Diversity, Equity, and Inclusion Data Taskforce

Taskforce Structure

Organizational chart indicating Path Forward-DEIC Work Group sponsors the DEI Data Taskforce, which is comprised of three groups: metrics, literacy, resources, communications, and F/S Climate Survey.

Diversity Equity and Inclusion (DEI) Data Vision Statement 

A new DEI data domain will be created to support evidence-based decision making toward the University of Iowa DEI Action Plan, and DEI components of institutional and organizational unit strategic plans. The DEI data domain will integrate distributed DEI data into a consolidated data source and eliminate data silos. The DEI data domain will be designed based on a campus-wide assessment to identify and catalog DEI supporting attributes and metrics. The DEI data domain goals and guiding principle are outlined below. 

The DEI data domain enables: 

  • The university and organizational units to promote and raise awareness of the commitment to DEI. 
  • Integrated DEI information so campus decision makers can get data more efficiently while ensuring consistency and integrity in the utilization of the data throughout campus. 
  • Evidence-based decision making via a robust set of DEI-related institutional records and available self-reported data across all campus populations. 
  • Improved DEI information to help us better understand the constituencies we serve, allow us to improve assessment of our efforts, and guide our strategies for additional assessment needs and program planning. 
  • Consolidated and integrated DEI information to help the institution uncover hidden patterns, stories we’ve missed, and gaps in our knowledge, enabling us to adjust our strategies as needed. 
  • Transparency and consistency through shared definitions, data sourcing, and business rules that speak to quality of data and appropriate use. 
  • Progress to be communicated regularly and consistently across campus. 
  • DEI metrics to be communicated via reports, visualizations, and exploratory analytics to provide current perspective, longitudinal analysis, and directional shifts in progress toward actionable DEI outcomes. 
  • Tracking and reporting at all organizational levels within the institution. 

Guiding principles: 


Secure our DEI data assets, ensure appropriate use, and protect our constituents’ information through secure storage and sharing of DEI data. 


Ensure the privacy of our constituents through respect for their interests, limitation in the collection and identification of data, transparency of purpose and usage, and accountability for outcomes.  


Strengthen the evidence base for informed decision making, through thorough and pragmatic evaluation of data needs in order to identify what we don’t know and what our community needs to learn going forward.    


Regularly review data collection strategies, completeness, and intended use at entry point of data to identify data limitations and potential for biases in the data.  


Put data into context and translate into information, disseminate via reports, KPI’s, visualizations, and analytic tools to enable robust analysis and dialogue among key DEI stakeholders, leadership, and expert resources. 


Document and describe metadata about data collection, data business rules, assumptions and known biases, data transformations, and contextual nuances.  Clearly define data trustees, stewardship, and avenues for information clarification. 


Due to the sensitive nature of DEI data, the dispersed ownership of DEI data, and to ensure collaborative and appropriate use of DEI data assets, the DEI data domain will be governed via the University’s Institutional Data Governance charter principles. 


The DEI data domain will be developed collaboratively with University leadership, DEI data trustees, DEI data stewards, and DEI domain experts, with input from the campus community. 

Associated Diversity, Equity, and Inclusion Action Plan Critical Tasks

1-E.6: Enhance the quality of diversity, equity, and inclusion professional development offerings by increasing assessment literacy and providing program design and evaluation tools for us across campus.​

​Fac 2-C.2: Develop key metrics to assess faculty retention, turnover, and advancement across all regular faculty tracks; share metrics, profiles, and trends with colleges on an annual basis.​

​4-B.3: Bring together representatives of the multiple campus surveys to coordinate implementation and explore collaboration through use of match questions and common demographic categories. ​

​4-B.4: Explore the integration of a Middle East/North Africa (MENA) racial/ethnic demographic designation on admissions and other university records to college better statistical data and recognize the challenges faced by this population, per the resolution adopted by the all Big Ten student government.​

​4-B.5: Provide centralized training and resources to strengthen program evaluation across campus.​

​4-C.1: Establish key institutional DEI success metrics regarding faculty and staff recruitment, retention, and advancement, as well as student recruitment, retention, and success; communicate success metrics to units and provide data sources to assist in planning processes.​

​4-C.2: Develop unit level diversity, equity, and inclusion data profiles containing campus climate survey results, compositional data and trends, and outcomes disparities to campus units and engage unit leadership via a train the trainer model in understanding how to use the data in unit planning.