UO Campus Climate on Diversity
Executive Summary of Survey Results, January 2002
Dr. Susan Rankin, Senior Diversity Planning Analyst, The Pennsylvania
State University
Surveys on UO's campus climate were
distributed to 815 UO faculty, 860 staff, 1018 graduate students
and 2864 undergraduates in Spring 2001. 161 faculty, 227 staff,
257 graduate students and 595 undergraduates responded. The surveys
focused on several identified categories: gender, race and ethnicity
(Black or African American, Asian/Pacific Islander, Middle Easterner,
American Indian/Alaskan Native, Chicano/Latino/Hispanic, White/Caucasian),
sexual identity (lesbian, gay, bisexual, transgender, heterosexual),
ability/disability, religious affiliation, age, nationality and
language.
- The majority of respondents (over 55%)
indicated that the overall campus climate was accepting of most
of the various populations identified in the survey. Less than
40% of respondents indicated that the campus climate was accepting
of LGB persons, and 45% reported that they were uncertain about
the climate for transgender persons.
- Over 60% of the respondents had seldom
heard students, faculty, staff or administrators make insensitive
or disparaging remarks about various populations.
- 24% of the respondents had indicated that
they had experienced conduct that had unreasonably interfered
with their ability to work or learn on campus (e.g. harrassment).
These experiences were primarily due to gender (13%) and race
(8%).
- The harassment experienced was in the form
of derogatory remarks (20%) and experienced more often by Middle
Easterners and American Indian/Alaskan Natives (40% each), LGBT
people (between 40 and 60%), professional students (29%) and undergraduate
students (27%).
- 43% of respondents indicated that they
observed conduct on campus that created an offensive, hostile
or intimidating working or learning environment mainly due to
gender (22%), race (20%) and sexual orientation (17%).
- Very few respondents reported experiencing
discriminatory hiring (less than 8%), firing (less than 2%) or
promotion (less than 9%) based on any of the characteristics presented.
- Respondents indicated that they have little
or no contact with American Indians/Alaskan Natives (62%), Middle
Easterners (56%) and disabled persons (51%). Over 35% report little
or no contact with Asian/Pacific Islanders, non-native English
speakers, and/or openly LGBT people.
- The majority of respondents indicated that
they would feel comfortable being a close friend with, sharing
an office with or being a roommate with people from the identified
categories.
- The respondents indicated that the campus
thoroughly addresses issues related to racism (55%), heterosexism
(48%), sexism (54%) and religious beliefs (45%). They were less
likely to agree that issues related to disabilities (41%) were
addressed.
- A substantial portion of the respondents
(57%) feel that the campus leadership does not visibly foster
diversity, and 47% do not feel that the curriculum adequately
represents the contributions of different groups of people.
- 53% felt that the classroom climate was
not welcoming for people from underrepresented groups and 58%
felt that the workplace was not welcoming for employees from underrepresented
groups.
- Over 70% of respondents indicated that
they would challenge someone on derogatory comments in regard
to race or ethnicity, and 65% would challenge someone making derogatory
remarks about sexual orientation/identity. 73% of the respondents
indicated that it was unlikely that they would participate in
comments or jokes about people from underrepresented groups.
- At least half of the respondents indicated
that providing more sensitivity/awareness workshops would increase
the university community's awareness of the needs of racial and
ethnic minorities, disabled persons and LGBT persons.
- Over half of the respondents felt that
requiring all University students and staff to take at least one
class that focuses on issues, research and perspectives about
various groups would improve the campus climate for these groups.
- Respondents felt that the climate would
potentially improve with the offering of art, music and cultural
events that recognize distinctive cultures (79%), people with
disabilities (68%) and LGBT people (58%).
- 64% of the participants reported that if
service that enhances the University's climate on diversity was
included as a criterion for faculty and staff evaluation that
the climate would improve.
