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© 2009 Richard Day Research, Inc.
Purdue University Calumet Campus Climate Survey Results
Richard Day, Ph.D.
Richard Day ResearchNovember 27, 2009
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Table of Contents
I. Summary 2
II. Background9
III. Campus Climate13
IV. Personal Safety20
V. Personal Treatment/Fairness25
VI. Issues of Respect and Disrespect30
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I. Summary
The overall responses indicate that full time faculty and staff generally feel: Respected Physically safe Listened to
This is based on ratings that are above the mid point. However, there are groups that feel less safe, respected and listened to. Any resources directed to them will produce maximum improvements in the Campus Climate.
Literature Review:
While it is difficult to get an “apples to apples” comparison the responses from Purdue Cal appear to be in line with their peer institutions.
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Summary
Campus Climate is important.
Even more important : Excellent instruction Preparing students for work Personal safety
Respondents feel that career advancement is constrained by a lack of budget and openings, much more than issues of gender, race, age, etc.
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Summary
Recruiting for Diversity: Difficulty, Effort, Importance African Americans typically give Purdue Cal lower marks for
effort and higher marks for importance
Otherwise no demographic differences; all rate the importance highly
By School: L.A.S., Nursing, and Education rate these items higher than
average Tech and Engineering typically rate them lower
Administrative Services and Service Staff give very low ratings to Purdue Cal’s efforts to recruit for more diversity
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Summary
Members of the service staff are the consistently lowest in:
Feeling respected
Feeling safe
Understanding a path to promotion
Receiving clear directions regarding their work
Being treated fairly
Feeling listened to
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II. BackgroundPurdue Cal Statement of Principles & Values
Purdue University Calumet is committed to maintaining a community which recognizes and values, the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to reach his or her own potential.
-Multi-Cultural Campus Council Charter, September 16, 2005.
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Approach
The questions are the product of collaboration between RDR and MCCC.
As a guide for this study, we used the document from the 2008 survey that outlined four items of campus climate:
Communication (informed, listened to, etc.)
Personal Safety
Personal Treatment
Issues of Respect and Disrespect
We added a section to fit Campus Climate within a context.
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Sample and Data Collection
This report is based on the responses of 262 full-time faculty and staff members.
Data were collected between September 15 – October 9, 2009.
Invitations were sent out three times to encourage response.
The respondents were weighted to match the population of full-time faculty and staff within their employee work groups and by race within those work groups.
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III. Campus ClimateGeneral Awareness/Opinion
Campus Climate issues appeared along with issues important to every institution of higher education – to understand where and how Campus Climate fits.
The responses indicate that all of the items are important.
most important: Emphasizing excellent instruction and Preparing students for employment after college are the top 2
least important: Institutional prestige and Promoting gender diversity were rated.
The low importance of gender diversity could be ascribed to the fact that nearly 2/3 of full-time faculty and staff are female.
Of the peer institutions (UCO and SIUE), issues of institutional prestige and national image were more highly ranked than issues of diversity.
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Importance of Campus ClimateFrequency
Q1-3. Please rank your opinion of the importance for Purdue Cal of each item (0-10); Which are the three most important items in your opinion? Of the 3 you selected which ONE is the most important? Which are the three least important items in your opinion? Of the 3 you selected which ONE is the least important?
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Importance of Campus Climate Issues
To understand to whom Campus Climate issues are more important we used a stepwise multiple regression.
By far the strongest predictor is being a member of the Service Staff. The second was being African American.
Q1. Please rank your opinion of the importance for Purdue University Calumet of each item below. (0-10 scale; 0=“not at all important", 10=“it couldn’t be more important“)
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Programs that Celebrate Diversity
More Well-Informed Student Affairs
Administrative
Age 61+
Tenured/Tenure Track Faculty
15+ years at Purdue Cal
Less Well-Informed Service Staff
Age <30
Non-Tenured Faculty
Administrative Services
At Purdue Cal <15 yearsQ8. How well informed are you about programs that promote and celebrate diversity at Purdue Cal? (0-10; 0="not well informed", 10="extremely well informed”)
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CommunicationOpinions Offered about Problems in Campus Life
21% offered ideas about a problem and saw them acted upon.
Offered opinions about campus life
TOTAL ASKED 262
Not offered 39%
Offered and listened to, not acted upon
23%
Offered, not listened to respectfully
16%
Offered, listened to, acted upon
21%
Q9. Have you ever offered your ideas and opinions about a problem regarding life on campus to a person in authority? If yes, do you feel that you were listened to respectfully? Do you think that your ideas/opinions were acted upon?
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Communication: Peer Institutions
In the 2008 climate study, Purdue Cal is on par with its peer institutions in fostering an environment where employees feel that they are free to express themselves.
Peer institutions found that 70-80% of faculty and staff were positive about their abilities to express themselves. On a broader level, roughly 50-60% and faculty and staff felt that communication was good between departments and at the institutional level.
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TRIO Program
55% correctly identified the TRIO program; 45 % were either incorrect or did not know.
In 2009: 55% correctly identified the
TRIO Program.
45% were either incorrect or did not know.
In 2008: Nearly 63% of respondents identified the TRIO programs by agreeing with the statement that “TRIO programs were primarily for minorities.”
TOTAL ASKED262
The TRIO programs are designed to help all first generation college students.
55%
TRIO programs are designed for minority students only.
18%
Don’t know 27%
Q4. With which statement do you agree most?
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IV. Personal Safety
Q11. Overall, how personally safe do you feel when doing your work at Purdue Cal? (0-10; 0=“extremely unsafe”, 10=“extremely safe”)
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Incidence of Physical AssaultRespondent Victims
Of the 262 respondents, 3 indicated that they had ever been physically assaulted while on Purdue Cal grounds.
Summary of three assaults: The incidents occurred in 2006, 1997 and 1982 None of the assaults were sexual All 3 victims were white and heterosexual 2 of the victims were female, one was male
Q15-16. Have you ever been physically assaulted while on Purdue Cal grounds? Further details (When did the assault occur? Where?, etc.)
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Incidence of Physical AssaultKnows a Victim
Of the 262 respondents, 34 (13%) indicated they know someone who has been assaulted at least once on Purdue Cal grounds.
6 individuals know someone who was sexually assaulted on campus.
Victims were mostly Students
Males
White
Young
HeterosexualQ17COMB. Do you personally know someone who has been physically assaulted while on Purdue Cal grounds? Describe the person you know who most recently suffered the assault.
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Knows a Victim of Physical Assault
12 people reported assaults that occurred in 2009.*
Campus Public Safety reports 13 physical assaults on record for 2009.
Safety on campus is a top-of-mind concern for Purdue Cal faculty and staff.
Q17d. When did the most recent event occur?Q18. Was the most recent incident reported to the proper authorities?
NOTE: The numbers on this slide report the number of individuals who know a person who was assaulted, NOT the number of assaults. Counts may be inflated as multiple respondents may report the same assault, and information about an assault may be hearsay.
* Includes all of October, survey data collected only through October 9.
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Personal Safety: Peer Institutions
The Univ. Michigan-Dearborn was the only peer institution with available data about personal safety.
97% of UMD faculty have neither witnessed nor directly experienced a threat of physical safety
95% of UMD faculty have neither witnessed nor directly experienced an assignment to an unsafe work environment
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V. Personal Treatment/Fairness: CareerConstraints to Advancement by Demographics and Work
Q21-22. In your opinion, how much of your advancement at Purdue Cal is constrained by the following:(0-10; 0="extremely constrained”, 10="not at all constrained”)
Career advancement is most constrained by the lack of openings and budget, not demographics (race, gender, age, etc.).
In the 2008 survey, the 4 most frequently identified reasons with regard to unfair treatment were: Employee category(42%)
Gender (37%)
Age(26%)
Race/ethnicity(21%)
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Feel most Constrained in Advancement
Q21. In your opinion, how much of your advancement at Purdue Cal is constrained by the following:(0-10; 0="extremely constrained”, 10="not at all constrained”)
Step wise regression indicates:
By far, those who feel the most constrained Service staff
Secondary Predictors: African American non heterosexuals Professional Staff females Tech. faculty
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Recruiting Difficulty
Recruiting racial minorities is seen as more difficult by:
School of Nursing (0.7)
School of Technology (1.5)
African Americans (3.0)
Tenure/Tenure Track (3.5)
Service Staff (3.8)
Q23. Please rank the difficulty you perceive in recruiting the following people for open positions in your department-work group. (0-10; 0="extremely difficult", 10="not at all difficult")
Generally, ratings hover around neutral (5.0) for the difficulty in recruiting for diversity .
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Generally, the ratings for overall effort to recruit minorities hover around the middle ground.
Higher effort: whites, administrative staff, professionals (females), student affairs, L.A.S.
Lower effort: African Americans, service staff, Administrative Services, School of Technology
Generally, the ratings for the importance hover around the middle ground, so recruiting diverse personnel is of average importance.
Higher importance: Administrative, student affairs, School of Education, School of Technology (females), School of Nursing
Lower Importance: Professional staff, Academic Affairs, School of Engineering
Recruiting Effort/Importance
Q24. Please rank your opinion of Purdue Cal's efforts to recruit the following for open positions in your department/work group. (0-10; 0="no effort", 10="maximum effort")Q25. Please rank the importance to you of Purdue Cal recruiting the following for open positions in your department/work group(0-10; 0=“extremely unimportant", 10=“extremely important")
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Fairness and Discrimination: Peer Institutions
While the questions in the other studies were very different certain trends did emerge:
Problems were most common regarding gender, race and job category; gender was the most common source of discrimination, with race and job category varying across the studies.
Feelings of discrimination were related to employment and career development. At UMD, female faculty reported inequity in access to resources and support.
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VI. Issues of Respect and DisrespectOverall Respect and Disrespect
Generally, staff members feel respected, as evidenced by ratings typically in the 6’s and 7’s on the 0-10 scale. However, there are some who feel less respected.
The strongest demographic predictors (regression) of feeling treated disrespectfully:
Service Staff (by far)
Secondary Predictors:
Hispanics
non heterosexuals
Tech Faculty
females
disabled Q26. Please rate your work group/department on overall respect. (0-10; 0=“complete disrespect”, 10=“complete respect”)
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Respect and DisrespectCareer Advancement
Lower scores overall from staff as opposed to faculty, especially: Professional
Service
Administrative
Most gave neutral scores, with the exception of African Americans (2.6).
Service staff gave very low ratings for:
Level of support for advancement (1.9)
Clarity of procedures for advancement (2.9)
Feeling respected by the administration for their work (3.2)Q20. Please rank the existing level of support for advancement in your department/work unit. (0-10; 0="non-existent“,10="perfect“).Q19. Please rate how clear the procedures are for you to advance at Purdue Cal. (0-10; 0="very vague", 10="extremely clear”).Q27. Please rate how respected you feel for the work you do at Purdue Cal by the administration. (0-10; 0="extremely disrespected", 10="perfectly respected”).
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Respect and DisrespectInterpersonal
Q27. Please rate how respected you feel for the work you do at Purdue Cal by the administration. Q10. Generally when speaking with a co-worker/colleague, how respected do you feel? (0-10; 0="extremely disrespected", 10="perfectly respected”)
Service staff feel less respected by the administration; others are neutral to higher.
All staff felt treated respectfully by colleagues, especially administrative.
In the 2008, the 4 most frequently identified reasons for harassment were: Gender (49%) Employment category (32%) Age (21%) Race/ethnicity (18%)
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Respect and Disrespect
Those in the Schools of Engineering, Math & Science and Nursing feel the most respected (scores in the high 6s and 7s).
Those in the Schools of L.A.S. and Education feel slightly less respected.
Q26. Please rate your work group/department on overall respect. (0-10 scale; 0=“complete disrespect, 10=“complete respect”)Q27. Please rate how respected you feel for the work you do at Purdue Cal by the administration. (0-10 scale; 0="extremely disrespected", 10="perfectly respected“)Q7. How well does the person to whom you report keep you informed of the issues that help you do your job to the best of your abilities?
(0-10 scale; 0 =“not well informed", 10="extremely well informed“)
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Respect and Disrespect
More Frequently Disrespected Service staff
Non-Heterosexuals
Administrative Services
Less Frequently Disrespected Student Affairs
Non-tenured faculty
Age 61+
Administrative
Heterosexuals
Student Affairs
Q28_a. If you have been treated with disrespect, how often?(0-10; 0=“very often”, 10=“hardly ever”); higher score is better (i.e. treated disrespectfully less often)
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Respect and DisrespectKnow of Others Treated with Disrespect
Q29_0.How often are people treated disrespectfully at Purdue Cal? (0-10; 10=“hardly ever”, 0=“very often”). Lower score is better, i.e. treated disrespectfully less often
More Frequently Disrespected Non-Heterosexuals
Age 31-40
Administrative Services
Service staff
African Americans
Tenure/Tenure Track
Less Frequently Disrespected Non-tenure faculty
Age 61+
Whites
Heterosexuals
Academic Affairs
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Respect and Disrespect: Peer Institutions
In its 2008 study, about 30-35% of Purdue Cal faculty and staff reported harassment or disrespectful treatment on campus. Women reported more of this than average.
At most peer institutions, about 20% of combined faculty and staff feel they are not treated with respect.
5-15% of peer faculty and staff report instances of harassment.
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Comments and Questions:
After the last Campus Town Hall session, the presentation will be available on the MultiCultural Campus Council’s website: http://webs.calumet.purdue.edu/mccc/
Please direct any additional questions or comments about the Climate Assessment to the Multicultural Campus Council (MCCC) at MCCC@calumet.purdue.edu.
All questions will be collected and directed to Richard Day Research for response.