Campus Climate Survey Spring 2021 Insights

This data showcases challenges faced by students, faculty, and staff on campus, prompting reflection on solutions for fostering a more inclusive campus culture. Statements from various perspectives highlight areas for improvement and discussion points. The survey overview, sample, and response rates provide a comprehensive look at the data gathered and the diversity of voices represented.

• Campus
• Diversity
• Inclusion
• Challenges
• Solutions

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Uploaded on Feb 16, 2025 | 0 Views

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1. VIEWFINDER CAMPUS CLIMATE SURVEY SPRING 2021

2. PURPOSE OF SHARING THIS DATA The data from this survey highlights challenges across campus for students, faculty, and staff. We are sharing this data to bring attention to these issues and to brainstorm ideas on how to improve campus culture related to these challenges. While you are looking at the data, please think about questions you have as well as possible solutions and actionable ways we can begin to improve everyone s experience on campus. We created our strategic plan within an EDI framework and we hope this data is shared in the same spirit, that we will all look at the data and reflect on how each of us can improve and contribute to campus culture. Change begins with each of us.

3. STATEMENTS FROM FACULTY AND STAFF Conservative political views and non-denominational Christian spiritual beliefs are also part of diversity that are being silenced in the current climate. When I read the mission statement for WSU it was very upsetting to me. Apparently, I am working under an Administration that is trying to turn WSU into a large social program, forgetting that we are supposed to be a University striving towards academic excellence. Diversity and inclusion MUST begin with active WSU programs in elementary, middle, and highschools. It is way too late to start inclusion in high school and college. By then, a child already knows if they belong or not. When 90% of their instructors and administrators don't look, or act like them, they KNOW they don't belong.

4. STATEMENTS FROM STUDENTS The reason I am attending a college is to receive an education in a chosen field, healthcare in my case, in order to get a job or career. I am not attending a college to get diversity training or focus on race or political issues. Some professors are great as long as you agree with them especially politically. That leaves many students at this school without a voice. The only aggressions I have experienced were from current professors and one undocumented student. It covers all the bases and is a slap in the face to your students. Let me clue you in on something: surveys are worthless when they're nothing by a token gesture. This survey was a token gesture.

5. PRESENTATION OVERVIEW Survey Information and Methodology Demographics Areas of Strength Areas for Improvement Questions & Discussion

6. SAMPLE AND RESPONSE RATE Employee survey: Student Survey: Sent to all employees (1,650) Sent to all students (19,286) 678 responses 1,260 responses 41% response rate 6% response rate

7. SURVEY OVERVIEW & BRANCHING Demographics Data LGBTQIA+ Veterans People of Color Disabilities International Religion Discrimination Political Views Reporting

8. DEMOGRAPHICS Veterans Employee- 4% Students- 4% Students of Color Employee- 10% Students- 11% People with Disabilities Employee- 6% Students- 10% International Employee- 2.39% LGBTQIA+ Employee- 8.7% Students- 15% Students- 1.44%

9. DEMOGRAPHICS Gender- Students Gender- Faculty and Staff Male- 34% Male- 35% Female- 63% Female- 59% Nonbinary- 2% Nonbinary- .88% Transgender Man- .47% Transgender Man- .18% Transgender Female-.09% Transgender Female- 0% Prefer not to answer- 2.42% Prefer not to answer- 5.29%

10. AREAS WE ARE DOING WELL Veterans: Are satisfied with items related to veterans. Both feel welcome and respected on campus and in the community People with Disabilities: Doing well overall. Students and staff feel welcome and respected. Feedback: more training across campus and increase staff in the disability services office LGBTQIA+: Can openly express their gender identity or sexual orientation on campus, are treated with respect by students, faculty, staff, and admin Employees of Color: Feel welcome on campus, in the surrounding community, respected by students, faculty, staff and admin International: Overall have a positive experience. Feel welcome and respected. Safety: On both surveys, the overall majority reported feeling safe on campus.

11. TOP THEMES FOR IMPROVEMENT Discrimination Religion Politics Gender Age Incident Reporting Variation of people thinking we are doing too much vs not enough Lack of representation on diversity council- Employee Survey Diversity and Hiring practices- Employee Survey Religion & politics.

12. STUDENT RESPONSES ON DISCRIMINATION

13. EMPLOYEE RESPONSES ON DISCRIMINATION

14. INCIDENT REPORTING- STUDENTS WHY DIDN T YOU REPORT OR SHARE THE INCIDENT? I decided it wasn't important enough 64.53% I didn't feel anything would happen 53.42% The offender is no longer here 5.13% The process to file a complaint was not secure 4.27% I feared being expelled 3.85% I felt it was my fault 3.85% I didn't think the school would support me 29.49% There was not enough evidence 23.93% I feared retaliation 20.94% I had no witnesses to support me 17.52% I was embarrassed 14.96% I felt afraid 11.54% The offender asked me not to 0.43% There was too much pressure by my friends/peers not to report 0.43% There was too much pressure from staff/faculty not to report 0.43% There was too much pressure from my family not to report 0%

15. INCIDENT REPORTING- EMPLOYEE WHY DIDN T YOU REPORT OR SHARE THE INCIDENT? I didn t think anything would happen 51.97% I decided it wasn't important enough 46.71% I feared retaliation 41.45% I feared losing my job 32.89% I didn't think the school would support me 29.61% There was not enough evidence 21.71% I had no witnesses to support me 16.45% I felt afraid 14.47% I was embarrassed 12.5% The offender is no longer here 11.18% The process to file a complaint was not secure 10.53% I felt it was my fault 4.61% There was too much pressure by my peers/colleagues not to report 1.97% There was too much pressure by my supervisor not to report 1.32% The offender asked me not to 0% There was too much pressure by my friends/family not to report 0%

16. RELIGION AND POLITICAL VIEWS Religion: We did not hit 50% positivity in any of the categories for religion when it comes to open expression on campus or in the community, respect by students, faculty, staff, admin, or surrounding community, and representation on diversity council Political Views: We did not hit 50% positivity in any of the categories for political views when it comes to open expression on campus or in the community, respect by students, faculty, staff, admin, or surrounding community, and representation on diversity council.

17. LACK OF DIVERSITY ON DIVERSITY COUNCIL Employees with________ are well-represented on our diversity council my religious/spiritual beliefs (21% agree or strongly agree) Disabilities (26% agree or strongly agree) My political beliefs (27% agree or strongly agree) LGBTQIA+ (22% agree or strongly agree) People of color (40% agree or strongly agree) International (40% agree or strongly agree) Veterans (38% agree or strongly agree) All of these areas felt there is room for improvement in representation on diversity councils throughout the university for their specific identities.

18. DIVERSITY AND HIRING PRACTICES My department/division/unit participates in an institutional strategic diversity hiring plan 22% disagree or strongly disagree The policy to improve campus climate via diverse hiring is effective 19.5% disagree or strongly disagree

19. DIVERSITY AND HIRING PRACTICES I am encouraged by the fact that hiring practices take diversity into account, but the primary leaders of this university are predominantly straight white men over 40. I don't feel adequately represented, or feel like diversity interests that are important to me and others like me have any real traction. I feel largely like "diversity" here is more for show than about implementing institutional change Be inclusive of everyone, not just classes of protected people. Hire more conservative teachers and staff, stop pushing the institution into more liberal ideas and areas. Stop promoting hiring policies that place minorities above others. We are starting to discriminate against the straight, white, male. Promote equity, not equality.

20. NEXT STEPS Reframe the conversation Create a one page summary Code qualitative data and share out Share data across campus to recognize experiences and begin conversations about ways to continue the positive and improve the challenges Focus groups for more insight

21. QUESTIONS

22. LEVEL OF STRESS- STUDENTS

23. STUDENT LEARNING EXPERIENCE