1. Campus Climate Survey

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

3. 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.

4. 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%

5. Results of 2009 Campus climate survey

6. 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%

7. 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%

8. 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%

9. 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.

10. 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.

11. 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.

12. 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%

13. “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.

14. 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).

15. 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

16. 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.

17. 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.

18. 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.

19. NDSU Values my Involvement in Diversity Initiatives
Respondents indicated “Agree” or “Strongly Agree”
Women: 58% faculty; 61% staff
Men: 52% faculty; 68% staff

20. 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

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

22. 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.

23. 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…

24. 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

25. 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

26. 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

27. 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”

28. 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.