CAMPUS CLIMATE SURVEY
EXPANDED FINDINGS &
ACTION TEAM
RECOMMENDATIONS
Dr. Jesse M. Bernal, Ph.D.
Vice President for Inclusion and Equity
1
Agenda
• Overview of process/timeline
• Overview of campus climate
• Expanded findings
• Recommendations
• Next steps
• Feedback, Q&A
2
Timeline
• Sept-Oct 2015: Open forums
• Sept-Nov 2015: Advisory Committee meetings (refining survey)
• Nov 2015: Survey administration
• Dec 2015-Jan 2016: Initial analysis
• Feb-May 2016: Early findings and actions
• April/May 2016: Action Teams convened
• Dec 2016: Expanded Findings released
• Winter 2017: Action Teams review data and discuss recommendations
• March 2017: Recommendations submitted
• March 2017: Open forum: Expanded Findings & Recommendations feedback
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What is campus climate?
• Current attitudes,
behaviors, and standards
and practices of employees
and students of an
institution.
Experiences
Perceptions
• Prof. Sue Rankin, Ph.D.
Demographics
Institutional
actions
4
POPULATION SAMPLE
Based on response rate and population data…
5
Sample Population (includes partial responses)
Faculty
6%
Staff
5%
Graduate students
12%
Undergraduate
students
77%
6
Sample Population (includes partial responses)
Division of
Inclusion and
University
Equity
Relations
2%
Division
6%
University
Development
Division
5%
STAFF
Other Administration
(President’s office and
General Counsel) Note 1
5%
FACULTY
Kirkof College
Brooks College of of Nursing
Interdisciplinary
5%
Studies
4%
College of Health
Professions
7%
University
Libraries
3%
Padnos College
of Engineering
and Computing
5%
Finance and
Administration
Division
20%
1Note: “General
Counsel”
refers to the Division of
Legal, Compliance & Risk
Management, which is
aggregated in “Other
Administration” for the
protection of privacy for
smaller participation rates.
Enrollment
Development
Division
9%
Academic and
Student Affairs
Division
53%
College of
Education
6%
College of
Community and
Public Service
7%
College of Liberal
Arts and Sciences
55%
Seidman College
of Business
8%
7
Demographics of Sample
Race/Ethnicity
African
American/African/ American
Black
Indian/Alaskan
Asian/Asian
7%
Native
American/Pacific
1%
Islander
4%
Gender Identity
Transgender/Other
1%
Hispanic/Latino
4%
Man
32%
White
84%
Woman
67%
8
Demographics of Sample
Disability Status
Disability-Any
(of total
population)
25%
No disability, 75%
Disability Type
Physical
Disability
9%
Other/Undefin
ed Disability
(of those with
a disability)
27%
Learning Disability (of
those with a
disability)
7%
Psychological
Disability (of
those with a
disability)
43%
9
Demographics of Sample
Sexual Orientation
Religion/Spirituality
Spiritual, but
not affilation
5%
Non-Christian
religion
3%
GBLQA
8%
No affiliation
10%
Agnotic/Atheist
16%
Heterosexual
92%
Christian
63%
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OVERALL CLIMATE
Perceptions
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DISPARITIES IN CLIMATE
Transgender/Other Gender Communities
LGBQA
People of Color
Communities with Disabilities
Religious Minorities
Women
12
Overall Climate
88%
Students
9%
Staff
4%
Total
Climate in Classroom (students & faculty)
85%
85%
84%
5%
Students
3%
Faculty
84%
71%
70%
8%
Faculty
87%
87%
80%
77%
3%
Climate in Unit
17%
16%
6%
3%
Students
Faculty
Staff
Total
Climate in Residence Halls (students)
77%
8%
5%
Total
Students
13
Overall Climate: Very Comfortable/Comfortable
87%
84%
78%
75%
87%
88%
77%
59%
National
Total
Transgender/Other
Gender
of Color
LGBQA
Religious Minorities
Women
with Disability
14
15
Overall Climate
Friendly
Welcoming
4.37
4.32
Total response
Accessible for
physical
disabilities
Positive for
LGBQA
People
Identity specific response
Positive for
transgender
people
Positive for
women
Positive for
people of
color
4.29
4.0
5.0
4.0
3.0
4.13
4.03
3.39
3.68
3.94
4.29
3.54
2.77
2.0
1.0
0.0
Hostile
Unwelcoming
Not
accessible for
physical
disabilities
Not positive
for LGBQA
People
Not positive
for
transgender
people
Not positive
for women
Not positive
for people of
color
OVERALL CLIMATE
Experiences
16
Personal Negative Climate Experience
24%
23%
14%
11%
National
GVSU
2011
GVSU
2015
17
25%
12%
Students
Faculty
Staff
18
Personal Negative Climate Experience by Identity
40%
26%
24%
21%
14%
GVSU
2015
Trans*
LGBQA
w/ Disability
of Color
OVERALL CLIMATE
Considered leaving in the past year
19
Considered Leaving in the Past Year
20
29%
20%
21%
14%
10%
National
GVSU
2011
GVSU
2015
8%
Students
Faculty
Staff
21
Considered Leaving in the Past Year
25%
18%
17%
15%
10%
GVSU
2015
Trans*
of Color
LGBQ
w/ Disabilities
HIRING AND PROMOTION
PRACTICES
Unfair and unjust experiences or observations
22
23
Observed Unfair or Unjust Hiring Practices
29%
2011
2015
21%
20%
17%
12%
Hiring Practices
9%
Employment-related
disciplinary action
Procedures or practices related to
promotion, tenure, or
reclassification
24
Target of Unfair Hiring or Employment Practices
29%
15%
14%
14%
7%
GVSU
2015
Position
Gender/Sex
Race/Ethnicity
Age
ATTITUDES &
SATISFACTION
25
26
% Strongly Agree or Agree
Faculty
Staff
Students
83%
74%
82% 80%
63%
51%
81%
68% 71%
56%
Reluctant to bring up
issues
Support work-life
balance
Belong at GVSU
Authentic selves
27
GVSU is Committed to Diversity (Highly agree/Agree)
2005
68%
61%
Students
2015 77%
63%
Faculty
67% 67%
Staff
70%
62%
Total
INSTITUTIONAL
ACTIONS
to improve campus climate…
28
Provide More Diversity Education/Training
29
Strongly agree or Agree
58%
GVSU
63%
For Students
59%
For
Supervisors/
Dept. Heads
59%
For Hiring &
Tenure
Committees
58%
56.60%
For Faculty
For Staff
51.70%
For Me or
People like me
Provide More Mentorship Opportunities
30
Strongly agree or Agree
68%
59%
59%
GVSU
For Students
55%
For Me or People For Supervisors/
like me
Dept Heads
55%
55%
For Faculty
For Staff
AREAS OF STRENGTH
Overwhelming a welcoming, inclusive, and healthy
campus climate at GVSU.
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Areas of Strength
• High levels of comfort (87%) with the campus climate at GVSU
• Faculty (74%), staff (82%), and students (80%) feel they belong at
GVSU
• Positive attitudes among faculty (91%) and staff (92%) concerning
their overall job experience
• Little reporting of personal experiences of offensive, hostile, or
intimidating conduct (79% did not experience negative conduct)
32
ACTION TEAM
RECOMMENDATIONS
Students
Faculty
Staff
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Student Action Team
Brandon Fitzgerald (Cochair)
• David Pettersch (Co-chair)
• Keri Becker
• Jonathan Bowman
• Lawrence Burns
• Elizabeth Chase
• Andrew Collier
• Delando Davis-Wright
• Chadd Dowding
• Ella Fritzemeier
•
•
•
•
•
•
•
•
•
•
•
•
Katie Gordon
Malayna Hasmanis
Elizabeth Hopkins
Elizabeth Liebertz
Chris Lopez
Amela Mandzukic
Noelle Milad
Amina Mohamed
Nhu Nguyen
Sean O'Melia
Madison Rhoades
•
•
•
•
•
•
•
Anna Szalay
Jasmine Ward
Marla Wick
Shontaye Witcher
Skylar Wolfe
Paul Yu
Daniel Ziegenfelder
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Faculty Action Team
•
Dana Munk (Co-chair)
•
Donald (DJ) Mitchell (Co-chair)
•
Patricia Bolea
•
Sonia Dalmia
•
Gretchen Galbraith
•
Karyn Rabourn
•
Carol Sanchez
•
Jody Vogelzang
•
Deana Weibel-Swanson
35
Staff Action Team
•
Brenda Mitchner (Co-chair) • Brandon DeHaan
•
Jeffrey Rollins
•
Salvador Lopez (Co-chair)
•
Kristen Evans
•
Michele Shannon-Wildt
•
Jackie Abeyta
•
Takeelia Garrett
•
Bernadine Tucker
•
Matthew Allore
•
Lisa Miller
•
Kathleen VanderVeen
•
Janet Aubil
•
Martha Moore
•
Sara Walker
•
Diana Comstock
•
Ann O'Keefe
•
Kathy Watt
•
Connie Dang
•
Sean O'Melia
•
Dena Willis
•
Mathew Delaney
•
Pamela Potter
•
Sherry Barricklow
•
Pamela De Windt
•
Suzanne Rogers
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ACTION TEAM
RECOMMENDATIONS
Students
Faculty
Staff
37
Recommendations
Employee ombuds [Faculty & Staff]
• Family leave policies [Faculty & Staff]
• Enhance (mandatory) diversity training opportunities [Students, Faculty, & Staff]
•
•
•
•
All employees, search committee members, unit heads, supervisors and appointing officers
•
White community consciousness raising
Salary and hiring process review/enhancements
•
Salary (current and adjustments/merit increase) equity analysis/audit
•
Clarify and document hiring and promotion processes and determinations
Continue to collect climate related data [Students & Staff]
•
Climate questions at exit interviews
•
Ongoing gathering of qualitative student feedback on issues related to campus climate
38
Recommendations
•
•
Population-specific initiatives [Students & Faculty]
•
Reinstitute accessible parking in Allendale
•
Campus Interfaith Resource support
•
Sexual assault victim advocacy and education enhancements
•
Enhanced pipeline efforts for underrepresented communities (OMA, LGBTRC, etc.)
Gender Expression and Identity [Students]
•
Collect information about sexual orientation and gender identity, and allow preferred name on admissions
application & enact Banner interface enhancements
•
Diversity-sensitive professional development program [Staff]
•
I&E syllabus language [Students]
•
I&E Ambassadors in each unit [Students]
•
Further analysis and use of CCS data [Faculty & Staff]
•
Disaggregated reports & unit level plans
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Next Steps
• Divisional reports provided to Vice Presidents (next week)
• College reports, upon request
• Discussion of recommendations continue
• Special request reports (Beginning online April 3)
• Focus groups (possibly in Fall 2017 in key areas)
• Continual updates to campus community (myGVSU website and as
requested)
www.gvsu.edu/mygvsu
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DISCUSSION,
QUESTIONS, FEEDBACK
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www.gvsu.edu/mygvsu
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