Campus Climate Survey

Diversity Equity Community 2009 Campus Climate Survey Diversity Equity Community Help Us Get There President’s Diversity Council www.ndsu.edu/diversity

Survey Participants 2009 results: Total number of Participants = 1,661 (1,625 in 2003) Students = 849 (854 in 2003); Faculty = 289 (242 in 2003); Staff = 523 (432 in 2003) We didn’t have a separate survey for Administrators – it would be interesting to see which they would have completed.

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) 2003 results: Staff response rate = 32%

Results of 2009 Campus climate survey

Overall, How Comfortable are You with the Climate for Diversity? Respondents indicated “Comfortable” or “Very Comfortable” Data suggest no significant change – no evidence of improvement. 2009 results: NDSU Overall = 78%; Department/Work Area = 77% 2003 results: NDSU Overall = 82%; Department/Work Area = 81%

Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU? Largest difference here is in the faculty respondent group. NOTE: In order to protect the identities of groups with fewer than 5 respondents, no results are reported here for Transgender individuals. 2009 Results: Women Students – 84% Men Students – 80% Women Staff – 75% Men Staff – 82% Women Faculty – 60% Men Faculty – 72%

Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU? Students, in general, are more comfortable across these groups. People of color are less comfortable. 2009 Results: Students People of Color – 76% Non people of color – 85% Staff People of Color – 69% Non people of color – 78% Faculty People of Color – 64% Non people of color – 69%

Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU? NOTE: This slide refers to sexual orientation, therefore data was included for LGB (lesbian, gay, bisexual). Any significant information related to gender identity (transgender) would have been included in the gender slide. 2009 Results: LGB Staff – 62% Heterosexual Staff – 78% LGB Faculty – 64% Heterosexual Faculty – 68% No data was available from students based on sexual orientation. 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 Respondents could answer more than once. 2009 results: Ignored/Excluded: 75% students; 93.8% faculty; 90.1% staff Derogatory Remarks: 32.1% students; 23.8% faculty; 29.8% staff Stares: 21.4% students; 6.3% faculty; 20.7% staff Written Comments: 11.9% students; 26.3% faculty; 13.2% staff 2003 results:(respondents were combined) Ignored/Excluded: 75% Derogatory Remarks: 38% Stares: 24% Written Comments: 11% “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 The highest categories for harassment to be based upon were: Employment category – 45%; Age – 32%

“Have you observed or personally been made aware of any harassment “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 NOTE: “Sex” is defined as biological sex; “gender identity” is defined as one’s internal conviction of gender and is not always the same as one’s biological sex (as is the case for transgender individuals).

If respondents experienced or were made aware of harassing conduct, “Who was the source of this conduct?” NOTE: Across student, faculty and staff respondent groups, sources of harassing conduct were primarily from the respondents’ own peer groups. 2009 results: Students reported source of conduct as: 52.4% students, 38.1% faculty, 15.5% staff, 11.95% administrators Faculty reported source of conduct as: 22.5% students, 66.3% faculty, 13.8% staff, 38.8% administrators Staff reported source of conduct as: 8.3% students, 19% faculty, 56.2% staff, 32.2% administrators 2003 results: Students reported source of conduct as: 78% students, 19% faculty, 17% staff, 22% administrators Faculty reported source of conduct as: 31% students, 45% faculty, 33% staff, 44% administrators Staff reported source of conduct as: 15% students, 7% faculty, 42% staff, 33% administrators

University Addresses Issues of Diversity Respondents indicated “Agree” or “Strongly Agree” Women: 61% students, 69% faculty, 73% staff Men: 59% students, 76% faculty, 81% staff Note: This question was not asked in 2003; therefore, no comparison is available.

University Addresses Issues of Diversity Respondents indicated “Agree” or “Strongly Agree” People of Color: 60% students, 70% faculty, 61% staff Non People of Color: 60% students, 75% faculty, 76% staff NOTE: Respondent break-down by race for each respondent category: Faculty: 30 people of color/256 non people of color Staff: 23 people of color/490 non people of color Students: 138 people of color; 675 non people of color Note: This question was not asked in 2003; therefore, no comparison is available.

University Addresses Issues of Diversity Respondents indicated “Agree” or “Strongly Agree” NOTE: This slide refers to sexual orientation, therefore data was included for LGB (lesbian, gay, bisexual). Any significant information related to gender identity (transgender) would have been included in the gender slide. NOTE: Respondent breakdown by sexual orientation: Faculty: 14 identified as LGB; 4 selected “uncertain” Staff: 26 identified as LGB; 3 selected “uncertain” LGB: 79% faculty, 58% staff; students – no data available Heterosexual: 74% faculty; 76% staff, students – no data available Note: This question was not asked in 2003; therefore, no comparison is available. 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 Respondents indicated “Agree” or “Strongly Agree” Women: 58% faculty; 61% staff Men: 52% faculty; 68% staff

NDSU Values my Involvement in Diversity Initiatives Respondents indicated “Agree” or “Strongly Agree” People of Color: 46% faculty; 61% staff White People: 55% faculty; 64% staff

NDSU Values my Involvement in Diversity Initiatives Respondents indicated “Agree” or “Strongly Agree” LGB: 50% faculty; 54% staff Heterosexual: 55% faculty; 64% staff

Attendance at Diversity Events Additional information not noted on this chart: A higher percentage of Staff of Color (48%) than other staff groups attended anti-racism training. A lower percentage of LGBT staff than other groups attended Safe Zone Ally/LGBTQ training. People of Color were the most likely to have attended a diversity program at NDSU.

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.