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Campus Climate Survey
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Survey Participants
Students51%
Faculty17%
Staff31%
1,661 total participants, 2009
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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)
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RESULTS OF 2009 CAMPUS CLIMATE
SURVEY
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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”
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Who is reporting being “comfortable” or “very comfortable” with overall climate at
NDSU?
Faculty54%
56%
58%
60%
62%
64%
66%
68%
70%
72%
74%
60%
72%
Women Men
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Who is reporting being “comfortable” or “very comfortable” with overall climate
at NDSU?
Faculty61%
62%
63%
64%
65%
66%
67%
68%
69%
70%
64%
69%
People of Color Non-People of Color
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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.
Faculty62%
63%
64%
65%
66%
67%
68%
69%
64%
68%
LGB Heterosexual
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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.
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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.
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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
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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
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If respondents experienced or were made aware of harassing conduct,
“Who was the source of this conduct?”
Faculty
22%
66%
14%
39%
Source: Student Source: Faculty Source: Staff Source: Admin.
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University Addresses Issues of Diversity
Respondents indicated “Agree” or “Strongly Agree”
Faculty64%
66%
68%
70%
72%
74%
76%
78%
69%
76%
Women Men
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University Addresses Issues of Diversity
Respondents indicated “Agree” or “Strongly Agree”
Faculty67%
68%
69%
70%
71%
72%
73%
74%
75%
76%
70%
75%
People of Color Non People of Color
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University Addresses Issues of Diversity
Due to an error in the survey instrument, data was not available from students based on sexual orientation.
Respondents indicated “Agree” or “Strongly Agree”
Faculty71%
72%
73%
74%
75%
76%
77%
78%
79%
80%79%
74%
LGB Heterosexual
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NDSU Values my Involvement in Diversity Initiatives
Respondents indicated “Agree” or “Strongly Agree”
Faculty49%
50%
51%
52%
53%
54%
55%
56%
57%
58%
59%58%
52%
Women Men
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NDSU Values my Involvement in Diversity Initiatives
Respondents indicated “Agree” or “Strongly Agree”
Faculty40%
42%
44%
46%
48%
50%
52%
54%
56%
46%
55%
People of Color Non People of Color
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NDSU Values my Involvement in Diversity Initiatives
Respondents indicated “Agree” or “Strongly Agree”
Faculty47%
48%
49%
50%
51%
52%
53%
54%
55%
56%
50%
55%
LGB Heterosexual
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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
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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…
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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
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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
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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
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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”
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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.