Campus Climate Survey

Survey Participants

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?

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.

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

“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.

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?”

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

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

Attendance at Diversity Events

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

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… 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.