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 byRacial/Ethnic Identity (n)

239

1441

People of Color White People

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.

Findings

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.

Challenges and Opportunities

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

Victim of Sexual Assaultby Gender Identity (n)

49

8

FemaleMale

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

Observed % n

Yes 31.8 550

No 66.5 1151

Observed Harassment by Race (%)

29.7%

44.6%

White (n=417)

People of Color (n=133)

Observed Harassment by Spirituality (%)

29.8%

36.0%Christian (n=285)

Other than Christian (n=82)

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)

Observed Harassment by Gender (%)

31.8 %34.7%

Male (n=149) Female (n=394)

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

Questions….?? Other Ideas…..??

Next Steps…

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 sue@rankin-consulting.com

Last Thoughts

“Resistance begins with people confronting pain, whether it’s theirs or somebody else’s, and wanting to do something to change it”

--- bell hooks,“Yearning”