2009 Campus Climate Survey Diversity Equity Community Help Us Get There President’s Diversity...

2009 Campus Climate Survey

Diversity Equity Community

Help Us Get There

President’s Diversity Council

www.ndsu.edu/diversity

Background

• First Climate Survey conducted in 2003– Consultant: Rankin & Associate Consulting

• Results of that survey lead to the development of the

President’s Diversity Council’s Strategic Plan for

Diversity, Equity and Community: 2005-2010

Rankin & Associates Consulting

• Specializes in assisting educational institutions in maximizing equity through assessment, planning and implementation of intervention strategies via the Transformational Tapestry.

• Susan R. Rankin, Ph.D., Senior Research Associate

Rankin & Associates Consulting

• Clients include:– US Dept. of Agriculture, Change Agent States for

Diversity– DePauw University– Iowa State University– St. Cloud State University– University of California, Riverside & Santa Cruz– University of Minnesota, Twin Cities & Duluth– University of Missouri – Columbia– University of New Hampshire– University of Oregon– University of Wisconsin

• For more information: www.rankin-consulting.com

Background

• 2009 Campus Climate Survey– Launched February, 2009– Consultant: Rankin & Associates Consulting

• Survey Instrument was modified from the 2003 version – More inclusive language – Developed separate surveys for faculty,

staff and students

Thank You!!

• Campus Climate Survey Committee– Ann Burnett, Kara Gravley-Stack, Joe

Heilman, Bunnie Johnson-Messelt, Casey Peterson, Chris Suriano

• Diversity Council members who helped promote the survey

• Departments who donated items for the prize drawing for participants

• All who completed the survey

Survey Participants

Students51%

Faculty17%

Staff31%

1,661 total participants, 2009

Faculty Respondents

• 36.5% response rate• 30 people of color; 256 non people of color• 6 faculty identified with a physical disability• 1 faculty identified with a learning disability• 2 faculty identified with a psychological

condition• 14 faculty identified as LGB; 4 selected

“uncertain”• 111 women; 166 men; 1 transgender• 100 faculty identified spiritual affiliation as other

than Christian (including no affiliation)

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


Student Respondents• 6% response rate for undergraduate; 7% for

graduate• 675 undergraduate; 155 graduate• 138 people of color; 675 non people of color• 20 students identified with a physical disability• 22 students identified with a learning disability• 17 students identified with a psychological

condition• 485 women; 352 men; 4 transgender• 187 people identified spiritual affiliation other


* Due to an error in the survey instrument, students were not asked to identify a sexual orientation.

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?

Students Staff Faculty0

10

20

30

40

50

60

70

80

90 84%

75%

60%

80% 82%

72%

Women Men

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

at NDSU?


10

20

30

40

50

60

70

80

90

76%69%

64%

85%78%

69%

People of Color Non People of Color

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

at NDSU?

Staff Faculty0

10

20

30

40

50

60

70

80

90

62% 64%

78%

68%

LGB Heterosexual

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

“We chose to come to Fargo because it is a safe city and a good place to raise a family. The toxic environment created in my department cancels this.”

- Faculty

“Experiences/interactions on campus are more positive than the surrounding community due to the diversity and openness on campus which does not necessarily transfer to the surrounding community.”

- Staff

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.

Faculty Experiences with Harassment• Over 1/3 of women respondents experience

harassment• Sources of harassment are primarily other faculty• Where the harassment occurs

– 74% while working on campus– 39% in meetings with a group of people– 36% in a meeting with one other person– 34% in a faculty office

• Reporting harassing behaviors– 30% made an official complaint– 30% did not report for fear of retaliation– 16% did not know where to go

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

Student Experiences with Harassment

• Problem areas relate to “fitting in” • Sources of harassment are primarily

other students• Where do incidents of experiencing

harassment happen?– 38% in the classroom– 25% in public spaces on campus

• Reporting harassing behaviors– 27% ignored it– 26% made an official complaint– 23% did not know where to go

“NDSU needs to have an open door policy for complaints providing no fear of retaliation for voicing complaints.”

- Staff

“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.

Faculty Responses to Observed Harassment

• 45% of Faculty respondents reported observations– 46% of those reported it was based on

“sex”– 27% of those reported it was based on

ethnicity– 24% of those reported it was based on

gender identity

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

Student Responses to Observed Harassment

• 26% of Students reported observations– 43% of those reported it was based on

ethnicity– 37% of those reported it was based on race– 30% of those reported it was based on

sexual orientation

If respondents experienced or were made aware of harassing conduct,

“Who was the source of this conduct?”

Student Faculty Staff

52%

22%8%

38%

66%

19%

16%

14%

56%

12%39% 32%

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

“Currently, faculty (especially women) cannot truly express differences of opinion without fear of retribution or fears that their tenure/promotion will be negatively impacted.”

- Faculty

University Addresses Issues of Diversity


10

20

30

40

50

60

70

80

90

61%

73%69%

59%

81%76%

Women Men

Respondents indicated “Agree” or “Strongly Agree”



10

20

30

40

50

60

70

80

60% 61%

70%

60%

76% 75%




Staff Faculty0

10

20

30

40

50

60

70

80

90

58%

79%76% 74%

LGB Heterosexual

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

Staff Faculty0

10

20

30

40

50

60

70

80

61%58%

68%

52%

Women Men



Staff Faculty0

10

20

30

40

50

60

7061%

46%

64%

55%




Staff Faculty0

10

20

30

40

50

60

70

54%50%

64%

55%

LGB Heterosexual


“I think there are many policies and procedures in place to address these issues, but only people who value these things in the first place attend workshops and trainings. For example, I believe that the men that are involved in the FORWARD program are already strong women’s advocates and it’s mostly the men who do not value this program that need training.”

- Faculty

Attendance at Diversity Events

New Faculty Ori-entation

38%

Diversity Workshop/Training

23%

Anti-Racism Train-ing

11%

Safe Zone Ally Training

7%

Diversity Program21%

Faculty


Diversity Workshop/

Training22%

New Staff Orienta-tion 33%

Anti-Racism Train-ing

15%

Safe Zone Ally Training

10%

Diversity Program19%

Staff


Diversity Workshop/Training

18%Diversity Program in

Residence Hall10%

Anti-Racism Training11%

Safe Zone Ally Train-ing7%

Cultural Diversity Course

27%

Campus-wide Di-versity Program

27%

Students

“I think students from rural areas such as me are secluded from different ethnicities, religious views, etc., and they could benefit in learning how to appreciate people who live a different lifestyle than themselves.”

- Student

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

“I think we have come a long way since the time of our last climate assessment. However, I still feel there is room for improvement in areas of sexual orientation, veterans and issues with those with disabilities.”

- Staff

Recommendations from Survey Respondents

Recommendations for Students:• Physical accessibility needs in classroom buildings and

campus grounds (sidewalks, classroom technology, etc.)• Adequate rooms to administer exams to students with

learning disabilities• Provide ways for students to receive testing for learning

disabilities• Daycare needs on Saturdays for students with children• Accommodate both traditional and non-traditional

students• Create a “weekend college” program for students• Need to integrate diversity into the classroom

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.

“Climate change takes time and tremendous effort. I believe that the NDSU climate has made dramatic improvements in the past 5 years, and I credit that to the consistent and genuine philosophy that has come from the very top.”

- Staff

2009 Campus Climate Survey Diversity Equity Community Help Us Get There President’s Diversity...

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