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UW Oshkosh Equity Scorecard Report

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U N I V E R S I T Y O F W I S C O N S I N O S H K O S H. UW Oshkosh Equity Scorecard Report ... Prepare strategic action plans to address internal inequities ... – PowerPoint PPT presentation

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Title: UW Oshkosh Equity Scorecard Report


1
UW Oshkosh Equity Scorecard Report
  • Presented by Chancellor Wells and Equity
    Scorecard Team Members Prof. Michelina Manzi
    (chair) and Mike Watson, Director of
    Institutional Research

2
What is the Equity Scorecard?
  • A UW System project to identify ways to address
    inequities that exist in educational outcomes
    among students of color.
  • UW Oshkosh is one of seven pilot institutions.  
  • Closing the achievement gap by bringing retention
    and graduation rates for students of color in
    line with those of the student body as a whole is
    one of the goals of Plan 2008.
  • Developed by Estela Mara Bensimon, Center for
    Urban Education, University of Southern
    California

3
Framework for Analysis Action Source
Diversity Scorecard Project, USC
4
The Process
  • Create campus evidence teams
  • Analyze existing data through the four
    perspectives
  • Develop Scorecard
  • Share results
  • Use results to inform change

5
How It Works
  • Awareness Engage in institutional
    self-assessment to provide a clear and
    unambiguous picture of inequities
  • Interpretation Analyze and integrate the
    meaning of the inequities
  • Action Develop strategic actions to achieve
    equity in educational outcomes based on data, not
    assumptions

6
Principles of Framework
  • Equity Scorecard emphasizes indicators of success
    for campus community groups rather than
    individual strengths or deficiencies.
  • It is a social frameworkcannot look at success
    or failure of individuals because the framework
    focuses on groups within a broader academic
    community to determine community characteristics
    that encourage or inhibits success.

7
Equity Scorecard Findings
  • Access
  • Enrollment, financial aid and major areas of
    study
  • Retention
  • Persistence and academic success
  • Excellence
  • Achievement and academic opportunities
  • Institutional Receptivity
  • Openness to diversity of faculty, staff and
    campus climate

8
Key Scorecard Findings
Our retention data shows that African Americans
and American Indians are far less likely to reach
the senior year than are our white students. SE
Asian and Hispanic student retention rates are
nearly the same as white student retention rates.
(Total drop includes students who transfer to
another institution.)
9
Key Scorecard Findings
The DFW report shows a low success rate in many
key gateway courses for all students, but
especially among African American, American
Indian and Hispanic students.
10
Key Scorecard Findings
University-wide, 16 of new full-time students
finish their first semester with a GPA under 2.0.
These students are highly unlikely to return for
a second year or to graduate. For African
Americans and American Indians, the rate is
nearly double the University average.
11
Key Recommendations
  • Maintaining the status quo in terms of equity and
    diversity is unacceptable.
  • The first week on campus is critical to drive
    home to students what it takes to succeed in
    college. (Retention)
  • We need to examine diversity of the curriculum.
    (Excellence)

12
Key Recommendations
  • We need a campus-wide climate study.
    (Institutional Receptivity)
  • The First-Year Experience and the Diversity
    Council should coordinate retention efforts.
    (Retention)

13
Key Recommendations
  • Each college and division needs a plan with
    measurable outcomes to address DFW findings.
    (Excellence)
  • The Office of Institutional Research should
    publish an annual Equity Scorecard Key Indicator
    report.
  • (Educational outcomes)

14
Key Recommendations
  • The fragmented, multi-layered, multi-led approach
    to meeting the academic support needs of students
    of color should be re-evaluated. (Retention)

15
Next Steps
  • Prepare strategic action plans to address
    internal inequities and enhance equity
  • Current actions that work
  • New actions that have promise
  • Actions contributing to inequities that need to
    stop
  • Share action plans at Campus Summit in Fall 2008
  • Diversity Council
  • Gender Equity Council
  • Colleges
  • Center for Academic Support and Diversity
  • Center for Scholarly Teaching
  • others

16
Conclusion
  • Internal equity for all of our students --
    especially students of color -- requires
    the entire campus community to
  • strive to understand and address the structural
    and cultural obstacles to the production of
    equitable educational outcomes, and
  • ensure that UW Oshkosh provides a welcoming,
    affirming, and responsive environment for groups
    that historically have been denied access to the
    benefits of higher education.
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