Employee Campus Climate Survey Executive Summary Fall 2009 In fall 2009 the Campus Climate Survey was administered to University of Delaware employees and students. The intention of the survey was to inform and improve UD s commitment to create an educational community that is intellectually, culturally and socially inclusive, enriched by the contributions and full participation of persons from many different backgrounds. A total of 2,124 employees and a total of 3,609 students responded to the survey, representing an employee response rate of approximately 52 percent and a student response rate of approximately 17 percent. Some survey questions were specific to either employees or students, although many questions were asked of both groups. Employees were asked to identify either their faculty rank or employee classification. Faculty ranks include Instructor, Assistant Professor, Associate Professor and Full/Name Professor. Employee classifications of staff include Executive/Administrative/Managerial, Nonfaculty Professional, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts and Service/Maintenance. Staff respondents indicating they were either Executive/Administrative/Managerial or Non-faculty Professional were combined to form the professional staff group while all other staff respondents were recoded into the salaried staff group. All analyses were done for faculty and staff separately. Please see Employee Appendix 1 for frequency distributions of all variables, as well as overall means (where applicable) for faculty and staff, respectively. Employee Appendix 1 also provides complete demographic information for faculty and staff respondents, respectively, as well as corresponding information for the actual University populations where readily available. Additionally, Employee Appendix 2A summarizes mean score comparisons by gender and ethnicity for each faculty group, including Instructor, Assistant Professor, Associate Professor and Full/Name Professor. 1 Employee Appendix 2B summarizes mean comparisons by gender, ethnicity, sexuality, and disability status for each staff group, including professional staff and salaried staff. 2 Please refer to Employee Appendices 3A and 3B for faculty and staff responses to open-ended questions, respectively. I. Overall Results Faculty The following highlights the combined responses of all faculty respondents. 1 The results of mean score analysis by U.S. citizen status, sexuality and disability are not reliable due to the insufficient number of faculty respondents in subgroups, and therefore are excluded from this report. 2 The results of mean score analysis by U.S. citizen status are not reliable due to the insufficient number of staff respondents in subgroups, and therefore are excluded from this report.
Overall Climate and Experience On average, respondents are comfortable with the climate both at UD and in their department/unit, with 66 percent indicating either Comfortable or Very Comfortable. Eighty percent of respondents have experienced behavior meant to include, assist, support, or show respect for them within the past two years. However, 32 percent report having experienced exclusionary, intimidating, offensive and/or hostile conduct (harassing behavior) that has interfered with their ability to work or learn at UD within the past two years. o Of respondents having experienced harassing behavior, two thirds indicate that it has happened either rarely (28 percent) or sometimes (38 percent). o Respondents that have experienced harassing behavior most often believe that it was based upon reasons other than those listed in the survey, gender/gender identity or age. o Harassing behavior was most often experienced by respondents in the form of being ignored or excluded, having effort unfairly judged, being isolated or left out or being the target of derogatory remarks. o Harassing conduct most often occurred while working at a campus job, in a department meeting or in a faculty office. Faculty member, administrator, and department chair were most often cited as the source of this conduct. Areas of Strength About three quarters of respondents find the University to be friendly and the campus to be physically accessible. A vast majority (82 percent) of respondents feel comfortable with the climate in their classes. An overwhelming majority (91 percent) agree that they have equitable access to health benefits. Areas of Concern On average, respondents neither agree nor disagree with the statements about understanding UD s formal procedures to address complaints of both sexual harassment and sexual assault. About a quarter of respondents indicate their disagreement with both statements while nearly 20 percent express neutrality. On average, respondents are neutral on the statement that racial discrimination is a problem at UD, with 54 percent either agreeing (27 percent) or expressing neutrality (27 percent) with the statement. About a quarter of respondents indicate that they do not understand UD s formal procedures to address complaints of racial discrimination and another 19 percent express neutrality. On average, respondents are neutral on the effectiveness of the University s current policies and procedures as well as the University s current programs addressing campus issues related to people of different socioeconomic classes, with 47 percent expressing either neutrality or disagreement with each statement. 2
Staff While on average, respondents are neutral on fair distribution of workload as well as fairness and clarity of salary determinations, more faculty respondents agree than disagree with these statements. Almost half (46 percent) of respondents either disagree or strongly disagree that they are awarded for including diversity issued in their courses, with only 11 percent in agreement. The following highlights the combined responses of all staff respondents. Overall Climate and Experience On average, respondents are comfortable with the climate both at UD and in their department/unit with 71 percent indicating either Comfortable or Very Comfortable. Eighty-four percent of respondents have experienced behavior meant to include, assist, support, or show respect for them within the past two years. However, 24 percent report having experienced exclusionary, intimidating, offensive and/or hostile conduct (harassing behavior) that has interfered with their ability to work or learn at UD within the past two years. o Of respondents having experienced harassing behavior, two thirds indicate that it has happened either rarely (25 percent) or sometimes (41 percent). o Respondents that have experienced harassing behavior most often believe that it was based upon reasons other than those listed in the survey, gender/gender identity, or age. o Harassing behavior was most often experienced by respondents in the form of being ignored or excluded, having effort unfairly judged, being isolated or left out or being the target of derogatory remarks. o Harassing conduct most often occurred while working at a campus job, in a department meeting or in a place other than those listed in the survey. UD employee, administrator and supervisor were most often cited as the source of this conduct. Areas of Strength Almost three quarters of respondents have found the campus climate to be welcoming for all peoples and groups since coming to the University of Delaware. Over three quarters of respondents find the University to be friendly and the campus to be physically accessible. An overwhelming majority (94 percent) agree that they have equitable access to health benefits. 3
Areas of Concern Twenty-one percent of respondents indicate that they do not understand UD s formal procedures to address complaints of racial discrimination and another 20 percent are neutral on the statement. On average, respondents are neutral on the effectiveness of the University s current policies and procedures as well as its current programs addressing campus issues related to people of different socioeconomic classes, with about four in ten expressing either neutrality or disagreement with each statement. Additionally, respondents are neutral on the effectiveness of the University s current programs addressing campus issues related to age, with 41 percent indicating either neutrality (29 percent) or disagreement (12 percent). On average, respondents are neutral on fairness and clarity of promotion procedures as well as fairness and clarity of salary determinations. About one third of respondents disagree with each statement (between 30 percent and 37 percent) while approximately 30 percent are neutral (between 28 percent and 31 percent). II. Subgroup Comparisons for Faculty Instructor Instructors differ significantly by gender on only three survey questions. Most notably: Female instructors are neutral on average on the statement that they would know where to go to get help if they or someone they knew were discriminated against because of race whereas male instructors agree on average. Respondents were categorized into one of two subgroups based on their self-reported ethnicity: white or non-white. Non-white instructors differ significantly from white instructors on only three variables. Most notably, non-white instructors agree on average whereas their white peers are neutral on average with the following three statements: I understand UD s formal procedures to address complaints of sexual harassment. I understand UD s formal procedures to address complaints of sexual assault. I understand UD s formal procedures to address complaints of racial discrimination. Assistant Professor Assistant Professors differ significantly by gender on a number of variables. Most notably: 4
Female Assistant Professors disagree more strongly than their male peers that other people at UD have tried to impose their political beliefs on them. Female Assistant Professors agree less strongly than their male peers that UD is equitable for people of different genders. Female Assistant Professors are more in agreement than their male peers that their courses include materials, perspectives, and/or experiences of people from diverse backgrounds. Non-white Assistant Professors differ significantly from white Assistant Professor on many variables. Most notably, non-white Assistant Professors agree less than their white peers with the statements below: UD s current policies and procedures effectively address campus issues related to both individual political beliefs and people of different socioeconomic classes. I have found the campus climate to be welcoming for all peoples and groups since coming to the University of Delaware. I find the University to be welcoming to people of all groups; equitable for people of different races; and welcoming to people of all religions. Additionally, non-white Assistant Professors agree more than their white peers with the following statements: My colleagues/peers expect me to represent the point of view of my identity (e.g., race, gender, sexual orientation). I find I am often a token, present only to represent diversity. Associate Professor Associate Professors differ significantly by gender on many variables. Most notably, female Associate Professors express lower average levels of agreement than their male peers on the following statements: The University s current policies and procedures effectively address campus issues related to both gender and age. The University s current programs effectively address campus issues related to age. I find the University to be concerned about people like me. I find the University to be improving. The University is equitable for people of different sexual orientations and equitable for people of different genders. I find the campus to be physically accessible. There is a fair distribution of workload in my department. 5
On the other hand, female Associate Professors express higher average levels of agreement than their male peers on the variables below: I have to work harder than others in order to achieve the same recognition/rewards. There are many unwritten rules/expectations concerning how one is expected to interact with others in my work unit. There are not many statistically significant differences by ethnicity among Associate Professors. It is most noteworthy that non-white Associate Professors express higher average levels of agreement than their white peers on the two variables below: My colleagues/peers expect me to represent the point of view of my identity (e.g., race, gender, sexual orientation). I find I am often a token, present only to represent diversity. Full/Named Professor There are some statistically significant differences by gender among Full/Named Professors. Most notably, female Full/Named Professors express lower average levels of agreement than their male peers on the following variables: The University s current policies and procedures effectively address campus issues related to gender. I find the University to be equitable for people of different genders. I believe salary determinations are fair. Full/Named Professors differ significantly by ethnicity on a number of variables. It is most noteworthy that non-white Full/Named Professors report a higher average level of agreement than their white peers with the following statement: My colleagues/peers expect me to represent the point of view of my identity (e.g., race, gender, sexual orientation). Additionally, non-white Full/Named Professors report lower average levels of agreement than their white peers with the following items: I believe salary determinations are fair. I believe salary determinations are clear. I have colleagues who give me career advice or guidance when they need it. 6
I believe that decision makers/colleagues support my career advancement. III. Subgroup Comparisons for Staff Professional Staff Most notably, female professional staff report lower average levels of agreement than their male peers with the following statements: The University s current policies and procedures effectively address campus issues related to people of different socioeconomic classes. I find The University to be equitable for people of different genders. I believe salary determinations are fair. Professional staff differ significantly by ethnicity on many issues. It is noteworthy that non-white professional staff report lower average levels of agreement than their white peers with the statements below: I have confidence that UD administers the formal procedures to address complaints of racial discrimination fairly. UD administers and promotes programs that effectively address issues of racial discrimination. The University s current policies and procedures and current programs effectively address campus issues related to race/ethnicity. Since coming to the University of Delaware, I have found the campus climate to be welcoming for all peoples and groups. I find the University to be welcoming to people of all groups; respectful to people of all groups; and equitable for people of different races. I think the University acts effectively to recruit and retain a diverse faculty and staff. On the other hand, non-white professional staff report higher average levels of agreement than their white peers with the statements below: Racial discrimination is a problem at UD. My colleagues/peers expect me to represent the point of view of my identity (e.g., race, gender, sexual orientation). I have to work harder than others in order to achieve the same recognition/rewards. I find I am often a token, present only to represent diversity. 7
Sexual Orientation Self-reported sexual orientation was used to categorize respondents as either heterosexual or non-heterosexual. Non-heterosexual professional staff differ significantly from their heterosexual peers on a variety of issues and are less likely to agree with the following statements: I have confidence that UD administers the formal procedures to adjudicate complaints of both sexual harassment and sexual assault fairly. UD s current policies and procedures and current programs effectively address campus issues related to sexual orientation. I find the University to be welcoming to people of all groups and equitable for people of different sexual orientations. I am satisfied with the domestic partner benefits provided by the University. Disability Status Based on self-reported disability status respondents were categorized into two groups: disabled and non-disabled. Disabled professional staff are not as comfortable with the climate at UD as their non-disabled peers. Additionally, the former are less likely agree than the latter with the following statements: UD s current policies and procedures effectively address campus issues related to disability. I find the University to be concerned about people like me. Salaried Staff Female salaried staff disagree more than their male peers that colleagues/peers expect them to represent the point of view of their identity (e.g., race, gender, sexual orientation). Additionally, the former tend to agree more strongly than the latter that they have the equipment and suppliers they need to perform their job well. Salaried staff differ significantly by ethnicity on many issues. Non-white salaried staff express lower average levels of agreement than their white peers with the statements below: I find the University to be respectful to people of all groups and equitable for people of different races. On the other hand, non-white salaried staff report are more likely to agree than their white peers with the statements below: Racial discrimination is a problem at UD. I have to work harder than others in order to achieve the same recognition/rewards. 8
There are many unwritten rules/expectations concerning how one is expected to interact with others in my work unit. I find I am often a token, present only to represent diversity. Sexual Orientation Non-heterosexual salaried staff differ significantly from their heterosexual peers on a number of issues. The former tend to agree more that racial discrimination is a problem at UD. Additionally, they are less likely to agree with the following statements than their heterosexual peers: I find the University to be equitable for people of different sexual orientations. I have colleagues who give me career advice or guidance when I need it. I am satisfied with the domestic partner benefits provided by the University. Disability Status Disabled salaried staff are not as comfortable with the climate in their department/unit as their non-disabled peers and have experienced behavior that was meant to include, assist, support or show respect for them less frequently. They also do not agree as strongly as their non-disabled peers that the University is cooperative. They agree more strongly than their non-disabled peers that there are many unwritten rules/expectations concerning how one is expected to interact with others in their work unit. ************************************************************************ This Executive Summary highlights the primary findings of the fall 2009 administration of the Employee Campus Climate Survey. If further detail or analyses would be helpful, please contact the Office of Institutional Research. 9