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Clarkson University. Campus Climate Assessment: Overview of Results. October 24, 2007. The Evolution to Academic Excellence. - PowerPoint PPT Presentation

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Assessing Campus Climate: Results of NGLTF 2000-2001 Study

Survey Instrument

Final instrument 81 questions and additional space for respondents to provide commentaryOn-line or paper & pencil options

Sample = Population (Census)All members of the Clarkson community were invited to participate

Results include information regarding:Respondents personal experiences at ClarksonRespondents perceptions of climate at ClarksonRespondents perceptions of institutional actionsRespondents input into recommendations for changeWho were the respondents?990 people responded to the call to participate in spring semester 2007.Many respondents contributed comments via open-ended questions throughout the survey.

4 Findings

LimitationsSelf-selection biasResponse ratesCaution in generalizing the results for those constituent groups with significantly low response ratesRespondents by Clarkson Position Status (n)

6Aggregate Findings69% of respondents were very comfortable or comfortable with the climate at Clarkson.76% of student respondents were very comfortable or comfortable with the climate in their department.75% of faculty respondents were very comfortable or comfortable with the climate in their department/work unit.77% of staff respondents were very comfortable or comfortable with the climate in their department/work unit.Aggregate Findings80% of respondents have not personally experienced any conduct that has interfered with their ability to work or learn at Clarkson.68% of respondents have not observed or personally been made aware of any conduct that has interfered with their ability to work or learn at Clarkson.About half of student respondents feel that the classroom climate is welcoming for people from underrepresented groups.Less than half of employees feel that the workplace climate is welcoming for people from underrepresented groups.Personally Experienced Offensive, Hostile, or Intimidating Conduct at Clarkson

Experiencedn%Yes19419.6No79580.310Personally Experienced Based on(%)

11Comfortable Being Out on Campus (%)

Comfort with Overall Campus Climate by Gender (%)

Comfort with Overall Campus Climate by Position (%)

Comfort with Overall Campus Climate by Race (%)

Comfort with Overall Campus Climate by Sexual Orientation (%)

Observed conduct on campus that created an offensive, hostile, or intimidating working or learning environment within the past year

Observedn%Yes31832.1No66767.417Perceived Discriminatory Employment Practices Observed Discriminatory Hiring (29%)Due to position (44%)Due to gender (25%)Due to age (21%)

Promotion (31%)Due to position (45%)Due to gender (30%)Due to educational level (20%)Due to age (14%)

Observed Discriminatory Firing (17%)Due to position (48%)Due to gender (23%)Due to age (18%)

18Employee Attitudes about Climate for Diversity and Work-Related IssuesPotential Successes72% of respondents strongly agreed/agreed that they were comfortable asking questions about performance expectations. 59% of respondents agreed that their colleagues solicit their opinions about their work.Potential Challenges31% of respondents were reluctant to bring up issues that concern them for fear than it will affect their performance evaluation or tenure review.30% of respondents believe there are many unwritten rules concerning how one is expected to interact with colleagues in their work units.Employee Attitudes about Climate for Work-Life IssuesPotential Successes66 % of respondents strongly agree/agree that they are satisfied with the way in which they were able to balance their personal and work lives.43% find Clarkson supportive of family leave.Potential Challenges23% of respondents strongly agree/agree that personal responsibilities and commitments have slowed down their career progression.30% of respondents feel that they have to miss out on important things in their personal lives because of professional responsibilities.18% of respondents strongly agree/agree that employees who have children are considered less committed to their careers.Employees Perceptions of Resources Available at Clarkson65% of respondents strongly agree/agree that they have colleagues or peers at Clarkson that give them career advice or guidance.45% of respondents receive regular maintenance/upgrades of their equipment.62% of respondents strongly agree/agree that they have the equipment and supplies they need to adequately perform their work.66% of respondents strongly agree/agree that they had sufficient office space, in terms of quantity and quality.Potential SuccessesEmployee Attitudes about Climate for Diversity and Work-Related Issues by GenderWhen reviewing these data by gender, women employees indicate that they are more reluctant to bring up issues that concern them fearing that it will affect their performance evaluation or tenure decision than their male counterparts.More women than men indicate that colleagues do not solicit their opinions about their work and have lower expectations of them.Employee Attitudes about Climate for Diversity and Work-Related Issues by GenderWomen faculty as compared to male faculty feeltheir research interests are not as valued.pressure to alter their research agenda to be considered for promotion/tenure.Women employees as compared to male employees feelthey have to work harder to be perceived as legitimate.there are many more unwritten rules concerning how they are to interact with colleagues.

Employees Perceptions of Resources Available at Clarkson by GenderWhen compared to their male colleagues, women employees feel that they have insufficient laboratory space and teaching support.When compared to male employees, women employees indicate that their compensation is not comparable to their peers at Clarkson who have similar levels of experience.Visible Leadership that Fosters Diversity at Clarkson from the Presidents Office (%)

25Visible Leadership that Fosters Diversity at Clarkson from the Presidents Office (%)

26Course Content Inclusive of Difference (%)

Summary of ChallengesConcerns with Regard to Gender

Of those respondents reported experiencing offensive, hostile or intimidating conduct, it was most often based on ones gender.Of the 26% of women who reported having personally experienced such conduct, 59% stated it was because of their gender.Further, only 50% percent of women faculty/students reported being comfortable in the classroom as compared to 71% of the men faculty/students.These experiences were substantiated in comments provided by survey respondents. For example, several respondents commented on a number of ways in which colleagues or students have subjected women to inequitable treatment.

Summary of ChallengesSafety Concerns Among Women

38 respondents reported being sexually assaulted while at Clarkson.Of these, 32 were women and 36 were students.The offender was most often an acquaintance, a friend, or a classmate.The underreporting of sexual assault is a national campus concern1These experiences were substantiated in comments provided by survey respondents where they describe incidents of sexual misconduct in the workplace and rape on campus.

1Fischer, B., Cullen, F., Turner, M. (2000). The sexual victimization of college women. Washington, D.C.: U.S. Department of Justice.

Summary of ChallengesConcerns in Regard to Race

24% of respondents of color report that they personally experienced offensive, hostile or intimidating conduct; 63% indicated that it was because of their race.Of the 32% of the participants who had observed or personally been made aware of conduct on campus that created an offensive, hostile, or intimidating working or learning environment, 40% indicated that it was due to race.Regardless of ones racial identity, racial profiling was reported most often as the form of observed harassment.These experiences were substantiated in comments provided by survey respondents. Most respondents felt there was a lack of representation of people of color at Clarkson and that people from diverse racial and ethnic backgrounds felt as though they cannot be themselves without encountering various forms of discrimination and harassment.

Summary of ChallengesInstitutional Classism

Discriminatory employment practices were most often based on ones status at Clarkson [hiring (44%); discriminatory employment-related disciplinary actions (48%); promotion practices (45%)].These experiences were substantiated in comments provided by survey respondents. The most pervasive theme was the low morale among employees that was in part attributed to the lack of support given to staff by their supervisors and the administration.Respondents also commented on perceived discrimination that has occurred against majors other than engineering and business.Further, several respondents believed the University has unfairly attributed more resources to the engineering programs than to other majors/programs.

Last ThoughtsResistance begins with people confronting pain, whether its theirs or somebody elses, and wanting to do something to change it. --- bell hooks,Yearning

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