Accountability

Welcome to the Systemic Analysis Progress Page

This page provides the LMU community with updated information on the systemic analysis process that is occurring across the university. The information will eventually be organized in two ways. Initially, the information is organized by areas of responsibility, including senior leadership and deans (e.g., President, Provost, Administration, and Colleges/Schools). This will enable the campus community to track issues to be addressed, proposed action steps, and outcomes assessment in each area.

Later, once there is a body of data that has been gathered on outcomes assessment, the information will also be organized by areas of Presidential commitment (e.g., Hiring, Climate and Culture, and Education).

Data

Equity Scorecard and Other Data

• Equity Scorecard Process and Data
• Office of Institutional Research & Decision Support

The Staff Equity Scorecard has been developed by DEI with data provided by Human Resources. It is available to view for Loyola Law School and LMU's Westchester campus:

• LLS Staff Scorecard
• LMU Staff Scorecard

The Graduate Student Scorecard has been developed by DEI with data provided by the office of Institutional Research and Decision Support.

• LLS Graduate Student Scorecard
• LMU Graduate Student Scorecard

Multiethnic Student Survey

LMU's Multiethnic Taskforce was created to address concerns and develop ways that LMU can better serve multiethnic students who are navigating their identities in this way. From 2016-18, the Multiethnic Student Survey was conducted. Access the summary of findings below.

• LMU This Week Column on being Mixed
• Summary of Multiethnic Student Survey Findings

DEI Data Work Group

The DEI Data Work Group was created to provide university leadership with recommendations for the identification, collection, sharing, and dissemination of disaggregated data.

• Final Recommendations Report
• Statistics Dashboards

Progress

President Snyder's Three Commitments

Hiring

"We will increase the diversity and inclusiveness of our LMU community and commit resources to do so."

Climate and Culture

"We will ensure that our organizational climate and culture are anti-racist, equitable, and inclusive, with particular attention to anti-Black racism."

Education

"An LMU education must be unequivocally inclusive and anti-racist."

High Impact Action Items

Most Frequently Cited Action Items (frequency noted in parenthesis)

Click each action item to explore which units have engaged in this practice.

Hiring

• Review and enhance hiring process (10)
• Review and revise tenure promotion process (3)
• Develop staff onboarding and mentoring programs (2)

Culture and Climate

• Analyze and review data, structure and policies (13)
• Learn from BIPOC community members through survey/focus groups/listening sessions (12)
• Enhance inclusive communication (8)
• Review and revise mission and vision statements (7)
• Develop governance structure for DEI work (6)
• Engage community through retreats, workshops and speakers (5)
• Analyze enrollment retention and grad rates (4)
• Develop mentoring programs for underrepresented students (3)
• University level marketing support and collaboration (1)
• Enhance the physical environment to be more inclusive and welcoming (1)

Education

• Design professional development and training programs (9)
• Review and revise curriculum, including program outcomes and course learning outcomes (8)
• Enhance partnerships and networking (6)
• Develop academic presentations and symposia (4)

Note: The progress reports above will be continuously updated throughout the year with progress reports from the listed units, outlining their respective data and unit progress in systemic analysis.