1. Campus Climate Survey

2. Survey Participants

3. 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)

4. RESULTS OF 2009 CAMPUS CLIMATE SURVEY

5. Overall, How Comfortable are You with the Climate for Diversity? Respondents indicated “Comfortable” or “Very Comfortable”

6. Who is reporting being “comfortable” or “very comfortable” with overall climate at NDSU?

8. Due to an error in the survey instrument, data were not available from students based on sexual orientation.

9. 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.

10. Forms of Harassment Experienced “Ignored/Excluded” category includes deliberate exclusion and exclusion from activities.

11. 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

12. 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

13. If respondents experienced or were made aware of harassing conduct, “Who was the source of this conduct?”

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

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

16. 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”

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

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

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

20. Attendance at Diversity Events

21. 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…

22. 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

23. 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

24. 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

25. 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”

26. Next Steps Review findings in relation to Strategic Plan for Diversity, Equity & Community, 2005- 2010. Revise & create new Strategic Plan for Diversity, Equity & Community, 2011-2016. Analyze the impact of the diversity-related trainings and events that faculty, staff and students are attending.