Examining Our Campus Climate at San Jose State University Dr. Megumi Hosoda, Psychology Dr. Rona Halualani, Communication Studies Dr. Megumi Hosoda, Psychology Dr. Rona Halualani, Communication Studies

Preview & Purpose  Wiggsy Sivertsen, Chair, Campus Climate Committee

What Did We Do?  Purpose  Campus climate is defined as “the formal environment in which we learn, teach, and work, and live in a post-secondary setting.”  Purpose  Campus climate is defined as “the formal environment in which we learn, teach, and work, and live in a post-secondary setting.”

What Did We Do?  Research Method: Survey  Time Span  Procedures  Sampling  Items/Constructs  Analysis Procedures  Research Method: Survey  Time Span  Procedures  Sampling  Items/Constructs  Analysis Procedures

What Did We Do?  Examples of Constructs

What The Students Report  356 students (12% response rate)  Demographics  64% female, 33% male  40% White, 33% Asian/Asian American/Pacific Islander, 12% Latino/a, 4% Black/African American  7% gay, lesbian, or bisexual  5% with disability  356 students (12% response rate)  Demographics  64% female, 33% male  40% White, 33% Asian/Asian American/Pacific Islander, 12% Latino/a, 4% Black/African American  7% gay, lesbian, or bisexual  5% with disability

What The Students Report  Perceptions of the Campus Climate  Many students(67%) have “somewhat” to “very” favorable” perceptions of campus climate at SJSU,  BUT several subgroups of students view the campus climate less favorably.  Most students (81%) do not personally experience discrimination at SJSU.  BUT several subgroups of students report “occasional” or “frequent” experience in discrimination.  Overall, students (54%) reported that they have learned “somewhat” to “a great deal” about racism, discrimination based on disability, sexism, homophobia in their classes at SJSU.  BUT such learning varied widely among different majors.  Perceptions of the Campus Climate  Many students(67%) have “somewhat” to “very” favorable” perceptions of campus climate at SJSU,  BUT several subgroups of students view the campus climate less favorably.  Most students (81%) do not personally experience discrimination at SJSU.  BUT several subgroups of students report “occasional” or “frequent” experience in discrimination.  Overall, students (54%) reported that they have learned “somewhat” to “a great deal” about racism, discrimination based on disability, sexism, homophobia in their classes at SJSU.  BUT such learning varied widely among different majors.

What The Students Report  Campus Diversity  Only about 40% of students know how to officially report racist, sexist, or other discriminatory behaviors.  Many students (65%-85%) do not fear for their physical safety on campus and do not feel uncomfortable disclosing their sexual orientation or discussing racially sensitive topics.  BUT several subgroups of students feel uncomfortable about one of these topics.  Most students (79%) value the work that SJSU is doing to promote diversity.  Campus Diversity  Only about 40% of students know how to officially report racist, sexist, or other discriminatory behaviors.  Many students (65%-85%) do not fear for their physical safety on campus and do not feel uncomfortable disclosing their sexual orientation or discussing racially sensitive topics.  BUT several subgroups of students feel uncomfortable about one of these topics.  Most students (79%) value the work that SJSU is doing to promote diversity.

What The Students Report  Learning Environment  Many students (67%) report that there are role models for them on campus.  Most students (84%) agreed that SJSU staff is sensitive about ethnic/racial, sexist, and homophobic issues.  BUT several subgroups of students report that SJSSU is less sensitive to these issues.  Will the Survey Have an Impact?  Overall, 68% of students are at least somewhat optimistic about the impact that their responses on the survey will have on SJSU’s campus climate.  Learning Environment  Many students (67%) report that there are role models for them on campus.  Most students (84%) agreed that SJSU staff is sensitive about ethnic/racial, sexist, and homophobic issues.  BUT several subgroups of students report that SJSSU is less sensitive to these issues.  Will the Survey Have an Impact?  Overall, 68% of students are at least somewhat optimistic about the impact that their responses on the survey will have on SJSU’s campus climate.

What the Students Report  Qualitative Portion:  29% response rate (103)  Experiences of negative service at SJSU (18%; 18)  Feelings of alienation and marginalization as White students (16%; 16)  Negative experiences in specific majors with faculty (16%; 16)  Qualitative Portion:  29% response rate (103)  Experiences of negative service at SJSU (18%; 18)  Feelings of alienation and marginalization as White students (16%; 16)  Negative experiences in specific majors with faculty (16%; 16)

What the Students Report  Qualitative Portion:  Need better layout and services for disabled students (10%; 10)  Need for more campus safety measures (8%; 8)  No tolerance for conservative views of students (8%; 8)  Qualitative Portion:  Need better layout and services for disabled students (10%; 10)  Need for more campus safety measures (8%; 8)  No tolerance for conservative views of students (8%; 8)

What the Students Report  Qualitative Portion:  SJSU focuses too much on diversity (5%; 5)  Need for more community on campus (- commuter image) (5%; 5)  Need for more information about how to report discrimination (5%; 5)  Qualitative Portion:  SJSU focuses too much on diversity (5%; 5)  Need for more community on campus (- commuter image) (5%; 5)  Need for more information about how to report discrimination (5%; 5)

What The Faculty Report  407 Faculty (24% response rate)  Demographics  46% male, 48% female  60% White, 10% Asian/Asian American/Pacific Islander, 16% Latino(a), 3% Black/African American  10% gay, lesbian, bisexual  9% with a disability  37% tenured, 57% not tenured  34% part-time  27% full, 13% associate, 15% assistant professors, 31% lecturer, 4% instructor  407 Faculty (24% response rate)  Demographics  46% male, 48% female  60% White, 10% Asian/Asian American/Pacific Islander, 16% Latino(a), 3% Black/African American  10% gay, lesbian, bisexual  9% with a disability  37% tenured, 57% not tenured  34% part-time  27% full, 13% associate, 15% assistant professors, 31% lecturer, 4% instructor

What The Faculty Report  Perceptions of the Campus Climate  Most faculty have “somewhat” to “very” favorable perceptions of the campus climate at SJSU.  BUT several subgroups of faculty view the campus climate less favorably.  The majority of faculty do not personally experience discrimination at SJSU.  BUT several subgroups of faculty report “occasional” or “frequent” experience in discrimination.  Perceptions of the Campus Climate  Most faculty have “somewhat” to “very” favorable perceptions of the campus climate at SJSU.  BUT several subgroups of faculty view the campus climate less favorably.  The majority of faculty do not personally experience discrimination at SJSU.  BUT several subgroups of faculty report “occasional” or “frequent” experience in discrimination.

What The Faculty Report  Job Satisfaction  Faculty (76%) are satisfied with their jobs.  BUT they are not satisfied with several aspects of their jobs.  Campus Diversity  Many faculty (75%) report that they know how to officially report racist, sexist, or other discriminatory behaviors.  The majority of faculty do not fear for their physical safety on campus and do not feel uncomfortable disclosing their sexual orientation or discussing racially sensitive tics.  BUT several subgroups of faculty) feel uncomfortable about one of these topics.  Job Satisfaction  Faculty (76%) are satisfied with their jobs.  BUT they are not satisfied with several aspects of their jobs.  Campus Diversity  Many faculty (75%) report that they know how to officially report racist, sexist, or other discriminatory behaviors.  The majority of faculty do not fear for their physical safety on campus and do not feel uncomfortable disclosing their sexual orientation or discussing racially sensitive tics.  BUT several subgroups of faculty) feel uncomfortable about one of these topics.

What The Faculty Report  The Working Environment  Faculty (76%) feel that SJSU is a good place to work.  BUT only 48% of faculty perceive that faculty morale is good at this campus.  Some faculty (30%) believe that those who are openly critical of their department’s administration have cause to fear retribution  Faculty are concerned with workload.  Faculty (47%) do not agree that ethnic minority faculty are adequately represented on important Academic Senate committees.  About 40% of the faculty report that subtle discrimination is tolerated on campus.  Several subgroups agree more.  The Working Environment  Faculty (76%) feel that SJSU is a good place to work.  BUT only 48% of faculty perceive that faculty morale is good at this campus.  Some faculty (30%) believe that those who are openly critical of their department’s administration have cause to fear retribution  Faculty are concerned with workload.  Faculty (47%) do not agree that ethnic minority faculty are adequately represented on important Academic Senate committees.  About 40% of the faculty report that subtle discrimination is tolerated on campus.  Several subgroups agree more.

What The Faculty Report  Concerns About Supports and Rewards for Faculty  Faculty are concerned with opportunities for professional development (i.e., funds, release time).  Only 53% of the faculty believe that they are equitably compensated in comparison to their colleagues in their own department.  Almost half of lecturers do not agree that the evaluation process for lecturers is fair and equitable.  Concerns About Supports and Rewards for Faculty  Faculty are concerned with opportunities for professional development (i.e., funds, release time).  Only 53% of the faculty believe that they are equitably compensated in comparison to their colleagues in their own department.  Almost half of lecturers do not agree that the evaluation process for lecturers is fair and equitable.

What The Faculty Report  Tenure and Promotion  Only 60% of the faculty agree that they receive adequate mentoring on tenure and promotion.  A small portion of the faculty (40%) do not believe that in the RTP process, their service to the campus is rewarded by their department.  Only 57% of the faculty believe that the RTP process is fair and equitable.  Tenure and Promotion  Only 60% of the faculty agree that they receive adequate mentoring on tenure and promotion.  A small portion of the faculty (40%) do not believe that in the RTP process, their service to the campus is rewarded by their department.  Only 57% of the faculty believe that the RTP process is fair and equitable.

What The Faculty Report  Will the Survey Have an Impact?  Overall, 68% of the faculty are at least somewhat optimistic about the impact that their responses on the survey will have an SJSU’s campus climate.  Will the Survey Have an Impact?  Overall, 68% of the faculty are at least somewhat optimistic about the impact that their responses on the survey will have an SJSU’s campus climate.

What The Faculty Report  Qualitative Portion:  34% response rate (138)  Campus climate as positive (16%; 22)  Excessive workload (17%; 12)  Salary (10%; 13)  Facilities (10%; 13)  SJSU bureaucracy (10%; 13)  Diversity efforts as important (9%; 12)  Treatment of lecturers (6%; 8)  Concerns with student preparation (5%; 7)  Too much effort on diversity (5%; 7)  Qualitative Portion:  34% response rate (138)  Campus climate as positive (16%; 22)  Excessive workload (17%; 12)  Salary (10%; 13)  Facilities (10%; 13)  SJSU bureaucracy (10%; 13)  Diversity efforts as important (9%; 12)  Treatment of lecturers (6%; 8)  Concerns with student preparation (5%; 7)  Too much effort on diversity (5%; 7)

What The Staff Report  318 Staff (23% response rate)  Demographics  27% male and 69% female  40% White, 23% Asian/Asian American/Pacific Islander, 19% Latino(a), 3% Black/African American  4% gay, lesbian, or bisexual  8% with a disability  318 Staff (23% response rate)  Demographics  27% male and 69% female  40% White, 23% Asian/Asian American/Pacific Islander, 19% Latino(a), 3% Black/African American  4% gay, lesbian, or bisexual  8% with a disability

What The Staff Report  Perceptions of the Campus Climate  Most staff (59%) have “somewhat” to “very” favorable perceptions of the campus climate at SJSU.  The majority of staff do not personally experience discrimination at SJSU.  BUT several subgroups report report “occasional” or “frequent” experience in discrimination.  Perceptions of the Campus Climate  Most staff (59%) have “somewhat” to “very” favorable perceptions of the campus climate at SJSU.  The majority of staff do not personally experience discrimination at SJSU.  BUT several subgroups report report “occasional” or “frequent” experience in discrimination.

What The Staff Report  Job Satisfaction  Most staff are satisfied with their jobs.  Among the staff who hand a job change, 20% of them report that they felt discriminated against on the basis of ‘inside’ candidate.  Campus Diversity  Most staff (76%) know how to officially report any racist, sexist, or other discriminatory behaviors.  Job Satisfaction  Most staff are satisfied with their jobs.  Among the staff who hand a job change, 20% of them report that they felt discriminated against on the basis of ‘inside’ candidate.  Campus Diversity  Most staff (76%) know how to officially report any racist, sexist, or other discriminatory behaviors.

What The Staff Report  Many staff (78%) value the work that SJSU is doing to celebrate diversity.  Many staff (76%) report that they know how to officially report any racist, sexist, or other discriminatory behaviors.  Some staff (24%) do fear for their physical safety and feel uncomfortable discussing racially sensitive topics on campus.  A specific subgroup of staff report they feel uncomfortable about some of these issues.  Many staff (78%) value the work that SJSU is doing to celebrate diversity.  Many staff (76%) report that they know how to officially report any racist, sexist, or other discriminatory behaviors.  Some staff (24%) do fear for their physical safety and feel uncomfortable discussing racially sensitive topics on campus.  A specific subgroup of staff report they feel uncomfortable about some of these issues.

What The Staff Report  The Working Conditions  Most staff (82%) believe that SJSU is a good place to work.  BUT some staff (40%) believe that SJSU is not a well-managed university.  Only 53% of staff perceive that staff morale is good in their department but report (49%) that there is favoritism in their department.  The Working Conditions  Most staff (82%) believe that SJSU is a good place to work.  BUT some staff (40%) believe that SJSU is not a well-managed university.  Only 53% of staff perceive that staff morale is good in their department but report (49%) that there is favoritism in their department.

What The Staff Report  Compensation  Only 33% of staff indicate that they receive an equitable salary in their department or assigned work area.  Opportunities for Advancement and Career Development  Only a small % of the staff indicate that there are sufficient opportunities for advancement within their department (29%) and within SJSU (50%).  Compensation  Only 33% of staff indicate that they receive an equitable salary in their department or assigned work area.  Opportunities for Advancement and Career Development  Only a small % of the staff indicate that there are sufficient opportunities for advancement within their department (29%) and within SJSU (50%).

What The Staff Report  Perceptions of Supervisors  Staff have favorable views of their supervisors.  BUT, only 59% of staff feel that they can report wrongdoing by a supervisor or manager without fear of reprisal.  Will the Survey Have an Impact?  Only 58% of all staff are at least somewhat optimistic about the impact that their responses on the survey will have an SJSU’s campus climate.  Perceptions of Supervisors  Staff have favorable views of their supervisors.  BUT, only 59% of staff feel that they can report wrongdoing by a supervisor or manager without fear of reprisal.  Will the Survey Have an Impact?  Only 58% of all staff are at least somewhat optimistic about the impact that their responses on the survey will have an SJSU’s campus climate.

What The Staff Report  Qualitative Portion:  25% response rate (71)  Need higher salaries and compensation (28%; 20)  Management is incompetent, unfair, & unsupportive (25%; 18)  Campus climate as + (14%; 10)  Office politics as - (15%; 10)  Hostile work environment on daily basis (12%; 9)  Qualitative Portion:  25% response rate (71)  Need higher salaries and compensation (28%; 20)  Management is incompetent, unfair, & unsupportive (25%; 18)  Campus climate as + (14%; 10)  Office politics as - (15%; 10)  Hostile work environment on daily basis (12%; 9)

What The Staff Report  Qualitative Portion:  The number of years in job -- the more dissatisfaction with leadership ability/competence level of management  29% of all female respondents expressed personal experiences of discrimination in work departments  75% of all Mexican American respondents -- negative, lonely, unwelcoming climate  Qualitative Portion:  The number of years in job -- the more dissatisfaction with leadership ability/competence level of management  29% of all female respondents expressed personal experiences of discrimination in work departments  75% of all Mexican American respondents -- negative, lonely, unwelcoming climate

What The Staff Report  Qualitative Portion:  Word Matchups: 30% (21) described work environment as “unwelcoming,” “hostile,” and “harmful”  20% (14) linked management with the terms: “incompetent,” “unsupportive”  39% (27) detailed personal experiences or observations of discrimination by supervisor; accounts averaged 80 words in length.  Qualitative Portion:  Word Matchups: 30% (21) described work environment as “unwelcoming,” “hostile,” and “harmful”  20% (14) linked management with the terms: “incompetent,” “unsupportive”  39% (27) detailed personal experiences or observations of discrimination by supervisor; accounts averaged 80 words in length.

What The Administrators Report  99 administrators (53% response rate)  Demographics  38% male, 58% female  59% White, 6% Asian/Asian American/Pacific Islander, 9% Latino(a), 8% Black/African American  8% gay, lesbian, or bisexual  6% with a disability  99 administrators (53% response rate)  Demographics  38% male, 58% female  59% White, 6% Asian/Asian American/Pacific Islander, 9% Latino(a), 8% Black/African American  8% gay, lesbian, or bisexual  6% with a disability

What The Administrators Report  Perceptions of the Campus Climate  Most administrators(71.5) have “somewhat” to “very” favorable perceptions of the campus climate at SJSU.  The majority of administrators do not personally experience discrimination at SJSU.  BUT several subgroups of administrators report “occasional” or “frequent” experience in discrimination.  Perceptions of the Campus Climate  Most administrators(71.5) have “somewhat” to “very” favorable perceptions of the campus climate at SJSU.  The majority of administrators do not personally experience discrimination at SJSU.  BUT several subgroups of administrators report “occasional” or “frequent” experience in discrimination.

What The Administrators Report  Job Satisfaction  The majority of administrators are satisfied with their jobs and with the various aspects of their jobs.  BUT those administrators with 1-10 years of tenure are less satisfied with some aspects of their jobs.  Campus Diversity  The majority of administrators (94%) know how to officially report any racist, sexist, or other discriminatory behaviors.  The majority of administrators do not fear for their physical safety on campus because of their race/ethnicity/culture.  A subgroup of administrators express some discomfort.  Job Satisfaction  The majority of administrators are satisfied with their jobs and with the various aspects of their jobs.  BUT those administrators with 1-10 years of tenure are less satisfied with some aspects of their jobs.  Campus Diversity  The majority of administrators (94%) know how to officially report any racist, sexist, or other discriminatory behaviors.  The majority of administrators do not fear for their physical safety on campus because of their race/ethnicity/culture.  A subgroup of administrators express some discomfort.

What The Administrators Report  Most administrators (87%) value the work that SJSU is doing to celebrate diversity.  The Working Conditions  The majority (96%) feel that SJSU is a good place to work.  About 76% of administrators believe that SJSU is a well-managed university.  Only 65% of administrators and some ethnic minority administrators (i.e., Latino/a, African American) feel that the current ethnic composition of administrators at SJUS is adequate.  Most administrators (87%) value the work that SJSU is doing to celebrate diversity.  The Working Conditions  The majority (96%) feel that SJSU is a good place to work.  About 76% of administrators believe that SJSU is a well-managed university.  Only 65% of administrators and some ethnic minority administrators (i.e., Latino/a, African American) feel that the current ethnic composition of administrators at SJUS is adequate.

What The Administrators Report  Compensation  About 64% of administrators indicate that they are equitably compensated compared to other administrators at their level.  Opportunities for Advancement and Career Development  Many administrators (63%) indicate that there are sufficient opportunities for their advancement within the administration at SJSU.  Most administrators believe that women in their department have equal opportunities as men for advancement.  Compensation  About 64% of administrators indicate that they are equitably compensated compared to other administrators at their level.  Opportunities for Advancement and Career Development  Many administrators (63%) indicate that there are sufficient opportunities for their advancement within the administration at SJSU.  Most administrators believe that women in their department have equal opportunities as men for advancement.

What The Administrators Report  Perceptions of Staff  Most administrators have favorable views of their staff.  Will the Survey Have an Impact?  Only 67% of administrators are at least somewhat optimistic about the impact that their responses on the survey will have an SJSU’s campus climate.  Perceptions of Staff  Most administrators have favorable views of their staff.  Will the Survey Have an Impact?  Only 67% of administrators are at least somewhat optimistic about the impact that their responses on the survey will have an SJSU’s campus climate.

What The Administrators Report  Qualitative Portion:  30% response rate (29)  Need to improve communication between mgmt. levels (28%; 8)  Need more salary equity for staff (28%; 8)  Need more campus unity (17%; 5)  SJSU as + work environment (10%; 3)  Qualitative Portion:  30% response rate (29)  Need to improve communication between mgmt. levels (28%; 8)  Need more salary equity for staff (28%; 8)  Need more campus unity (17%; 5)  SJSU as + work environment (10%; 3)

What The Administrators Report  Qualitative Portion:  Female respondents expressed the need for more resources & opportunities than male respondents.  Qualitative Portion:  Female respondents expressed the need for more resources & opportunities than male respondents.

What The Administrators Report  Qualitative Portion:  Word Matchups: “Departments” and “teams” (18%)  “Hard to/difficult to” and “manage”  “Lead” not used in reference to teams, staff, or departments  Departments or units never referred to as “my”; in contrast to staff word matchups  Qualitative Portion:  Word Matchups: “Departments” and “teams” (18%)  “Hard to/difficult to” and “manage”  “Lead” not used in reference to teams, staff, or departments  Departments or units never referred to as “my”; in contrast to staff word matchups

Comparison of Groups

National Benchmarks/Indicators  CSU Campus Climate Reports (SFSU; CSUN; Cal Poly Pomona): In range; staff perceptions lower  UCLA: Higher across the board (faculty, student, staff)  University of Michigan: Lower in student ratings  CSU Campus Climate Reports (SFSU; CSUN; Cal Poly Pomona): In range; staff perceptions lower  UCLA: Higher across the board (faculty, student, staff)  University of Michigan: Lower in student ratings

What Does This Mean For Us?: Improving Our Campus Climate  Events and efforts toward “community building” and “perspective-sharing”  Engaging students: dialogue, perspective-taking, intercultural caring  Work on materialities (pay, rewards, professional development)  Managers -- Team building  Communication across units  Events and efforts toward “community building” and “perspective-sharing”  Engaging students: dialogue, perspective-taking, intercultural caring  Work on materialities (pay, rewards, professional development)  Managers -- Team building  Communication across units

What Does This Mean For Us?: Improving Our Campus Climate  Reach out to:  disabled students, staff, faculty  first-generation students, students of color  Latino/a, African American, Southeast Asian, Pacific Islander staff and faculty  Female staff and faculty  Engage ALL Campus Members; climate is “our’s”  Reach out to:  disabled students, staff, faculty  first-generation students, students of color  Latino/a, African American, Southeast Asian, Pacific Islander staff and faculty  Female staff and faculty  Engage ALL Campus Members; climate is “our’s”

Future Steps  Sharing the Data with Campus  Institutionalizing the Ongoing Collection of Campus Climate Data  Survey Instrument -- Every 2 years  Qualitative Focus Groups -- Every other year  Institutional Research  Student data to learning outcomes  Data --- Action (Program Development)  Need longitudinal research & contextual interviews  Sharing the Data with Campus  Institutionalizing the Ongoing Collection of Campus Climate Data  Survey Instrument -- Every 2 years  Qualitative Focus Groups -- Every other year  Institutional Research  Student data to learning outcomes  Data --- Action (Program Development)  Need longitudinal research & contextual interviews

Future Steps  The Rest Is Up To Us....  We Need To Work Together...  The Rest Is Up To Us....  We Need To Work Together...

For More Information  Go to: Institutional Research page on SJSU website  Contact Dr. Rona Halualani at  Go to: Institutional Research page on SJSU website  Contact Dr. Rona Halualani at