2020 Health Professions HEED Award Application

1) What is the complete name of your institution as you would like it to appear in publication if you are selected as a 2020 INSIGHT Into Diversity Health Professions HEED Award recipient?

2) Which type of institution applies to your school?

Allied Health School

Dental School

Medical School or Medical Health Center

Nursing School

Osteopathic School

Pharmacy School

Veterinary School

Health Sciences Center

School of Public Health

Other :

3) What is your full-time student enrollment?

Less than 1,000 students

1,000 - 2,999 students

3,000 - 4,999 students

More than 5,000 students

4) What is the percentage of your full-time student enrollment by gender?

Male

Female

Nonbinary

Transgender

Other/didn't respond

Comments:

5) What is the percentage of your full-time student enrollment by race/ethnicity?

White/Caucasian

African American/Black

Hispanic/Latinx

Native American/Native Alaska

Asian American

Native Hawaiian/Pacific Islander

Multiracial

International

Unknown/other

Comments:

6) What percentage of your student body has identified as being in the following groups (if you don't collect this information, please leave blank)?

LGBTQ:

Veteran:

Having a disability:

Low-income:

First-generation:

Comments:

7) What is the percentage of your administrative leadership (deans, department chairs, and executive-level administrators) by gender?

Male

Female

Non-binary

Transgender

Other/didn't respond

Comments:

8) What is the percentage of your professor and associate professor faculty by gender?

Male

Female

Non-binary

Transgender

Other/didn't respond

Comments:

9) What is the percentage of your assistant professor and instructor faculty by gender?

Male

Female

Non-binary

Transgender

Other/didn't respond

Comments:

10) What is the percentage of your admissions review committee by gender?

Male

Female

Non-binary

Transgender

Other/didn't respond

Comments:

11) What is the percentage of your administrative leadership (deans, department chairs, and executive-level administrators) by race/ethnicity?

White/Caucasian

African American/Black

Hispanic/Latinx

Native American/Alaska Native

Asian American

Native Hawaiian /Pacific Islander

Multiracial

International

Unknown/other

Comments:

12) What is the percentage of your professor and associate professor faculty by race/ethnicity?

White/Caucasian

African American/Black

Hispanic/Latinx

Native American/Alaska Native

Asian American

Native Hawaiian/Pacific Islander

Multiracial

International

Unknown/other

Comments:

13) What is the percentage of your assistant professor and instructor faculty by race/ethnicity?

White/Caucasian

African American/Black

Hispanic/Latinx

Native American/Alaska Native

Asian American

Native Hawaiian/Pacific Islander

Multiracial

International

Unknown/other

Comments:

14) What is the percentage of your admissions review committee by race/ethnicity?

White/Caucasian

African American/Black

Hispanic/Latinx

Native American/Alaska Native

Asian American

Native Hawaiian/Pacific Islander

Multiracial

International

Unknown/other

Comments:

15) What efforts do you use to recruit historically underrepresented and first-generation students? Check all that apply.  (Please provide details of your programs in the comments box below.)

Community outreach

Admissions officers with a diversity focus

On-campus diversity recruitment efforts

Social media outreach

Race-conscious scholarships

Economic-conscious scholarships

Holistic admissions process

Exhibits at national meetings and conferences that focus on underrepresented groups

Summer exposure and enrichment programs focused on underrepresented groups

Other:

Comments:

16) What efforts do you use to improve retention and graduation rates for historically underrepresented and first-generation students? Check all that apply.  (Please provide details of your programs in the comments box below.)

Campus-wide strategic retention plan

Institutional research on student success patterns

Cohort-based academic success and leadership programs

Academically themed diverse student organizations

Supplemental instruction

Free tutoring support

Culturally relevant advising

Early warning systems

First-year experience programs

Summer bridge programs

Mentorship programs

Other:

Comments:

17) Tell us about any programs and initiatives listed in questions #15 and #16 that your institution has launched in the last 24 months and their impact to date.

18) Indicate which of the following are included in your curriculum. Check all that apply.

Yes No N/A

Community health

Cultural diversity

LGBTQ health issues

Global health

Health disparities

Interprofessional studies

Health issues for underrepresented populations

Women's health issues

Religious beliefs affecting healthcare

Linguistic diversity

Comments:

19) Tell us about any pipeline programs your school has with other institutions of higher education that assist in the recruitment of underrepresented students.

20) On a scale of one to ten, how selective is your admissions process?

21) What are your graduation rates for full-time students in the following groups (use the time period that best suits your type of institution)?

Overall:

White/Caucasian:

African American/Black:

Hispanic/Latinx:

Native American/Alaska Native:

Asian American:

Native Hawaiian/Pacific Islander:

Multiracial:

International:

Unknown:

Comments:

22) What strategies does your school use to recruit diverse faculty? Check all that apply.

Faculty strategic diversity plan

Dedicated faculty diversity recruitment specialist

National partnership efforts

Advertisements in diversity publications and/or job boards

Participation in diversity recruitment events

Strategic funds used to increase financial offers to diverse job candidates

Strategic funds being used to hire diverse candidates

Host future faculty diversity symposiums on campus

Pipeline programs for future faculty

Comments:

23) What strategies does your school use to retain diverse faculty? Check all that apply.

Shorter tenure time lines

Mentor programs for diverse faculty

Cohort-driven leadership programs for junior diverse faculty

Graduate research support for new diverse faculty

Start-up research funds for new diverse faculty

Affinity or employee resource groups for employees

Participation in diversity-related programming is considered in tenure and promotion processes

Support programs for transgender faculty

Grant-funded initiatives to increase retention (NSF Advance program, etc.)

Other:

Comments:

24) Tell us about any programs and initiatives listed in question #22 and #23 that you have started in just the last 24 months and their impact to date.

25) Tell us about any pipeline programs for future diverse faculty that your institution has created.

26) Tell us if you require any of the following regarding your search committees.  Check all that apply.

We require our search committees to include at least one person from an underrepresented group

We require all applicants to include any diversity accomplishments in their CV

We require a diverse pool of applicants in the hiring process

We ensure that necessary accommodations are made for any applicant with a disability

We require search firms we use to include diverse candidates in the final pool of all candidates

27) Which diversity publications and/or job boards do you currently use to attract diverse job candidates? Limit your response to a maximum of five.

28) Indicate the role your dean plays in your school's diversity policies. Add any additional information about the dean's role in ensuring the execution of diversity efforts in the comments box below. Include any explanations of your responses to this question that you feel are important.

Strongly Agree Agree Undecide

d Disagree Strongly Disagree N/A

Ensures that resources (financial and staffing) are available to drive your school's diversity efforts

Charges the school's diversity committee

Creates a culture of accountability

Shows a visible commitment to diversity in speeches, written correspondence, and public appearances

Ensures that senior leadership is engaged in your

school's diversity strategies

Presents diversity and inclusion updates to leadership/governing board

Comments:

29) What strategies does your school have in place to ensure diversity planning and accountability? Check all that apply. 

Our school's official mission statement has diversity and inclusion as one of its core values

Our diversity and inclusion goals and plans are embedded in the campus-wide strategic plan

Our school has a diversity committee or taskforce

We use a diversity scorecard 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 governing board

Our diversity office submits and makes public an annual diversity report

Comments:

30) Indicate the degree to which you agree or disagree with the following statements regarding the activation of your diversity plan.

Strongly Agree Agree Undecided Disagree

Strongly Disagre

eN/A

Senior leadership

ensures that diversity is prioritized

Our chief diversity officer provides point leadership in the campus-wide implementation process

Our school's diversity committee ensures multiple constituent groups are involved in shaping our diversity strategy

Student opinions play a key role in leading diversity-related change efforts at our school

Diversity efforts are data-driven and evidence-based

Adequate financial resources exist to drive our school's

diversity efforts

Comments:

31) Identify any diversity-focused financial strategies that exist at your school. Check all that apply.  (Please provide details in the comments box below.)

Diversity goals are embedded in the overall budget process

We have an annual diversity fundraising campaign

We have diversity incentive grants

We apply for federal diversity grants (NSF, NIH, Dept. of Education, etc.)

We have a dedicated development officer focused on diversity

We have a qualified diversity endowment fund

We have a diversity-themed alumni fundraising campaign

We have financial resources set aside for internal diversity and inclusion awards

Other:

Comments:

32) Does your institution offering training programs for the following groups?

Diversity Training

Unconscious Bias

Training

Patient Bias

Training

N/A

Full-time faculty

Full-time staff

Search committee heads

Search committee members

Full-time students

Senior administrators

Comments:

33) Identify which of the following your institution uses to understand issues of climate, inclusion, and satisfaction. Check all that apply.

Campus climate survey for students - which instrument did you use and when was the last one you administered (month and year)?:

Campus climate survey for administrators - which instrument did you use and when was the last one you administered (month and year)?:

Campus climate survey for faculty - which instrument did you use and when was the last one you administered (month and year)?:

Campus climate survey for staff - which instrument did you use and when was the last one you administered (month and year)?:

Exit interviews for students

Exit interviews for employees

Diversity mapping of institutional capabilities

Diversity benchmarking efforts

Follow-up with job candidates who were offered a position but did not accept it to determine their reasoning

We have used the results from our campus climate report as a basis for creating or updating our institutional diversity plan

We used diversity benchmarking to assess how our campus climate compares to our peers

Comments:

34) If you administered a campus climate survey in the past two years, what actions, if any, have you taken based on the results?

35) Which of the following multicultural branding and communication techniques does your health profession school use? Check all that apply.

Social media used for multicultural marketing (YouTube, Facebook, Instagram, Twitter, etc.)

Multicultural communications specialist

Diversity-focused admissions materials and brochures

Marketing/advertising in diversity publications and websites

Student ambassadors communicate campus diversity to prospective students

Display diversity awards on our website

Link to our diversity office and/or programming on our website homepage

If your institution is a past INSIGHT Into Diversity Health Professions HEED Award recipient, tell us how you have used this national honor to market your school (use of the HP HEED Award logo, marketing brochures, public announcements, etc.):

Other

Comments:

36) Which of the following diversity-related information appears on your health profession school website? Check all that apply.

Our procurement/supplier diversity office page lists opportunities for minority- and women-owned businesses

Our disability services office page links to our career services page

Our international office page includes information about groups, clubs, etc. for international students

Our human resources page includes information about affinity/employee resource groups

Our human resources page includes information about diversity training

Every open job posting listed on our human resources page includes an AA/EEO statement

Out student demographics are posted on our website

Our faculty demographics are posted on our website

Comments:

37) Tell us about any outreach programs your school has to support underrepresented community members (low income, rural, etc.).

38) Tell us about any diversity-related awards and/or recognitions your health profession school has received over the past year.

39) How is your chief diversity officer's role situated for success? Check all that apply. (Please provide details in the comments box below.)

We do not have a dedicated chief diversity officer

Our chief diversity officer reports to the dean

Our chief diversity officer position is an executive-level or cabinet position

Our chief diversity officer has their own budget

Our chief diversity officer has a deciding vote on the diversity council

Our chief diversity officer has input into the budget allocated to their office

Comments:

40) Which of the following affinity/employee resource groups do you have at your health profession school? Check all that apply.

African American

Hispanic/Latinx

Asian American

Native American/Alaska Native

Disability

Veterans

LGBTQ

Women

Religious

Multiracial

Comments:

41) Please respond to the following statements regarding your diversity council. Check all that apply.

We do not have a diversity council

Our diversity council reports to the dean

Our diversity council meets at least quarterly

Our diversity council members include administrators

Our diversity council members include faculty

Our diversity council members include staff

Our diversity council members include students

Our diversity council has input on campus-wide diversity planning

Comments:

42) Does your health profession school offer the following? Check all that apply.

Gender-neutral bathrooms

Same-sex partner healthcare benefits for employees

Trans-inclusive health benefits

Paternity leave policy

Safe spaces for prayer for all religions

Religious holiday exemptions for students/employees of non-Christian faiths

Comments:

43) Which of the following accommodations does your health profession school offer for students with disabilities? Check all that apply.

Sign language translators in 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 building (excluding certified historic ones)

Wheelchair-accessible buildings (excluding certified historic ones)

Accessible online employment application

Comments:

44) To what extent have you met your strategic diversity metrics for the following?

Strongly Agree Agree Unsur

e Disagree Strongly Disagree

We have increased the racial and ethnic diversity of full-time professors

over the past three years

We have increased the number of women who are full-time professors over the past three years

We have increased the racial and ethnic diversity of our leadership over the past three years

We have increased the number of women in leadership positions over the past three years

We have increased the number of full-time underrepresented students over the past three years

Comments:

45) How did you hear about the INSIGHT Into Diversity Health Professions HEED Award?

Past HEED award recipient

Colleague

Search engine

Conference

INSIGHT Into Diversity e-newsletter

INSIGHT Into Diversity magazine

Other:

46) Please tell us why you applied for the INSIGHT Into Diversity Health Professions HEED Award.

47) Please provide any feedback regarding the INSIGHT Into Diversity Health Professions HEED Award or this application. We appreciate your comments!

48) I am a representative of my institution and hereby certify to the best of my ability that the information submitted in this application is accurate.

Name:

Title:

Email address:

49) Please provide contact information for your chief diversity officer (or the person we should contact if your school is selected as an INSIGHT Into Diversity 2020 Health Professions HEED Award recipient).

Name (include credentials):

Title:

Email address:

Physical mailing address 1 (NO P.O. BOXES):

Physical mailing address 2:

City:

State/Province:

Zip/postal code:

Country:

Phone number:

50) Please provide contact information for your director of marketing.

Name:

Phone number:

Email address:

51) Please provide contact information for your director of public relations (if different from above).

Name:

Phone number:

Email address: