2016 INSIGHT Into Diversity HEED Award
Application
GENERAL INFORMATION
1. Please provide the complete, formal name of your institution.
2. Check which class applies to your institution. Please select one.
Baccalaureate-granting
Community college
Graduate school
Law school
Other, please specify: ______________________
3. How would you describe your institution? Check all that apply.
Public
Private
HBCU
HSI
MSI
Tribal college
Multi-campus system office
4. If your school is a community college or baccalaureate-granting institution,
what is your full-time undergraduate student enrollment?
0-4,999
5,000-9,999
10,000-14,999
15,000-29,999
Over 30,000
5. If your school is a law school or graduate school, what is your full-time
graduate enrollment?
0-999
1,000- 1,999
2,000- 2,999
3,000- 4,999
Over 5,000
STUDENT DEMOGRAPHICS
6. What is the breakdown by gender of your full-time undergraduate student
enrollment (community colleges and baccalaureate-granting institutions only)?
Male
Female
7. What is the breakdown by race/ethnicity of your full-time undergraduate
student enrollment (community colleges and baccalaureate-granting
institutions only)?
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
8. What is the breakdown by gender of your full-time graduate student
enrollment (law schools and graduate schools only)?
Male
Female
9. What is the breakdown by race/ethnicity of your full-time graduate student
enrollment (law schools and graduate schools only)?
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
LEADERSHIP DEMOGRAPHICS
10. What is the breakdown by gender of your administrative leadership
(president/chancellor, provosts, deans, and other executive leadership
positions)?
If you are a graduate school, DO NOT include data for your undergraduate campus.
Male
Female
11. What is the racial/ethnic composition of your administrative leadership
(president/chancellor, provosts, deans, and other executive leadership
positions)?
If you are a graduate school, DO NOT include data for your undergraduate campus.
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
FACULTY AND STAFF DEMOGRAPHICS
12. What is the breakdown by gender of your full-time tenured faculty?
If you are a graduate school, DO NOT include data for your undergraduate campus.
Male
Female
13. What is the breakdown by race/ethnicity of your full-time tenured faculty?
If you are a graduate school, DO NOT include data for your undergraduate campus.
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
14. What is the breakdown by gender of your full-time non-tenured faculty?
If you are a graduate school, DO NOT include data for your undergraduate campus.
Male
Female
15. What is the breakdown by race/ethnicity of your full-time non-tenured
faculty?
If you are a graduate school, DO NOT include data for your undergraduate campus.
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
16. What is the breakdown by gender of your full-time non-instructional staff?
If you are a graduate school, DO NOT include data for your undergraduate campus.
Male
Female
17. What is the breakdown by race/ethnicity of your full-time non-instructional
staff?
If you are a graduate school, DO NOT include data for your undergraduate campus.
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
STUDENT RECRUITMENT AND RETENTION
18. What efforts do you use to recruit historically underrepresented and firstgeneration students? Check all that apply.
Community outreach efforts
Admissions officers with a diversity focus
On-campus diversity recruitment efforts
Community college bridge programs
Pre-college programs for K-12 students
Social media outreach
National strategic partnerships (Posse Foundation, Questbridge, etc.)
Race-conscious scholarships
Economic-conscious scholarships
Holistic admissions process
19. What efforts do you use to improve retention and graduation rates for
historically underrepresented students? Check all that apply.
Campus-wide retention strategic plan
Institutional research on student success patterns
Cohort-based academic success and leadership program
Academically themed diverse student organizations
Supplemental instruction
Free tutoring support
Culturally relevant advising
Summer bridge programs
Early warning systems
First-year experience programs
STUDENT GRADUATION RATES
20. Community colleges only: What are your two-year graduation rates for the
following?
Overall
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
21. Baccalaureate-granting institutions only: What are your four-year
graduation rates for the following?
Overall
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
22. Law schools and graduate schools only: What are your two-three year
graduation rates for the following?
Overall
White/Caucasian
African American/Black
Hispanic/Latino
Native American
Asian American
Native Hawaiian or Pacific Islander
Multiracial
Nonresident alien
FACULTY RECRUITMENT AND RETENTION
23. What strategies does your institution use to increase the ethnic, racial, and
gender diversity of your instructional faculty on campus? Check all that apply.
Faculty diversity strategic plan
Dedicated faculty diversity recruitment specialist
National partnership efforts
Advertisements in diversity-only publications and/or job boards
Participation in diversity recruitment events
Strategic funds to increase financial offers to diverse job candidates
Grant-funded initiatives to increase retention (e.g., NSF Advance program)
Strategic funds to hire diverse candidates
Hosting future faculty diversity symposiums on campus
Diversity-themed postdoctoral fellowships
Diversity faculty exchange programs (e.g., with HBCUs)
Pipeline programs for future faculty
Please list diversity publications and job boards you use. (Do not include The
Chronicle of Higher Education, Inside Higher Ed, or Higher Ed Jobs, as these are
not diversity job boards.)
24. What strategies does your institution use to retain ethnically, racially, and
gender-diverse faculty on your campus? Check all that apply.
Mentor programs for diverse junior faculty
Cohort-driven leadership programs for diverse junior faculty
Graduate research support for new diverse faculty
Start-up research funds for new diverse faculty
Family-flexible tenure time lines
Affinity or employee resource groups for employees
Participation in diversity-related programming is considered in tenure and promotion
processes
LEADERSHIP AND ACCOUNTABILITY
25. Indicate the role the president or chancellor (or dean, if you are a graduate
school or law school) plays in campus diversity policies.
Strongly
Agree
Agree Undecided Disagree Strongly
Disagree
Establishes the campus vision for
diversity
Charges the campus-wide diversity
committee
Creates a culture of accountability
Ensures that resources (funding and
staff) are available to drive campus
diversity efforts
Shows a visible commitment to diversity
in speeches, written correspondence,
and public appearances
Ensures that senior leadership is
engaged in campus diversity agenda
Provide further commentary on the president's/chancellor's role in ensuring the
placement and execution of campus diversity efforts. Include any additional
efforts not listed above, explain any existing weaknesses, and include any
suggestions for improvement.
26. What strategies does your institution have in place around diversity
planning and accountability? Check all that apply.
Our institution's official mission statement includes diversity and inclusion language.
Our diversity and inclusion goals and plans are embedded in the campus-wide strategic plan.
Our institution requires diversity plans from individual schools or colleges.
Our institution has a campus-wide diversity planning committee or taskforce.
Our institution uses a diversity scorecard process to measure our diversity progress.
Our diversity office has the opportunity to formally report on campus diversity plans,
successes, challenges, and opportunities at meetings of the board of governors, trustees, or
regents.
27. Does your institution have diversity training programs for the following
groups?
Volunta
ry
Requir
ed
Upo
n
Hiri
ng
Start of
Acade
mic
Year
Annual Ever Departm
ly
y
ent
Two Heads
Year
s
No
Diversi
ty
Traini
ng
Unconsci
ous Bias
Training
Senior
administrat
ors
Full-time
faculty
Full-time
staff
Search
committee
heads
Board of
trustees or
regents
Full-time
students
LGBTQ
training for
athletic
dept.
28. Please indicate the degree to which you agree or disagree with the following
statements regarding the activation of your diversity plan.
Strongly
Agree Undecided Disagree Strongly
Agree
Disagree
Our president is highly involved in
campus-wide diversity implementation
efforts.
Our chief diversity officer provides point
leadership in the campus-wide diversity
implementation process.
Our campus-wide diversity committee
ensures that many different people are
involved in shaping the campus's
diversity strategy.
Senior leadership ensure that diversity is
prioritized in their respective schools,
colleges, and divisional units.
Students play a key role in leading
diversity change efforts on our campus.
Campus diversity efforts are data-driven
and evidence-based.
Adequate financial resources exist to
drive campus diversity efforts.
Add any additional comments about the diversity plan activation process for
your school.
29. Identify any diversity-focused financial strategies that exist at your
institution. Check all that apply.
Diversity goals are embedded into the overall budget process.
We have an annual diversity fundraising program.
We have campus-wide diversity incentive grants (e.g., pool of funds for which anyone can
compete).
We apply for federal diversity grants (e.g., NSF, NIH, U.S. Department of Education).
We have a dedicated development officer focused on diversity.
We have a qualified diversity endowment.
We have a diversity-themed alumni fundraising program.
Other: ______________________
INSTITUTIONAL BRANDING
30. Identify any multicultural branding and communication techniques your
institution uses. Check all that apply.
Social media used for multicultural marketing (e.g., YouTube, Instagram, Twitter, Facebook,
etc.)
Multicultural communications officer or specialist
Diversity-themed admissions materials and brochures
Diversity advertising and outreach campaigns (e.g., display/image advertising in diversity
publications like INSIGHT Into Diversity magazine, billboards, commercials)
Annual diversity report
Student ambassadors communicate campus diversity to prospective students and their parents
Display all diversity awards received on website
Diversity link on website homepage
List any other diversity branding techniques your institution uses that are not
listed above.
31. Please identify which diversity-related pages are on your website. Check all
that apply.
Diversity office page
LGBTQ office page
Veteran's office page
Disability services office page
International office page
Study abroad office page
Supplier diversity page
32. Please identify which of the following diversity-related information appears
on your website. Check all that apply.
Our procurement office/supplier diversity page lists opportunities for minority- and womenowned businesses.
Our study abroad page includes specific opportunities for underrepresented students (e.g.,
scholarships).
Our disability services office page links to the career services page.
Our international office page includes information about student groups that students can join.
Our human resources page includes information about affinity groups employees can join.
Our human resources page includes information about diversity training.
Every open job listing on our human resources page includes an AA/EEO statement.
CHIEF DIVERSITY OFFICER'S ROLE
33. Please identify which, if any, of the following tactics your institution uses to
understand issues of campus climate, inclusion, and satisfaction. Check all that
apply.
Campus climate survey for students — How often is this conducted? ______________________
Campus climate survey for faculty — How often is this conducted? ______________________
Campus climate survey for administrative staff — How often is this conducted?
______________________
Exit interviews for employees
Exit interviews for students
Institutional satisfaction survey for employees — How often is this conducted?
______________________
Institutional satisfaction survey for students — How often is this conducted?
______________________
Diversity mapping of institutional capabilities
Diversity benchmarking efforts
Diversity engagement survey
34. How is your chief diversity officer's role situated for success? Check all that
apply.
We don't have a dedicated chief diversity officer.
Our chief diversity officer reports to the president.
Our chief diversity officer position is an executive-level role.
Our chief diversity officer has a dedicated staff — How many? ______________________
Our chief diversity officer has other titles (e.g., Title IX coordinator, EEO officer) — Please list:
______________________
Our chief diversity officer has his/her own budget.
Our chief diversity officer has a deciding vote on the diversity council.
Our chief diversity officer can attend board of trustee meetings to present the case for diversity.
Our chief diversity officer has input in the budget for his/her office.
35. Identify how your institution is helping students develop cultural
competence. Check all that apply.
General education diversity requirement — course every student must take
General education diversity course — voluntary
Program that provides opportunities for Pell Grant students to study abroad
Mentor programs for underrepresented students
Mentor programs for international students
Multicultural events for international students
Multicultural clubs and/or organizations for underrepresented minority students
Issues of diversity are woven into first-year experience program
36. Does your institution celebrate any of the following? Check all that apply.
African American History Month
Women's History Month
Asian-Pacific American Heritage Month
Hispanic American Heritage Month
National Disability Employment Awareness Month
Native American Heritage Month
Martin Luther King Jr. Day
World Religion Day
LGBTQ Pride Month
37. Identify the employee resource or affinity groups you have at your
institution. Check all that apply.
African American/Black affinity group
Hispanic/Latino affinity group
Asian American/Pacific Islander affinity group
Native American affinity group
Disability affinity group
Religious-affiliated affinity groups
Veteran's affinity group
Women's affinity group
LGBTQ affinity group
38. Identify the offerings your institution provides for students with disabilities.
Check all that apply.
Sign language translators for the classroom
Textbooks in braille
Section 508 website compliance
Computer-Assisted Real-Time Captioning
Instructional materials in accessible formats
Online learning systems accessible to all students
Wheelchair-accessible curbs and building ramps
Elevators in all buildings (excluding certified historic ones)
Wheelchair-accessible buildings (excluding certified historic ones)
Accessible online employment application
39. Does your institution have or offer the following (currently or in the near
future)? Check all that apply.
Gender-neutral bathrooms
Same-sex partner healthcare benefits for employees
INSTITUTIONAL DIVERSITY PROGRESS
40. We would like to know the degree to which you have successfully increased
minority and female representation at your institution. Using the most recent
information from your annual diversity report or campus climate survey,
indentify statements that apply to your institution.
Less
than
1%
We have increased the racial and ethnic
diversity of full-time tenured faculty over the
past five years.
We have increased the number of female fulltime tenured faculty over the past five years.
We have increased the racial and ethnic
diversity of full-time non-tenured faculty
over the past five years.
We have increased the number of female fulltime non-tenured faculty over the past five
years.
We have increased the racial and ethnic
diversity of leadership (deans and above)
over the past five years.
We have increased the number of women in
leadership positions (deans and above) over
the past five years.
We have increased the number of female
STEM faculty members over the past five
years.
13%
46%
710%
1115%
Over
16%
N/A
What year is this data from?
MISCELLANEOUS QUESTIONS
41. Please tell us how you first heard about the INSIGHT Into Diversity HEED
Award?
Past award recipient or applicant
Colleague
Search engine
Conference
INSIGHT Into Diversity newsletter
INSIGHT Into Diversity magazine
Other: ______________________
42. Why did you apply for the HEED Award?
43. Do you have any feedback you would like to submit regarding the HEED
Award or this application?
OTHER APPLICATION INFORMATION
The deadline to submit your HEED
Award application is June 15, 2016. If your school is selected as an INSIGHT Into
Diversity HEED Award recipient, you will be notified by Sept. 15, 2016. Each
HEED Award recipient will recieve a HEED Award certificate and the 2016 HEED
Award logo. All HEED Award recipients will be officially announced and
featured in the November 2016 annual HEED Award issue of INSIGHT Into
Diversity magazine. If you would like to submit additional information to
accompany this application, please email it to
heedawardapplication@insightintodiversity.com by the application deadline.
Please make sure you print a copy of your completed application for your
records. Thank you for applying for the 2016 INSIGHT Into Diversity HEED
Award!
You hereby certify as a representative of your institution that the information
submitted in this application is accurate and correct to the best of your ability.
Your name
Your title
Your phone number
Your email address
CONTACT INFORMATION
Please provide contact information for your chief diversity officer (or the person
we should contact if your school is selected as a HEED Award recipient).
Name (include credentials — e.g., PhD, JD)
Title
Mailing address 1 (No P.O. boxes, please)
Mailing address 2
City
State
Zip code
Phone number
Email address
Please provide contact information for your director of marketing.
Name
Title
Phone number
Email address
Please provide contact information for your director of public relations (if
different from above).
Name
Title
Phone number
Email address