts
Provides visible
commitment to diversity
in speeches, written
correspondence, and
public appearances
Ensures that senior
leadership is engaged in
the campus diversity
agenda
Please provide further commentary on the president's role in ensuring placement and execution of campus diversity efforts.
19. Please respond to the following questions regarding your institution's diversity planning, accountability,
incentive, and training systems.
No
Does your institution’s
official mission
statement address
issues of diversity and
inclusion?
Does your institution
have an official definition
of diversity?
Are your diversity and
inclusion goals and
plans embedded in the
campus-wide strategic
or academic plan?
Does your institution
have a dedicated
campus-wide diversity
plan?
Yes
No
Does your institution
require diversity plans
from
schools/colleges/vice
presidents/ and/or
department heads?
Does your institution
convene an annual
campus diversity forum
or event to engage the
campus community
around issues of
diversity, equity, and
inclusion?
Does your institution
have a campus-wide
diversity planning
committee, commission,
or taskforce?
Does your institution
have a campus-wide
diversity plan for
international affairs?
Does your institution
formally report on
campus diversity plans,
success, challenges,
and opportunity areas at
the board of governors,
trustees, or regents
level?
Does your institution use
a diversity scorecard
system or measurement
process to measure
diversity progress?
Is diversity leadership
assessed as part of the
annual review of
administrators at your
institution?
Is diversity leadership
assessed as part of the
five-year review of
administrators at your
institution?
Is diversity leadership
assessed as part of the
annual activity reports of
faculty at your
institution?
Is diversity leadership
assessed as part of the
tenure and promotion
process of faculty at your
institution?
Yes
No
Yes
Does your institution
have a competitive
diversity grants fund
available to seed new
diversity initiatives on
campus?
Does your institution
give awards for diversity
leadership and service
to the campus
community?
Please add anything additional that you would like for us to know regarding your diversity planning, accountability, incentive, and
training systems.
20. Does your institution have any of the following diversity training programs?
No
Does your institution
have a required diversity
training/education
program for senior
administrators?
Does your institution
have a required diversity
training/education
program for staff?
Does your institution
have a required diversity
training/education
program for faculty?
Does your institution
have a required diversity
training/education
program for search
committee heads?
Yes
21. Diversity plan implementation is a shared process. Please indicate the degree to which you agree or
disagree with the following statements regarding your diversity plan activation process.
Strongly Disagree
Disagree
Undecided
Agree
Strongly Agree
The president is highly
involved in campus-wide
diversity implementation
efforts.
The chief diversity officer
provides point
leadership to the
campus-wide diversity
implementation process.
The campus-wide
diversity committee
ensures that many
different voices are
involved in shaping the
campus's diversity
strategy.
The academic senate
ensures that diversity
efforts are part of the
academic priorities of
the institution.
Senior leadership
ensures that diversity is
prioritized in their
respective schools,
colleges, and divisional
units.
Students play a key role
in leading diversity
change efforts on
campus.
Our campus diversity
efforts are data-driven
and evidence-informed.
Adequate financial
resources exist to drive
campus diversity efforts.
Please provide us with further information that helps us understand how diversity plans are implemented at your institution.
22. Please identify any diversity-focused financial strategies that are in place at your institution.
No
Diversity goals
embedded into the
overall capital campaign
Special diversity-themed
fundraising campaign
Annual diversity
fundraising program
(e.g., telephone,
integrated direct
marketing, etc.)
Diversity-themed
fundraising Web portal
Campus-wide diversity
incentive grants (e.g.,
competitive pool of funds
anyone can compete
for)
Federal diversity grants
(e.g., NSF, NIH, U.S.
Department of
Education)
Dedicated development
officer focused on issues
of diversity
Philanthropic diversity
affinity group (e.g.,
Women in Philanthropy
Group)
Shared diversity
financial strategy (e.g.,
campus-wide reallocation of a
percentage of funds to
drive central campus
diversity priorities)
Diversity funding from
athletic programs
Diversity program
endowment
Diversity-themed alumni
fundraising group (e.g.,
Black Alumni
Association)
Yes
23. Please identify any multicultural branding and communication techniques that your institution uses.
No
Multicultural social
media channels (e.g.,
YouTube, Instagram,
Twitter, etc.)
Multicultural
communication officer or
specialist
Diversity-themed
admissions materials
and brochures
Diversity-targeted
advertising and outreach
campaigns (e.g.,
display/marketing ads in
diversity publications like
INSIGHT Into Diversity,
billboards, commercials,
etc.)
Annual diversity report
Contract with a diversity
advertising agency
and/or diversity
executive recruitment
agency
Student ambassadors
that communicate your
campus diversity to
prospective students
and their parents
General diversity Web
page
LGBTQ Web page
Disabilities Web page
Supplier diversity Web
page
Veterans and military
affairs Web page
International and
globalization Web page
Please identify any other multicultural branding techniques in place at your institution.
Yes
24. Does your institution have a dedicated research program on issues of diversity, equity, and inclusion? If
so, please identify the various research tactics that your institution utilizes to understand issues of campus
climate, inclusion, satisfaction, capabilities, and more. Please check all that apply.
No
Yes
Campus climate and
culture survey for
students
Campus climate and
culture survey for
employees
Institutional satisfaction
survey for students
Institutional satisfaction
survey for employees
Exit interviews for
departing employees
Exit interviews for
departing students
Diversity mapping of
institutional capabilities
Diversity benchmarking
efforts
Please identify any other research tactics that your institution employs to understand issues of diversity, equity, and inclusion on
campus.
* 25. Enter the contact information for your campus chief diversity officer (or similar title).
Name
Formal title
Complete USPS mailing
address (no P.O. boxes
please)
Email address
Phone number
26. How is your chief diversity officer's role situated for success?
No
Yes
Do you have a chief
diversity officer?
Does the chief diversity
officer report to the
president?
Does the chief diversity
officer report to the
provost?
Does the chief diversity
officer have a dedicated
staff that reports to him
or her?
Does the chief diversity
officer supervise a
portfolio of units?
Does the chief diversity
officer have their own
independent budget that
they lead?
Does the chief diversity
officer appoint or have a
deciding voice in the
members of the diversity
council?
Please provide any additional information that substantiates the structure and positioning of the CDO to play a key leadership role on
issues related to diversity on campus.
27. Please identify the diversity and inclusion related offices at your institution.
No
Yes
Diversity office
Affirmative action and
equity office
Community engagement
office
Disabilities office
Diversity research
center
Religious centers or
offices (e.g., Hillel,
Muslim Student Center,
etc.)
Ethnic and gender
studies office (e.g.,
Black World Studies,
Latino Studies,
Women’s Studies, etc.)
Diversity training office
Lactation centers or
areas
Prayer or reflection
spaces
International student
center
Study abroad office
Multicultural/minority
affairs office
Office for veterans and
military personnel
Retention and precollege program offices
Supplier diversity office
Women's center
LGBTQ office
Please identify any other diversity-themed space or office not listed above.
28. In what ways is your institution intentionally helping students develop cultural competence? Please check
all that apply.
No
None
General education
diversity requirement
(e.g., a course or series
of courses every student
must take)
Majors and minors in
diversity-themed areas
of study (e.g., Women's
Studies, Diversity
Studies, Hip-Hop
Studies, Disability
Studies, Asian Studies,
etc.)
Diversity-themed
courses exist in the
curriculum
Issues of diversity are
woven into the first-year
experience program
Service learning
opportunities
Program that provides
opportunities for Pell
Grant students to study
abroad
Program that provides
opportunities for other
underrepresented
students to study abroad
Mentor programs for
underrepresented
students
Mentor programs for
international students
Multicultural events for
international students
Multicultural clubs for
international students
Multicultural clubs for
underrepresented
minority students
Diversity leadership
development training
Study abroad/global
experiences
Intergroup dialogue
programs and initiatives
Please identify any other diversity-themed academic experiences that exist for students.
Yes
29. Does your institution feature multicultural or diversity programs for students and/or faculty? Please check
all that apply.
No
General campus
multicultural or diversity
programs
African American History
Month
National Women's
History Month
Asian Pacific American
Heritage
Older Americans Month
Acknowledgement of
religious observances
(including all religions)
Gay Lesbian Pride
Month
National Hispanic-Latino
Heritage Month
National Disability
Employment Awareness
Month
National Italian
American Heritage
Month
National American
Indian Heritage Month
Martin Luther King Jr.
Day - Day of Service
World Religion Day
Other - please list
Please expand on any of the efforts you have checked above.
Yes
30. Does your school have affinity or employee resource groups for faculty and staff? Please check all that
apply.
No
Yes
African American/Black
affinity group
Latino/Hispanic affinity
group
Asian Pacific Islander
affinity group
Native
American/American
Indian affinity group
Disabilities affinity group
LGBTQ affinity group
Women's affinity group
Religious-affiliated
affinity group
International faculty
affinity group
Veterans affinity group
Other - please explain
31. Does your school have any of the following student clubs/organizations? Check all that apply.
No
African American/Black
Latino/Hispanic
Asian Pacific Islander
Native
American/American
Indian
Students with disabilities
LGBTQ
Veterans
International
Religious
Other (please specify)
Yes
32. Does your school offer any of the following for students/employees with disabilities? Please check all that
apply.
No
Yes
Sign language
translators for the
classroom
Textbooks in Braille
Section 508 website
compliance for people
with disabilities
Computer Assisted
Real-time Captioning
(CART)
Instructional materials in
accessible formats
Online learning systems
that are equally
accessible to all
students
Wheelchair-accessible
curbs and building
ramps
Elevators in every
campus building
Wheelchair-accessible
dorms
Emergency strobe lights
in dorms for students
with disabilities
Wheelchair-accessible
buildings
Online employment
application capability for
people with disabilities
Please identify any other capabilities that highlight your institution's efforts to create an inclusive experience for students with
disabilities.
33. We are interested in your supplier diversity capabilities. Please indicate your efforts to help womenowned, minority-owned, veteran-owned, and disabled-owned small businesses.
No
Yes
Does your institution
have a supplier diversity
program?
Does your institution
have a supplier diversity
department?
Does your institution
have a supplier diversity
manager?
Do you have a specific
budget for supplier
diversity and
disadvantaged business
development?
Does your company
have a designated
supplier diversity Web
page?
Are you currently a
member of any supplier
diversity organizations?
Please provide any additional information that illustrates your supplier diversity capabilities.
34. Please indicate the degree to which you agree or disagree with the following statements about campus
diversity progress based upon information from your most recent Diversity Report.
Strongly Disagree
We have made
substantive progress
increasing the racial and
ethnic diversity of our
historically
underrepresented
(African American,
Latino, Native American,
Southeast Asian)
student body.
Disagree
Undecided
Agree
Strongly Agree
Strongly Disagree
We have made
substantive progress
increasing the six-year
graduation rates of
historically
underrepresented
racially and ethnically
diverse students (African
American, Latino, Native
American, Southeast
Asian).
We have made
substantive progress
increasing the
participation of female
students in STEM
disciplines across
campus.
We have made
substantive progress
creating a campus
culture of inclusion for
LGBTQ students and
employees on campus.
We have made
substantive progress
creating a campus
culture of inclusion for
racially and ethnically
diverse students on
campus.
We have made
substantive progress
creating a campus
culture of inclusion for
students and employees
with disabilities on
campus.
We have made
substantive progress
strengthening the
cultural competence of
all students and
employees on campus.
We have made
substantive progress
creating and building the
diversity-themed
research and
scholarship capabilities
of the institution.
Disagree
Undecided
Agree
Strongly Agree
Strongly Disagree
Disagree
Undecided
Agree
Strongly Agree
We have made
substantive progress
increasing the number of
racially and ethnically
historically
underrepresented
African American,
Latino/Hispanic, Native
American/American
Indian, and Southeast
Asian faculty.
We have made
substantive progress
increasing the number of
women in our STEM and
business school faculty.
We have made
substantive progress
increasing the number of
women in senior
leadership (dean level
and above) on campus.
We have made
substantive progress
increasing the number of
racial and ethnic
minorities in senior
leadership (dean level
and above) on campus.
We have made
substantive progress in
being inclusive and
recognizing the needs of
all religions on our
campus.
We have made
substantive progress
creating a campus
culture of inclusion for
veteran students and
employees on campus.
Please provide us with more information that further strengthens our understanding of your institution's recent diversity
accomplishments.
35. If you did not complete this application, please tell us why.
36. How long did it take to complete the application?
37. How many people were needed to complete the application?
38. How did you first hear about the HEED Award?
INSIGHT Into Diversity magazine
INSIGHT Into Diversity e-newsletter
Colleague
Search engine
Conference
Other (please specify)
39. Why did you apply for the HEED Award?
40. Are there any other comments you would like to submit regarding the HEED Award or this application?
OTHER APPLICATION INFORMATION
The deadline to submit your application is June 15, 2015.
If your school is selected as a recipient of the INSIGHT Into Diversity Higher Education Excellence in Diversity Award, you authorize
Potomac Publishing, Inc., D/B/A INSIGHT Into Diversity, to use the name of your school in any upcoming articles, lists of honorees,
press releases, or advertising materials.
If you have submitted your application and need to send additional information, you may do so by emailing it to:
heedawardapplication@insightintodiversity.com.
Award recipients will be notified of their honor by August 31, 2015.
Each award recipient will receive a HEED Award certificate and the 2015 INSIGHT Into Diversity Higher Education Excellence in
Diversity Award (HEED) logo. You can proudly display the logo in any of your marketing materials or on your website. The list of
honorees will be announced officially in the November issue of INSIGHT Into Diversity magazine.
PLEASE PRINT A COPY OF YOUR COMPLETED APPLICATION FOR YOUR RECORDS BEFORE SUBMITTING.
Thank you for applying for the 2015 HEED Award!