State University of New York, College at Oneonta
Campus Climate Assessment
Results of Report
March 2006
Background1
Invited by the President’s Council on Diversity to: Evaluate the climate at SUNY Oneonta Present findings in a report to the SUNY
Oneonta Community
1all work in collaboration with PCOD
Climate In Higher Education
Climate on college campuses not only affects the creation of knowledge, but also has a significant impact on members of the academic community who, in turn, contribute to the creation of the campus environment (Bauer, 1998, Kuh & Whitt, 1988; Peterson, 1990; Rankin, 1994, 1998, 1999; Smith, 1999; Tierney, 1990).
Preserving a climate that offers equal learning opportunities for
all students and academic freedom for all faculty – an environment free from discrimination – is one of the primary responsibilities of educational institutions.
College at Oneonta Mission
“During the course of the next decade, the College at Oneonta will be identified, state-wide and regionally, as :
…a college with a safe, caring environment, enhanced by the beauty of its natural surroundings, that supports and encourages its diverse learning community and provides leadership in volunteer and community service…”
College at Oneonta Mission
"As demographic changes produce a more diverse society, we will foster the development of understanding and respect in all members of our College community. Academic and extracurricular programs, as well as faculty and staff development programs, must encourage the entire College community to welcome diversity.“
-- College Mission Statement, 1990
Diversity Statement
The College at Oneonta is an academic community that values diversity. Diversity at the College is an inclusive term that encompasses race and ethnicity, nationality, religion, gender, sexual orientation, age, ability, economic status, and other aspects of identity.
As a campus community, we believe that every individual is important in a unique way and adds to the overall quality of the institution. We are committed to recruiting and retaining diverse faculty, staff, and students, and to fostering a learning environment which draws strength from, celebrates, and honors diversity. We strive to eliminate prejudice and discrimination; to respect the dignity of all persons; and to learn from differences in people, ideas, and opinions.
Approved by the President's Cabinet, December 2004
SUNY OneontaCampus Climate Project Objectives
SUNY Oneonta will learn how constituent groups currently feel about living and learning at the College and how they feel the institution responds to community challenges and concerns.
SUNY Oneonta will develop specific objectives and action plans to address institutional changes and cultural shifts needed to embrace and enhance the working and learning environment (i.e., employee development seminars).
Process to Date
August 2005 Fact-finding groups held with various constituent groups
on campus to present the project process and assist in informing questions for the survey
September 2005 Survey developed, reviewed, and revised with continued
input from PCOD and constituent groups (9 drafts) Both on-line and paper/pencil forms created
Process to Date
September 9, 2005 Project approved by SUNY Oneonta Institutional Review
Board October 2005
Survey distributed to all members of the SUNY Oneonta community via an invitation from President Donovan
January 2006 Draft of report results shared with campus community
Current Campus Culture
Access
Retention
Research
Scholarship
Curriculum Pedagogy
UniversityPolicies/Service
Intergroup &IntragroupRelations
Institutional Transformation Model:Maximizing Equity©
Baseline Organizational
Challenges
SystemsAnalysis
Local / Sate /Regional
Environments
Contextualized Campus Wide Assessment
AdvancedOrganizational
Challenges
ConsultantRecommendations
Assessment
Transformationvia
Intervention
FiscalActions
Symbolic Actions
AdministrativeActions
EducationalActions Transformed
Campus Culture
Access
Retention
Research
Scholarship
Curriculum Pedagogy
UniversityPolices/Service
Intergroup &IntragroupRelations
© 2001, Rankin & Associates, Consulting
Survey Instrument
Final instrument 72 questions and additional space for respondents to provide
commentary On-line or paper & pencil options
Sample = Population All members of the SUNY Oneonta community were invited to
participate
Results include information regarding: Respondents’ personal experiences at SUNY Oneonta Respondents’ perceptions of climate at SUNY Oneonta Respondents’ perceptions of institutional actions Respondents’ input into recommendations for change
Who are the respondents?
1,731 people responded to the call to participate in fall semester 2005
200-500 respondents contributed comments via three open-ended questions
Limitations
Self-selection bias Successful deliberate attempt to over-sample
underrepresented populations Caution in generalizing the results due to
significantly low response rates for undergraduate students and adjunct faculty
Faculty Response Rates
Lecturer = 33% (n=13) of all lecturers
Assistant Professor =53% (n=53)
Associate Professor = 56% (n=26)
Faculty = 32% (n=137) of all faculty
Professor =59% (n=27)
Staff Response Rates
Staff Clerical = 72% (n=99)
Staff Maintenance/Custodial =31% (n=48)
Staff-Auxiliary Services = 20% (n=24)
Staff- Professional/Technical = 43% (n=95)
Non-Teaching Faculty / Administrators = >100%
Student Response Rates
Undergraduate Students = 20% (n=1118)
Graduate Students = 23% (n=48)
Students of color = 43% (n=230)
Women students = 25% (n=824)
Students of color = >100% (n=10)
Women students = 22% (n=34)
Respondents byPosition (n)
1118
48
188 171 137
Undergraduate studentsGraduate students
Prof Staff/AdminStaff
Faculty
Respondents by Gender & Position1,2 (n)
295
71 6345125
75 113
858
Male Female
Student
Faculty
Staff
Prof Staff/Admin
Respondents by Sexual Orientation & Position (n)
45
442
97 811 1215
1052
16
Students Employees
Bisexual
Gay
Lesbian
Heterosexual
Questioning
Student Respondents byAge (n)
515 509
49
1 71722 8824
18-19 20-22 23-25 26-29 30 and over
Undergraduate Students
Graduate
Employee Respondents byAge (n)
2938
1912 12
43
82
96
0
20
3
41
40 52 0
17
28
1212
18-25 26-29 30-39 40-49 50-59 60-69 70 andover
Faculty
Staff
Prof Staff/Admin
Respondents byRacial/Ethnic Identity (n)1
1Inclusive of multi-racial and/or multi-ethnic
1441
108 70 51 44 32 26 15 10
White (non-Hispanic)Latino(a)/Chicano(a)/HispanicAfrican/African AmericanOtherAsian/Asian AmericanAmerican Indian/Alaskan NativeWest Indian/CaribbeanMiddle EasternPacific Islander/Hawaiian Native
Respondents by Spiritual Affiliation (n)
96
5087
1 8 847
8 6
8640
155
74
4
536
3 20 13
249
121
61
Agnostic
Athei
st
Baptist
Baha'I
Buddhist
E. Orth
odox
Episco
pal
Hindu
Isla
m
Jew
ish
Luther
an
Met
hodist
Presb
yteria
n
Quak
er
Roman C
atholic
7th D
ay A
dv
Unit/Univ
Wic
can
Spiritu
al b
ut NA
No affi
liatio
n
Oth
er
Respondents Spiritual Affiliation & Position (n)
666
163 169
5432 24
126
6 20
102
22 29
Christian Other than Christian No Affiliation
Student
Faculty
Staff
Prof Staff/Admin
Respondents with Conditions that Substantially Affect a Major Life Activity (n)
46
166
13 16 11 12 11 13
Physical
Cognitive/Emotional
Student Respondents by Department/Unit (n)
775
298
5512 5 1 3 0 1 0
Beh & A
pp Sci
ence
s
Sci &
Soc
SciUndec
lard
Acad A
ffairs
Student D
evelo
pment
Finan
ce &
Adm
in
Comm
unity R
elat
ions
College
Advance
men
t
Resear
ch F
oundatio
nO
AS or S
odhexo
Employee Respondents by Department/Unit (n)
8277
3240
112
68
8 115
21
Beh &
App S
cien
ces
Sci &
Soc
SciUnd
ecla
red
Acad A
ffairs
Studen
t Dev
elop
men
tFin
ance
& A
dmin
Comm
unity
Rel
atio
ns
Colle
ge Adv
ance
men
t
Resea
rch F
oundat
ion
OAS or S
odhexo
Student Residence
Table 3 Residence
% n
Residence hall 71.7 835
Off campus 19.7 229
Off campus – with partner or spouse 5.2 60
Off campus – with parent(s)/family/relative(s) 3.4 41
Income Status by Position (n)
554
138155
138130
1
56 5729
10 4 4
5937
18 539 54 42 40
StudentsStaff Faculty
Prof Staf/Admin
$19,999 or below$20K - $39,999$40K-$69,999$70K - $99,999$100K or above
Citizenship Status by Position (n)
1112
31 9 2 10
182
4 2 0 0
11610 4 0 5
182
4 2 0 0
StudentsStaff Faculty
Prof Staf/Admin
US BornUS NaturalizedImmigrantRefugeeInternational
Relationship Status by Position (n)
922
199
314 4 4
23 14
112
215
424 10
92
3 70
39 22
112
8 5 2
StudentsStaff Faculty
Prof Staf/Admin
Single and/or datingPartneredMarriedSeparatedDivorcedPartner/spouse deceased
Respondents Time at the Collegeby Position (n)
51
532
127
624
111
697
268
037
1
Student Employee
1 yr. or less
2-5 yrs.
6-10 yrs.
11-19 yrs.
20-29 yrs.
+ 30 yrs.
Aggregate Findings
85% of respondents are “very comfortable” or “comfortable” with the climate at SUNY Oneonta.
83% of respondents are “very comfortable” or “comfortable” with the climate in their academic department/major, academic division, or administrative division.
Aggregate Findings
82% have not personally experienced any conduct that has interfered with their ability to work or learn at SUNY Oneonta.
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 SUNY Oneonta.
72% of undergraduate students feel that the classroom climate is welcoming for people from underrepresented groups.
66% of employees feel that the workplace climate is welcoming for people from underrepresented groups.
Personally Experienced Conduct that has Interfered with Your Ability to Work/Learn
% n
Yes 17.6 304
No 80.9 1401
Personally Experienced Offensive, Hostile, or Intimidating Conduct
by Position (%)
14.5
19.1
25.1 26.1
Students (n=169) Faculty (n=26) Staff (n=43) Prof Staff/Admin (n=49)
Personally Experienced Based on…(%)
35
2623
2019 18
17
11
Gender (n=107)Campus status (n=79)Race (n=71)Other (n=60)Age (n=58)Physical Characteristics (n=56)Ethnicity (n=52)Sexual Orientation (n=34)
Personally Experienced Offensive, Hostile, or Intimidating Conduct by Race/Ethnicity (%)
28%
16%
People of Color (n=84)
Whites/Caucasians (n=220)
Personally Experienced Offensive, Hostile, or Intimidating Conduct
by Spirituality (%)
17.1 16.6
Other than Christian Christian
Personally Experienced Offensive, Hostile, or Intimidating Conduct
by Gender (%)
18.1 17.5
Male (n=91)
Female (n=205)
Personally Experienced Offensive, Hostile, or Intimidating Conduct
by Sexual Orientation (%)
16.321.2
51.9
21.2
42.1
Questioning (n=7)
Lesbian (n=14)
Bisexual (n=11)
Gay (n=8)
Heterosexual (n=28)
Form of Offensive, Hostile, or Intimidating Conduct (%)
39
26
17 16
12 12 129 8 8
6 6 5 5 4
4038
Derogatory remarksIntimidated/bulliedIgnored or excludedStared atOtherIsolated/left out of working groupsWritten commentsTarget of racial profilingFeared for physical safetyFeared getting a poor gradeAnonymous phone callsSingled out as "resident authority"Assumed I was admitted/hired due to identityThreatened with physical violenceTarget of physical violenceIsolated or left out due to socioeconomic classGrafitti
Source of Personal Experiences of Conduct (%)
72.8
0.5
53.8
23.1
11.6
60.4
23.3
4.7
22.427.8
20.126.930.8
24.5
36.7
12.2
Student is source Staff is source Faculty is source Prof Staff/Admin issource
StudentFacultyStaffProf Staff/Admin
Where did the conduct occur?
While working at a college job (31%)
In a residence hall or dining hall (31%)
In a class (24%) Walking on campus (20%) Public space on campus (18%) Meeting with a group (17%) Campus office (17%)
What did you do?
Told a friend (42%) Felt embarrassed (44%) Avoided the harasser (32%) 19% made a complaint to SUNY Oneonta official 19% did not know to whom they should report the incident 19% did not report the incident for fear of retaliation
What did you do? (%)
67
16 16 14 12 12 10 9 9 9 73 2
Told a friendTold my RASought support from campus staffTold a family memberSought medical servicesContacted Campus policeDid nothingContacted Oneonta policeSought support from Counseling CtrOtherSought on-line informationSought support from campus facultySought support off campus
Sexual AssaultOffender by Position (%)
16
12
43
2
4
0
3
12
1
17
0
4
001
16
1
Student survivor (n=50) Employee survivor (n=8)
Aquaintance
Co-worker
Staff member
Classmate
Current partner
Ex-partner
Someone unknown
Unidentifiable
Professor
Friend
Where Sexual Assault Occurred
On campus (60%, n=35) Off campus (26%, n=15) Specific location (12%, n=7)
Observed Harassment by Sexual Orientation (%)
50%
64.3%
38.5%
47.4%
31.4%
Questioning (n=13)
Lesbian (n=18)
Bisexual (n=20)
Gay (n=9)
Heterosexual (n=477)
Form of Observation (%)
48
42 41
34 3432
26
17 1715 13
12 129
7 6
Racial/Ethnic profilingSomeone being stared atDerogatory remarksGraffittiWritten commentsSomeone being ignored/excludedIntimidated/bulliedThreats of physical violenceAssumption someone admitted/hired based on identityFeared for safetySingled out as resident authorityPhone callsIsolated/left out due to identityPhysical violenceUnsolicited emailsReceived poor grade due to hostile env't
Source of Observed Conduct (%)
88
13 11
1
56
44
262023 26
54
5
62
2635
9
Student is source Faculty is source Staff is source Prof Staff/Admin is source
Student (n=352) Faculty (n=50) Staff (n=39) Prof Staff/Admin (n=89)
Perceived Discriminatory Practices
Hiring (16%, n=80) Due to gender (35%) Due to race (25%)
Promotion (14%, n=74) Due to gender (58%) Due to campus status (26%)
Firing (6%, n=29)
Percent “Not at All Familiar” with Campus Units, Groups, Policies, etc. by Position
69
4134
56
68
24
9 6
69
1926
22
13
73
36
25
6 4
55
16
Affirm. Action Campus DiversityStatement
Nondiscrim Policy Open-Minded Unity Pres. Council onDiversity
Student Faculty Staff Prof Staff/Admin
Percent “Not at All Familiar” with Campus Units, Groups, Policies, etc. by Race
29
50
4249
25
33 3633
61 60 60
43
60
44
CampusDiversity
Statement
Open-MindedUnity
HOLA Gender Sex.Resource Ctr
Office ofMulticultural
Affairs
Stds of ColorCoalition
Women'sStudies
People of Color White People
Percent “Not at All Familiar” with Campus Units, Groups, Policies, etc. by Gender
57
38 39
63
4549
Open-Minded Unity Office of Multicultural Affairs Women's Studies
Women Men
Percent “Not at All Familiar” with Campus Units, Groups, Policies, etc. by Sexual
Orientation
43
31 34
4844
59 61
42
61
51
Gender andSexuality Resource
Ctr
Open-Minded Unity Women's Studies Hillel HOLA
LGBQ Heterosexual
Percent Comfortable Being Open About my Identity on Campus
61
21
7
66
15
5
51
27
19
68
15
4
Often/Very Often Sometimes Rarely/Never
People of Color
White People
LGBQ
Heterosexual
University Addresses Issues of Race (%)
18
25
106
21
41
40
48
27
Strongly agree Agree Uncertain Disagree StronglyDisagree
People of Color
White
University Addresses Issues of Gender (%)
17
26
62
25
53
4945
22
Strongly agree Agree Do not Agreeor Disagree
Disagree StronglyDisagree
Female Male
Visible Leadership to Foster Diversity from… (%)
Strongly agree% (n)
Agree% (n)
Do not agree nor disagree% (n)
Disagree% (n)
Strongly disagree
% (n)
The President 19.5 337 31.3 541 37.5 649 6.1 105 2.8 49
My Vice President 13.3 230 25.1 435 47.5 823 6.7 116 3.4 59
My academic dean/unit head 14.1 244 28.6 495 43.7 756 5.6 97 2.7 46
My department head/direct supervisor 19.8 342 31.9 552 36.4 630 5.0 87 2.7 46
Faculty in my department
19.0 329 35.5 614 34.1 590 3.9 67 1.7 29
Student Government 11.1 193 32.6 565 45.2 782 4.2 72 2.0 34
College Senate 10.3 178 28.8 498 49.5 857 4.3 74 2.1 36
Affirmative Action Office/Affirmative Action Advisory Committee
14.6 252 29.0 502 46.2 799 3.5 60 2.5 43
President’s Council on Diversity 18.0 311 29.5 510 43.2 747 3.2 56 2.1 36
Course Content Inclusive of Difference (%)
52
6056
60
52
61
15
6 5 713
5
LGBQ Heterosexual Men Women People ofColor
White People
Agree
Disagree
Welcoming Classroom Climate (%)
52
7772 73
57
73
22
59
2618
8
Students ofColor
White Students Female Students Male Students LGBQ Students HeterosexualStudents
Agree
Disagree
Welcoming Workplace Climate (%)
65 68
7872
6468
21
9 11 11 11 10
Employees ofColor
WhiteEmployees
FemaleEmployees
Male Employees LGBQEmployees
HeterosexualEmployees
Agree
Disagree
Transformational Change
A change in the institution’s:
Shape – how the institution looks which allows it to function effectively in the dynamic world in which it operates.
Structure – the basic parts of the institution that are responsible for it’s character.
Nature – values, beliefs , reward systems, ownership, patterns, etc.
Institutional Prerequisites1
1) Commitment of top leaders
2) Written description of the changed institution
3) Conditions that foster positive change
4) Likelihood of a critical mass of support
5) Awareness of resistance and the need to honor it
1Adpated from Beckhard (1992)
Institutional Prerequisites
6) A medium to long range perspective7) Awareness of the need for education8) The conviction that the change must be
undertaken9) Willingness to use resources10) Commitment to maintaining the flow of
information
Development of Strategic Plan
Areas for consideration
Access/Retention Research/Scholarship Curriculum/Pedagogy Inter-group/Intra-group
Relations University
Policies/Service
Transformed Campus Culture
Access
Retention
Research
Scholarship
Curriculum Pedagogy
UniversityPolicies/Service
Intergroup &IntragroupRelations
© 2001, Rankin & Associates, Consulting
Process Forward – 2006
January 30-31, 2006 Draft report shared with the SUNY Oneonta community
March 1, 2006 Final Report submitted inclusive of requested revisions
March 2006 - Development of Strategic Initiatives to address
challenges and opportunities
Development of Strategic Plan:Areas for Consideration
Institutional Commitment Promoting and fostering an environment in which the
quality of life is affirming and strives for the emotional safety of all students, faculty, and staff
Research & Scholarship Creating an academic environment that appreciates
and values cultural and social differences Curriculum & Pedagogy
Developing a curriculum that guides students to think critically about social justice issues and provides faculty with the tools to teach inclusively with regard to social justice issues
Development of Strategic PlanAreas for Consideration
Recruitment & Retention of Historically Underrepresented Students, Faculty, & Staff
Inter-group & Intra-group Relations Create an environment that recognizes and
celebrate cultural differences and socially constructed differences (e.g., gender, race)
What thoughts do you have?
Additional questions/comments on results?
Thoughts on process?Suggested actions?
Contact S. Rankin at [email protected]
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