DiversityInc - October 2008

(tenured and non-tenured) and staff as well as their retention by race/ethnicity/gender. We examined the persistency to graduation rate (the percentage of each group that enters as freshmen and graduates); whether the SAT/ ACT is required for admission and how heavily it is factored into admission decisions; organizations/ career-services programs for LGBT students and students with disabilities; work/life benefits offered to staff; and whether domestic-partner healthcare benefits are available for same-sex partners of faculty members and staff members.

Under President/Chief Academic Officer Commitment, we examined ways the president/ CAO had demonstrated support for diversity, including appointing someone to head the diversity efforts; signing off on management compensation tied to diversity; meeting regularly with employee-resource groups and student groups from traditionally underrepresented communities; and providing grants and salary supplements to departments/staff to promote diversity. We also examined the racial/ethnic/gender breakdown of the board of trustees.

Under Communications, we scrutinized the employee-resource and alumni groups and their roles; diversity training, diversity surveys; philanthropic efforts in traditionally underserved populations; diversity branding and communications on the web site and intranet; and majors and departments on topics of concern to traditionally underrepresented groups’ communications on diversity.

Under Supplier Diversity,
we examined the percentage of

procurement and dollar amounts with contractors (Tier I) and subcontractors (Tier II) that are third-party certified minority-owned business enterprises (MBEs) and women-owned business enterprises (WBEs). We also looked at vendors owned by LGBT people, people with disabilities and veterans with disabilities and whether the university mentors or trains their diverse vendors or helps them with financial assistance.

the SAT/ACT in the applications process ( Fairtest.org).

• All of the Top Colleges & Universities have an LGBT student organization and offer healthcare benefits for same-sex partners of employees. This compares with 88 percent of all participating schools having an LGBT student group and 69 percent offering the benefits.

• They average 22 percent non-white faculty, compared with 20 percent for all participating schools and 15 percent nationally (U.S. Department of Education).

Consider these facts
about The DiversityInc Top
Colleges & Universities:

• They average 53 percent non-white students, compared with a 40 percent average of all 15 schools participating and a 32 percent national average (National Center for Education Statistics).

• Their persistence-to-graduation rate (percentage of each group that enters and graduates) is 67 percent for whites, 52 percent for Blacks, 60 percent for Asians, 54 percent for Latinos and 69 percent for women. This compares with 67 percent 100% for whites, 36 percent for Blacks, 42 percent ^80%for Asians, 39 percent

60%

for Latinos and 62 percent for women for all

40%

participating schools.

• Only 20 percent of _20%the Top Colleges &

Universities count the 0% SAT/ACT heavily in the application process, compared with 44 percent for all participating schools. Nationally, 18 percent of four-year schools have eliminated

Here’s a look at the top five
(again, in alphabetical order)
and what made each so
remarkable:

CORNELL UNIVERSITY, Ithaca, N. Y.: Appropriate to its status as one of the nation’s top academic schools, Cornell has a high persistence-to-graduation rate.