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University of Wisconsin-Superior. Campus Climate Assessment Results of Report. October 14, 2011. Climate In Higher Education.

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University of wisconsin superior

University of Wisconsin-Superior

Campus Climate Assessment

Results of Report

October 14, 2011


Climate in higher education

Climate In Higher Education

Barcelo, 2004; Bauer, 1998, Kuh & Whitt, 1998; Hurtado, 1998, 2005; Ingle, 2005; Milhem, 2005; Peterson, 1990; Rankin, 1994, 1998, 2003, 2005; Smith, 1999; Tierney, 1990; Worthington, 2008


Assessing campus climate

Assessing Campus Climate

Rankin & Reason, 2008


Campus climate students

Campus Climate & Students

1 Pascarella & Terenzini, 1991, 2005

2 Cabrera, Nora, Terenzini, Pascarella, & Hagedron, 1999; Feagin, Vera & Imani, 1996; Pascarella & Terenzini, 1991.

3 Hale, 2004; Harper & Quaye , 2004; Harper, & Hurtado, 2007; Hurtado, 2003.


Campus climate faculty staff

Campus Climate & Faculty/Staff

1Settles, Cortina, Malley, and Stewart (2006)

2Sears, 2002

3Silverschanz, Cortina, Konik, & Magley, 2007; Waldo, 1999


Project objectives

Project Objectives

Provide UW-Superior with information, analysis, and recommendations as they relate to campus climate.

This information will be used in conjunction with other data to provide UW-Superior with an inclusive view of campus.


University of wisconsin system mission

University of Wisconsin System Mission

The mission of the system is to develop human resources, to discover and disseminate knowledge, to extend knowledge and its application beyond the boundaries of its campuses and to serve and stimulate society by developing in students heightened intellectual, cultural and humane sensitivities, scientific, professional and technological expertise and a sense of purpose. Inherent in this broad mission are methods of instruction, research, extended training and public service designed to educate people and improve the human condition. Basic to every purpose of the system is the search for truth.


Core mission of the university cluster

Core Mission of the University Cluster

…“Serve the needs of women, minority, disadvantaged, disabled, and nontraditional students and seek racial and ethnic diversification of the student body and the professional faculty and staff.”


Uw superior mission statement

UW-Superior Mission Statement

The University of Wisconsin-Superior fosters intellectual growth and career preparation within a liberal arts tradition that emphasizes individual attention and embodies respect for diverse cultures and multiple voices.

We value intellectual growth, honesty, individual attention, professionalism, and respect for others and the diversity of peoples and cultures.


Process to date participating institutions

Process to Date Participating Institutions


Process to date participating institutions1

Process to Date Participating Institutions


Overview of the project

Overview of the Project


Survey instrument

Survey Instrument

  • Final instrument

    • 88questions and additional space for respondents to provide commentary

    • On-line or paper & pencil options

  • Sample = Population

    • All students and employees of UW-Superior’s community received an invitation to participate from the Chancellor.

  • Results include information regarding:

    • Respondents’ personal experiences at UW-Superior

    • Respondents’ perceptions of climate at UW-Superior

    • Respondents’ perceptions of institutional actions

    • Respondents’ input into recommendations for change


Survey assessment limitations

Survey Assessment Limitations

  • Self-selection bias

  • Response rates

  • Social desirability

  • Caution in generalizing results for constituent groups with significantly lower response rates


Method limitation

Method Limitation

  • Data were not reported for groups of fewer than 5 individuals where identity could be compromised.

  • Instead, small groups were combined to eliminate possibility of identifying individuals.


Results

Results

Response Rates


Who are the respondents

Who are the respondents?

  • 869 people responded to the call to participate (23% overall response rate).

  • 775 respondents contributed remarks to one or more of the open-ended questions.


Student response rates 17

Student Response Rates (17%)


Faculty response rates 84

Faculty Response Rates (84%)


Staff response rates 55

Staff Response Rates (55%)


Student response rates by selected demographics

Student Response Rates by Selected Demographics


Results1

Results

Additional Demographic Characteristics


Respondents by racial ethnic identity n duplicated total

Respondents by Racial/Ethnic Identity (n)(Duplicated Total)


Respondents by racial ethnic identity n unduplicated total

Respondents by Racial/Ethnic Identity (n)(Unduplicated Total)


Respondents by position status and gender identity n

Respondents by Position Status and Gender Identity (n)

3 transgender respondents are not included in this review to protect anonymity


Respondents by position status and sexual identity n

Respondents by Position Status and Sexual Identity (n)


Respondents by ability disability n

Respondents by Ability/Disability (n)


Respondents by spiritual affiliation and campus

Respondents by Spiritual Affiliation and Campus


Citizenship status by position

Citizenship Status by Position


Students by position status and age n

Students by Position Status and Age (n)


Students by class standing n

Students by Class Standing (n)


Student respondents college career n

Student Respondents’ College Career (n)


Income by student position status n

Income by Student Position Status (n)


Students residence

Students’ Residence


Findings

Findings


Overall comfort levels

Overall Comfort Levels


Least comfortable with overall campus climate and class climate

Least Comfortable with Overall Campus Climate and Class Climate

* No substantial differences for comfort with department/work unit by select demographics.


Overall satisfaction

Overall Satisfaction

  • Employees who were “highly satisfied” or “satisfied” with the way their careers have progressed at UW-Superior


Levels of satisfaction by demographic groups

Levels of Satisfaction by Demographic Groups


Student satisfaction with education at uw superior

Student Satisfaction with Education at UW-Superior (%)

* Highly Satisfied and Satisfied collapsed into one category.

** Highly Dissatisfied and Dissatisfied collapsed into one category.


Challenges and opportunities

Challenges and Opportunities


Experiences with harassment

Experiences with Harassment


Form of perceived offensive hostile or intimidating conduct

Form of Perceived Offensive, Hostile, or Intimidating Conduct

Note: Only answered by respondents who experienced harassment (n = 210).

Percentages do not sum to 100 due to multiple responses.


Personally experienced based on

Personally Experienced Based on…(%)


University of wisconsin superior

Overall Personal Experiences of Perceived Offensive, Hostile, or Intimidating Conduct Due to University Status (by University Status) (%)

(n=90)¹

(n=16)²

(n=42)¹

(n=14)²

(n=32)¹

(n=16)²

(n=43)¹

(n=21)²

¹ Percentages are based on total n split by group.

² Percentages are based on n split by group for those who believed they had personally experienced this conduct.


University of wisconsin superior

Overall Personal Experiences of Perceived Offensive, Hostile, or Intimidating Conduct Due to Gender Identity (%)

1

2

(n=130)¹

(n=34)²

(n=76)¹

(n=9)²

¹ Percentages are based on total n split by group.

² Percentages are based on n split by group for those who believed they had personally experienced this conduct.


University of wisconsin superior

Overall Personal Experiences of Perceived Offensive, Hostile, or Intimidating Conduct Due to Racial Identity (%)

(n=40)¹

(n=19)²

(n=164)¹

(n=3)²

¹ Percentages are based on total n split by group.

² Percentages are based on n split by group for those who believed they had personally experienced this conduct.


University of wisconsin superior

Overall Personal Experiences of Perceived Offensive, Hostile, or Intimidating Conduct Due to Sexual Identity (%)

(n=17)¹

(n=7)²

(n=186)¹

(n=1)²

¹ Percentages are based on total n split by group.

² Percentages are based on n split by group for those who believed they had personally experienced this conduct.


University of wisconsin superior

Overall Personal Experiences of Perceived Offensive, Hostile, or Intimidating Conduct Due to Disability (%)

(n=151)¹

(n=2)²

(n=47)¹

(n=22)²

¹ Percentages are based on total n split by group.

² Percentages are based on n split by group for those who believed they had personally experienced this conduct.


Location of perceived harassment

Location of Perceived Harassment

Note: Only answered by respondents who experienced harassment (n = 210).

Percentages do not sum to 100 due to multiple responses.


Source of perceived conduct by position status n

Source of Perceived Conduct by Position Status (n)


What did you do 1

What did you do?1

Personal responses:

  • Was angry (58%)

  • Told a friend (37%)

  • Felt embarrassed (36%)

  • Avoided the harasser (34%)

    Reporting responses:

  • Made an official complaint to campus employee/official (28% )

  • Didn’t know who to go to (18%)

  • Did report it but my complaint was not taken seriously (17%)

  • Didn’t report it for fear of retaliation (15%)

  • Confronted the harasser at the time (15%)

1 Only answered by respondents who experienced harassment (n = 210).

Respondents could mark more than one response


Sexual harassment sexual assault

Sexual Harassment/Sexual Assault

The survey defined sexual harassment as “A repeated course of conduct whereby one person engages in verbal or physical behavior of a sexual nature, that is unwelcome, serves no legitimate purpose, intimidates another person, and has the effect of creating an intimidating, hostile, or offensive work or classroom environment.”

The survey defined sexual assault as “Intentional physical contact, such as sexual intercourse or touching, of a person’s intimate body parts by someone who did not have permission to make such contact.”


Sexual misconduct at uw superior

Sexual Misconduct at UW-Superior


Respondents who experienced sexual assault

Respondents Who Experienced Sexual Assault


Respondents who believed they were sexually assaulted by select demographics n

Respondents Who Believed They Were Sexually Assaulted By Select Demographics (n)


Respondents who believed they were sexually assaulted

Respondents Who Believed They Were Sexually Assaulted

Where did it occur?

  • Off-campus (n = 15)

Who were the offenders?

  • Students (n = 9)

  • Friend (n = 5)

What did you do1?

  • Told a friend (n = 14)

  • Told family member (n = 5)

  • Sought medical services (n = 5)

  • Contacted campus police/security (n = 5)

1Respondents could mark more than one response


Respondents who seriously considered leaving uw superior

Respondents Who Seriously Considered Leaving UW-Superior

48% (n = 413) of all Respondents

Undergraduate Students (40%)

Graduate Students (43%)

Faculty (65%)

Academic Staff (70%)

Classified Staff (63%)


Employee respondents who seriously considered leaving uw superior

Employee Respondents Who Seriously Considered Leaving UW-Superior


Student respondents who seriously considered leaving uw superior

Student Respondents Who Seriously Considered Leaving UW-Superior


Perceptions

Perceptions


University of wisconsin superior

Respondents Who Observed or Were Personally Made Aware of Conduct That Created an Exclusionary, Intimidating, Offensive and/or Hostile Working or Learning Environment


Form of observed exclusionary intimidating offensive or hostile conduct

Form of Observed Exclusionary, Intimidating, Offensive, or Hostile Conduct

Note: Only answered by respondents who observed harassment (n = 232).

Percentages do not sum to 100 due to multiple responses.


Observed harassment based on

Observed Harassment Based on…(%)


Source of observed exclusionary intimidating offensive or hostile conduct

Source of Observed Exclusionary, Intimidating, Offensive, or Hostile Conduct (%)

Note: Only answered by respondents who observed harassment (n = 232).

Percentages do not sum to 100 due to multiple responses.


Location of observed exclusionary intimidating offensive or hostile conduct

Location of Observed Exclusionary, Intimidating, Offensive, or Hostile Conduct

Note: Only answered by respondents who observed harassment (n = 232).

Percentages do not sum to 100 due to multiple responses.


Perceived discrimination employees only

Perceived DiscriminationEmployees Only


Perceived discrimination

Perceived Discrimination


Work life issues

Work-Life Issues

The majority of employee respondents expressed positive attitudes about work-life issues.


Welcoming workplace climate

Welcoming Workplace Climate

  • More than half of all employees thought the workplace climate was welcoming of “difference” based on all characteristics listed in survey except mental health status, learning disability, and political views.

  • Respondents of Color and LGBQ Respondents were least likely to believe the workplace climate was welcoming for employees based on gender identity, racial identity, and sexual identity.


Students access to college is being compromised by

Students’ Access to College is Being Compromised by…


Institutional actions

Institutional Actions


Inclusive curriculum

Inclusive Curriculum

More than half of all students and faculty felt the curriculum included materials, perspectives, and/or experiences of people based on 12 of 16 demographics characteristics except mental health status, learning disability, physical disability, and veterans/active military status.


Campus initiatives that would positively affect the climate employees

Campus Initiatives That Would Positively Affect the Climate Employees

  • More than half recommended:

    • training mentors and leaders within departments to model positive climate behavior

    • offering diversity training/programs as community outreach

    • offering immersion experiences for faculty/staff/students to work with underrepresented/underserved populations.


Campus initiatives that would positively affect the climate employees1

Campus Initiatives That Would Positively Affect the Climate Employees

  • More than half recommended:

    • providing on-campus child care services

    • providing gender neutral/family friendly facilities

    • providing, improving, and promoting access to quality services for those individuals who experience sexual abuse

    • providing mentors for minority faculty/students/staff new to campus

    • providing a clear protocol for responding to hate/hostile incidents at the campus level and departmental level


Summary

Summary

Strengths and Successes

Challenges and Opportunities


Context interpreting the summary

Context Interpreting the Summary

(Eliason, 1996; Hall & Sandler, 1984; Harper & Hurtado, 2007; Hart & Fellabaum, 2008; Malaney, Williams, & Gellar, 1997; Rankin, 2003; Rankin & Reason, 2008; Rankin, Weber, Blumenfeld, & Frazer, 2010; Smith, 2009; Worthington, Navarro, Loewy & Hart, 2008)


Overall strengths successes

Overall Strengths & Successes


Overall challenges opportunities

Overall Challenges & Opportunities


Other challenges opportunities

Other Challenges & Opportunities


Challenges opportunities

Challenges & Opportunities


Challenges opportunities1

Challenges & Opportunities


Next steps

Next Steps


Process forward fall 2011

Process ForwardFall 2011

  • Share report results with community

    • Community dialogue regarding the assessment results

      • CIETF (Chancellor’s Inclusive Excellence Task Force)

    • Community feedback on recommended actions

    • Full Report is available for community review


Questions and discussion

Questionsand Discussion


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