Culture of Equity

Foster & Strengthen an Inclusive & Equity Driven Culture

Establish a diverse, inclusive and antiracist learning community that provides equitable opportunities for excellence and achievement for all faculty, students, professional staff, and partners.

Goal: Increase sense of belonging by 20% points across all populations

Results from Drexel University’s 2021 climate survey showed that 58 percent of all respondents (n=1,810) were either generally satisfied or very satisfied with their sense of belonging or community on campus. When examined by group, 55 percent of undergraduate students, 64 percent of graduate students, 66 percent of faculty, and 51 percent of professional staff were either generally satisfied or very satisfied with their sense of belonging. The goal of the Culture of Equity Imperative is to increase the percent of respondents who report being generally satisfied or very satisfied with their sense of belonging by 20 points to 75 percent for undergraduate students, 84 percent for graduate students, 86 percent for faculty, and 71 percent for professional staff.

Satisfaction with Sense of Belonging

Level of satisfaction with the extent to which undergraduate students, graduate students, faculty, and professional staff experience a sense of belonging* at Drexel University 2021 Climate survey.

Results from Drexel University’s 2021 climate survey showed that 58 percent of all respondents (n=1,810) were either generally satisfied or very satisfied with their sense of belonging or community on campus. When examined by group, 55 percent of undergraduate students, 64 percent of graduate students, 66 percent of faculty, and 51 percent of professional staff were either generally satisfied or very satisfied with their sense of belonging.

The goal of the Culture of Equity Imperative is to increase the percent of respondents who report being generally satisfied or very satisfied with their sense of belonging by 20 points to 75 percent for undergraduate students, 84 percent for graduate students, 86 percent for faculty, and 71 percent for professional staff.

*Question: Please indicate your level of satisfaction with the extent to which you experience a sense of belonging or community at Drexel.
Response options: 1) very satisfied, 2) generally satisfied, 3) neither satisfied nor dissatisfied, 4) generally dissatisfied, 5) very dissatisfied.

Disclaimer: The following is not an exhausting list but rather a sampling of key initiatives. For questions or suggestions, please contact drexel2030@drexel.edu.

Initiatives

In 2021, Drexel University’s Anti-Racism Task Force (ARTF) released its final report, Toward an Anti-Racist Drexel, which outlined 64 specific commitments the University pledged on its journey to become an anti-racist institution. Progress of these efforts with input from academic and administrative units is documented in the annual reports of Drexel's Anti-Racism Commitments and the Anti-Racism Demographic Dashboards.

As a result of the specific commitments of the Anti-Racism Task Force (ARTF) which are outlined in its final report, Toward an Anti-Racist Drexel, the University established the Office for Institutional Equity and Inclusive Culture (EIC) as a central hub of diversity, equity, inclusion and belonging strategy. The University has increased staffing and programmatic resources for EIC so that it can both grow and improve the services it provides to the Drexel community. EIC also continues to critically self-examine its services, review its policies and procedures with an equity lens, and make modifications as an essential part of the growth and enhancement of its services.

Consequently, Drexel University has received the 2023 Higher Education Excellence in Diversity (HEED) Award from INSIGHT Into Diversity in recognition of its ongoing commitment to diversity and inclusion.

Identity-based support networks, such as inclusive community focused student centers, Spiritual and Religious Life campus communities, and Colleague Resource Groups (CRGs), give Drexel community members opportunities to network, socialize, receive academic and personal support, and celebrate their shared heritage or experiences.

As a result of the specific commitments of the Anti-Racism Task Force (ARTF) which are outlined in its final report, Toward an Anti-Racist Drexel, the University established the Vice Provost for Diversity, Equity and Inclusion. The Office of the Vice Provost for Diversity, Equity and Inclusion promotes Drexel University’s shared value of inclusion by implementing and assessing the impact of evidence-based, equity-minded initiatives related to the academic mission of the University.