Campus Climate Survey

2009 Campus Climate Survey

Diversity Equity Community

Help Us Get There

President’s Diversity Council

www.ndsu.edu/diversity

Survey Participants

Students51%

Faculty17%

Staff31%

1,661 total participants, 2009

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

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

NDSU Work Area10

20

30

40

50

60

70

80

90

100

78% 77%82% 81%

2009 2003

Respondents indicated “Comfortable” or “Very Comfortable”

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

NDSU?

Staff70%

72%

74%

76%

78%

80%

82%

84%

75%

82%

Women Men

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

at NDSU?

Staff64%

66%

68%

70%

72%

74%

76%

78%

80%

69%

78%

People of Color Non People of Color

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

at NDSU?

Staff0

10

20

30

40

50

60

70

80

90

62%

78%

LGB Heterosexual

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

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

Ignored/Excluded

Derogatory Remarks

Stares Written Comments

0102030405060708090

10087%

29%17% 16%

75%

38%

24%11%

2009 2003

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

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

“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

• 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

If respondents experienced or were made aware of harassing conduct,

“Who was the source of this conduct?”

Staff 52%

38%

16%

12%

Source: Student Source: Faculty Source: Staff Source: Admin.

University Addresses Issues of Diversity

Respondents indicated “Agree” or “Strongly Agree”

Staff68%

70%

72%

74%

76%

78%

80%

82%

73%

81%

Women Men

University Addresses Issues of Diversity

Respondents indicated “Agree” or “Strongly Agree”

Staff0%

10%

20%

30%

40%

50%

60%

70%

80%

61%

76%

People of Color Non People of Color

University Addresses Issues of Diversity

Staff0

10

20

30

40

50

60

70

80

58%

76%

LGB Heterosexual

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

Respondents indicated “Agree” or “Strongly Agree”

NDSU Values my Involvement in Diversity Initiatives

Staff56

58

60

62

64

66

68

70

61%

68%

Women Men

Respondents indicated “Agree” or “Strongly Agree”

NDSU Values my Involvement in Diversity Initiatives

Staff59.5

60

60.5

61

61.5

62

62.5

63

63.5

64

64.5

61%

64%

People of Color Non People of Color

Respondents indicated “Agree” or “Strongly Agree”

NDSU Values my Involvement in Diversity Initiatives

Staff48

50

52

54

56

58

60

62

64

66

54%

64%

LGB Heterosexual

Respondents indicated “Agree” or “Strongly Agree”

Attendance at Diversity Events

Diversity Workshop/

Training22%

New Staff Orienta-tion 33%

Anti-Racism Train-ing

15%

Safe Zone Ally Training

10%

Diversity Program19%

Staff

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

• 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, 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…

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 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

• 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.