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

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:

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:

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

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 than Christian (including no affiliation)

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 than Christian (including no affiliation) * 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? Respondents indicated “Comfortable” or “Very Comfortable”

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.

“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” 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?”

“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 Respondents indicated “Agree” or “Strongly Agree”

University Addresses Issues of Diversity Respondents indicated “Agree” or “Strongly Agree”

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”

NDSU Values my Involvement in Diversity Initiatives Respondents indicated “Agree” or “Strongly Agree”

NDSU Values my Involvement in Diversity Initiatives Respondents indicated “Agree” or “Strongly Agree”

NDSU Values my Involvement in Diversity Initiatives Respondents indicated “Agree” or “Strongly Agree”

“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

“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, Revise & create new Strategic Plan for Diversity, Equity & Community, 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