Data Dashboard

This University of Maryland, Baltimore (UMB) Equity, Diversity, and Inclusion (EDI) Data Dashboard maps and tracks the current state and progress of EDI at UMB related to areas such as presence, recruitment, retention, promotion, and access.

This accessible, transparent, and effective tool displays the state of EDI across all UMB schools and administrative units. The dashboard provides deans, vice presidents, other institutional leaders, and the entire UMB community with information to address EDI gaps and opportunities and develop informed and innovative change and implementation strategies.

The data provided on these dashboards are publicly available in PDF form on the Institutional Effectiveness and Strategic Planning (IESPA) website, generated by PeopleSoft and Banner. The EDI Data Dashboards display multiyear data on one accessible platform for multiple users. We will continuously revise the dashboard, data collection, and dissemination practices and processes so that we are more representative and inclusive.

Read the September 20, 2023 story Data Dashboard Tracks State of Equity, Diversity, and Inclusion at UMB.

Technical and Paraprofessional Category ▾

The Technical and Paraprofessional job category includes positions that require specialized knowledge and skills obtainable through either experience or academic work from a two-year technical institution, junior college, or equivalent on-the-job training, and professional or technician supportive role duties, which usually requires less formal training and experience generally required for this job category. At UMB, the technical/paraprofessional career point includes, but is not limited to, job titles such as IT Support Associate, Human Resource Specialist I, Account I, Budget Analyst 1, Medical Assistant, Dental Assistant Specialist, Research Study Coordinator, Licensed Practical Nurse; Laboratory Animal Technician; and Statistical Data Assistant.
Diverse hands

Presence and Retention

Presence dashboards provide headcount statistics, trends, and comparative analysis for various groups by organization, race/ethnicity1, and gender2. Presence trend lines compare headcount percentages by groups, race/ethnicity, and gender within a specific organization (unit, school, or Universitywide).

Shaking hands

Hiring

Hiring dashboards provide statistics, trends, and comparative analysis for various personnel groups by organization (unit, school, or Universitywide), race/ethnicity1, and gender2. Hiring and headcount trends provide trend lines to compare hiring and headcount percentages by organizations, personnel groups, race/ethnicity, and gender.

High five

Promotion

Promotion dashboards provide statistics, trends, and comparative analysis for various personnel groups by organization (unit, school, or Universitywide), race/ethnicity1, and gender2.  

 

1. Race and ethnicity refer to different types of categorizations. "Race" refers to socially constructed divisions of humanity to create hierarchies and is inextricably linked to histories of oppression, enslavement, conquest, and genocides. "Ethnicity" refers to self-defined and shared groupings based in cultural origins and expressions, including ancestry, language, region, migration, foodways, literature, and music (Diversity Style Guide; University of Maryland, College Park Editorial Style Guidelines; California State University Diversity/Inclusivity Style Guide; Flanagin, Frey, & Christiansen, 2021).

2. UMB recognizes gender diversity beyond binary genders. Employee gender identity reported in our HR systems is derived from government-issued documentation and populated in PeopleSoft from this data; it is not self-reported. Student gender identity data is self-reported through each school’s admissions process and populated in Banner via the Student Information Management System (SIMS). Future work will involve expanding more diverse gender identity options.