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Campus Climate Survey . 2009 Campus Climate Survey. Diversity Equity Community Help Us Get There President’s Diversity Council www.ndsu.edu/diversity. Survey Participants. Staff Respondents. 32% response rate 23 people of color; 490 non people of color

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Campus Climate Survey

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Campus climate survey

Campus Climate Survey


2009 campus climate survey

2009 Campus Climate Survey

Diversity Equity Community

Help Us Get There

President’s Diversity Council

www.ndsu.edu/diversity


Survey participants

Survey Participants


Staff respondents

Staff Respondents

  • 32% response rate

  • 23 people of color; 490 non people of color

  • 27 staff identified with a physical disability

  • 3 staff identified with a learning disability

  • 14 staff identified with a psychological condition

  • 26 staff identified as LGB; 3 selected “uncertain”

  • 353 women; 158 men; 1 transgender

  • 88 people identified spiritual affiliation as other than Christian (including no affiliation)


Results of 2009 campus climate survey

Results of 2009 Campus climate survey


Overall how comfortable are you with the climate for diversity

Overall, How Comfortable are You with the Climate for Diversity?

Respondents indicated “Comfortable” or “Very Comfortable”


Who is reporting being comfortable or very comfortable with overall climate at ndsu

Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU?


Who is reporting being comfortable or very comfortable with overall climate at ndsu1

Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU?


Who is reporting being comfortable or very comfortable with overall climate at ndsu2

Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU?

Due to an error in the survey instrument, data were not available from students based on sexual orientation.


Campus climate survey

If you personally experienced harassment at NDSU…“How did you experience this conflict?” Harassment is defined as: conduct you feel has created an offensive, hostile, or intimidating working or learning environment.


Forms of harassment experienced

Forms of Harassment Experienced

“Ignored/Excluded” category includes deliberate exclusion and exclusion from activities.


Staff experiences with harassment

Staff Experiences with Harassment

  • Harassment based on employment category and age

  • Sources of harassment are primarily other staff

  • Where the harassment occurs

    • 84% while working on campus

    • 30% in a campus office

    • 23% in a meeting with a group of people

    • 22% in a meeting with one other person

  • Reporting harassing behaviors

    • 34% did not report for fear of retaliation

    • 26% made an official complaint

    • 21% did not know where to go


Campus climate survey

“Have you observed or personally been made aware of any harassment?”If so - “What do you feel this conduct was based on?” Harassment is defined as: conduct you feel has created an offensive, hostile, or intimidating working or learning environment.


Staff responses to observed harassment

Staff Responses to Observed Harassment

  • 39% of Staff reported observations

    • 30% of those reported it was based on employment category

    • 27% of those reported it was based on sex

    • 25% of those reported it was based on race


Campus climate survey

If respondents experienced or were made aware of harassing conduct, “Who was the source of this conduct?”


University addresses issues of diversity

University Addresses Issues of Diversity

Respondents indicated “Agree” or “Strongly Agree”


University addresses issues of diversity1

University Addresses Issues of Diversity

Respondents indicated “Agree” or “Strongly Agree”


University addresses issues of diversity2

University Addresses Issues of Diversity

Respondents indicated “Agree” or “Strongly Agree”

Due to an error in the survey instrument, data was not available from students based on sexual orientation.


Ndsu values my involvement in diversity initiatives

NDSU Values my Involvement in Diversity Initiatives

Respondents indicated “Agree” or “Strongly Agree”


Ndsu values my involvement in diversity initiatives1

NDSU Values my Involvement in Diversity Initiatives

Respondents indicated “Agree” or “Strongly Agree”


Ndsu values my involvement in diversity initiatives2

NDSU Values my Involvement in Diversity Initiatives

Respondents indicated “Agree” or “Strongly Agree”


Attendance at diversity events

Attendance at Diversity Events


Conclusions

Conclusions

  • 78% of survey participants are “comfortable” with climate for diversity at NDSU

  • 58-71% of key constituency groups feel that the University’s leadership visibly fosters diversity

  • BUT…


Conclusions continued

Conclusions, continued

  • 28% of faculty, 23% of staff, and 10% of students personally experienced harassment at NDSU

  • Less than 1/3 of those who experienced harassment reported the behavior

  • The majority of those who experienced harassment reported it was perpetrated by members of their peer groups


Conclusions continued1

Conclusions, continued

  • Among faculty and staff, the majority of incidents related to the individual’s age, employment category, and sex

  • Among students, the majority of incidents related to the student’s age, ethnicity, gender identity, race, and sex

  • Faculty (49%), staff (39%), and students (26%) observed conduct on campus that created an offensive, hostile, or intimidating working or learning environment


More recommendations

More recommendations…

Recommendations for Faculty and Staff:

  • Need to create a university-wide family leave policy

  • Mentor and promote women to higher level academic leadership positions

  • Administrators need to talk individually with faculty to get their input

  • Offer domestic partner benefits, including same-sex domestic partner benefits

  • Need to integrate diversity into the classroom


More recommendations1

More recommendations…

General Recommendations:

  • Diversity programs predominately focus on race/ethnicity/country of origin to the exclusion of sexual orientation, disability and veterans

  • Need to be more welcoming of diverse religious/spiritual affiliations

  • More gender neutral/family restroom options on campus

  • Diaper-changing stations in men’s and women’s restrooms

  • More awareness/anti-bias training that is mandatory

  • Improve awareness and acceptance of mental health issues

  • Address concerns about “reverse discrimination”


Next steps

Next Steps

  • Review findings in relation to Strategic Plan for Diversity, Equity & Community, 2005-2010.

  • Revise & create new Strategic Plan for Diversity, Equity & Community, 2011-2016.

  • Analyze the impact of the diversity-related trainings and events that faculty, staff and students are attending.


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