SIU Carbondale Campus Climate Survey Results Spring 2017 Presented - - PowerPoint PPT Presentation

SIU Carbondale Campus Climate Survey Results Spring 2017

Presented by Elizabeth I. Lewin, Ed.D. Interim Associate Chancellor for Diversity October 17, 2017

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Objectives

• 1. Provide Background on what Sparked this Process
• 2. The University’s Response
• 3. Discuss Diversity Plan Development Process
• 4. Share Findings and Observations
• 5. Present Summary of Diversity Council Recommendations
• 6. Summarize Next Steps

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What Sparked this Process?

• A series of reports from 2008 to 2011 raising “serious

concerns” about diversity and SIUC’s climate.

• Negative perceptions from stakeholders
• Notable incidents including Trump rally confrontation

3

The University’s Response

The Chancellor

• Established the Diversity Council chaired by Phil Howze,
• Appointed a diverse cross section of faculty and staff to

serve on the Diversity Council,

• Charged the Diversity Council to develop a Diversity

Plan by the end of the 2016/2017 school year.

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Chancellor’s Initial Charge to the Diversity Council

 Define and articulate the importance of diversity and inclusion at SIU,  Identify, in appropriate consultation with campus units, measurable goals for diversity and inclusion in key areas such as student, faculty and staff recruitment and retention,  Include specific strategies for achieving those goals that align with best practice, federal and state legislation, and the University’s commitment to diversity as a core educational and institutional value and,  Establish protocols for monitoring ongoing progress.

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The Ongoing Role of the Diversity Council

 Overseeing the implementation, updating and monitoring of the approved plan, providing reports at least annually to the chancellor,  Recommending programming and initiatives that support a welcoming environment for all students, faculty and staff,  Promoting cross-campus collaboration in and engagement with diversity initiatives and,  Providing counsel on issues and opportunities related to diversity and inclusion.

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Members of the SIU Carbondale Diversity Council (1/2)

Todd Bryson Administrative Professionals Staff Council Ashley Followell Affirmative Action Office Michael Haywood Alumni Association Cristina Pisoni Athletics Lanel Love Multicultural Resource Center (Black Resource Center) Rene Poitevin Multicultural Resource Center (Hispanic/Latino Resource Center) Travis Tucker Multicultural Resource Center (LGBTQ Resource Center) Nicole Tabor Multicultural Resource Center (Women's Resource Center) Cheryl Barnett Center for International Education Elaine Conrad Center for International Education Jane Meuth Civil Service Council Lori Crenshaw Bryant Dean of Students (Vets, 1st Gen, Non-Traditional) Donald Chamberlain Graduate and Professional Student Council Rita Medina Undergraduate Admissions Nathan Stephens Center for Inclusive Excellence

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Members of the SIU Carbondale Diversity Council (2/2)

Getahun Benti Faculty Senate Abdulsamad Humaidan Graduate and Professional Student Council Willie Lyles Graduate and Professional Student Council Michael Brown Graduate Council Renee Colombo Human Resources Naomi Tolbert Co-Chair and Undergraduate Student Government Marissa Jackson Undergraduate Student Government Rose Weisenstein Undergraduate Student Government Johnathan Flowers Graduate and Professional Student Council Renada Greer University College (Disability Support Services, Achieve) Phil Howze Co-Chair Elizabeth Lewin Office of Associate Chancellor for Diversity

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The Diversity Plan Development Process

• Reviewed Previous Climate Surveys and Diversity Reports at SIUC
• Conducted Student Survey
• Hosted Student Listening Sessions
• Conducted Faculty and Staff Survey
• Hosted Faculty and Staff Listening Sessions
• Reviewed Diversity Plans from other Educational Institutions
• Robust Discussion and Input from All Diversity Council Members

Summary of Findings and Observations

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Student Survey Results

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First-year student 15% Second-year student 14% Third-year student 22% Fourth-year student 18% Fifth-year (or higher) student 6% Graduate or professional student 25%

• 1. What is your current class standing?

254 9 57 67 34 1304 122 146 239

200 400 600 800 1000 1200 1400

2 or More Missing Race Self-Identify Race International American Indian/Alaska Native White/Caucasian Asian/NHOPI Hispanic/Latino Black/African American

• 4. What is your race/ethnicity, as you

define it? (Select all that apply.)

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Question 16. Please indicate your level of agreement with the following statements about SIU faculty in general. ("Faculty" includes positions such as instructors, professors, and teaching assistants.)

In general, faculty make me feel included. In general, faculty make me feel valued. Faculty show diversity is important through actions.

Strongly Agree/ Agree, 72.60% Neutral, 18.36% Strongly Disagree/ Disagree, 9.04%

All

Strongly Agree/ Agree, 53.36% Neutral, 23.95% Strongly Disagree/Disagree, 22.69%

Black/African American

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Strongly Agree/ Agree, 62.49% Neutral, 24.52% Strongly Disagree/Disagree, 12.98%

All

Strongly Agree/ Agree, 47.26% Neutral, 21.52% Strongly Disagree/ Disagree, 31.22%

Black/African American

Strongly Agree/ Agree, 68.67% Neutral, 21.26% Strongly Disagree/Disagree, 10.07%

All

Strongly Agree/ Agree, 49.16% Neutral, 26.47% Strongly Disagree/ Disagree, 24.37%

Black/African American

Question 21. Please indicate your level of agreement with the following statements about SIU leadership staff. ("Leadership staff" includes coordinators and directors.)

In general, leadership staff make me feel included. In general, leadership staff make me feel welcomed. Leadership staff demonstrate that diversity is important through actions.

Strongly Agree/Agree, 74.23% Neutral, 16.77% Strongly Disagree/Disagree, 9.00%

All

Strongly Agree/Agree, 61.11% Neutral, 20.83% Strongly Disagree/Disagree, 18.06%

Black/African American

Strongly Agree/Agree, 75.61% Neutral, 14.96% Strongly Disagree/Disagree, 9.43%

All

Strongly Agree/Agree, 63.89% Neutral, 16.67% Strongly Disagree/Disagree, 19.44%

Black/African American

Strongly Agree/Agree, 71.99% Neutral, 18.26% Strongly Disagree/Disagree, 9.75%

All

Strongly Agree/Agree, 57.75% Neutral, 21.13% Strongly Disagree/Disagree, 21.13%

Black/African American

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Question 24. Please indicate your level of agreement with the following statements about

• ther students you interact with.

I feel safe around other students. In general, other students make me feel included.

Strongly Agree/Agree, 67.67% Neutral, 22.22% Strongly Disagree/Disagree, 10.12%

All

Strongly Agree/Agree, 53.73% Neutral, 28.36% Strongly Disagree/Disagree, 17.91%

Black/African American

Strongly Agree/Agree, 57.03% Neutral, 27.75% Strongly Disagree/Disagree, 15.22%

All

Strongly Agree/Agree, 43.56% Neutral, 35.15% Strongly Disagree/Disagree, 21.29%

Black/African American

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Question 26. Please indicate your level of agreement with the following statements about SIU administrators. ("Administrators" include positions such as chancellor, vice chancellors, deans, and department chairs.)

In general, administrators make me feel included. In general, administrators make me feel valued. In general, administrators make me feel respected.

Strongly Agree/Agree, 55.66% Neutral, 26.67% Strongly Disagree/Disagree, 17.68%

All

Strongly Agree/Agree, 37.93% Neutral, 27.01% Strongly Disagree/Disagree, 35.06%

Black/African American

Strongly Agree/Agree, 53.92% Neutral, 26.06% Strongly Disagree/Disagree, 20.01%

All

Strongly Agree/Agree, 34.88% Neutral, 30.23% Strongly Disagree/Disagree, 34.88%

Black/African American

Strongly Agree/Agree, 54.93% Neutral, 25.93% Strongly Disagree/Disagree, 19.13%

All

Strongly Agree/Agree, 35.63% Neutral, 29.31% Strongly Disagree/Disagree, 35.06%

Black/African American

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Question 26. Please indicate your level of agreement with the following statements about SIU administrators. ("Administrators" include positions such as chancellor, vice chancellors, deans, and department chairs.)

In general, administrators make me feel welcomed. Administrators show diversity is important through its actions.

Strongly Agree/Agree, 57.10% Neutral, 26.46% Strongly Disagree/Disagree, 16.44%

All

Strongly Agree/Agree, 40.00% Neutral, 27.43% Strongly Disagree/Disagree, 32.57%

Black/African American

Strongly Agree/Agree, 54.53% Neutral, 27.87% Strongly Disagree/Disagree, 17.60%

All

Strongly Agree/Agree, 33.72% Neutral, 29.07% Strongly Disagree/Disagree, 37.21%

Black/African American

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Students’ Listening Session Comments

• Feel singled out in classes due to diversity and culture.
• Professors who are racist/sexist should be reported, as those who hand out anti-sematic/racist materials,

and those who help male students and not female students.

• Cultural insensitivity/ignorance by faculty.
• Lack of diversity in faculty hiring.
• Faculty should be trained to make classrooms ‘safe spaces’ for students; free of hate speech.
• Professors need to be able to teach a diverse student population, related to a cross-culture [student

population].

• Enrollment issues because lack of diversity in faculty/staff as resources for these (underrepresented)

populations.

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Faculty and Staff Results

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Missing Classification, 17.82% Administrative /Professional, 24.62% Civil Service, 28.84% Faculty, 26.61% Other, 2.11%

• 16. What is your current classification at SIU?

155 38 585 25 11 11 26 26 45

200 400 600 800

Missing Race 2 or More White/Caucasian Self-Identify Race International American… Asian/NHOPI Hispanic/Latino Black/African American

• 17. What is your race/ethnicity, as you define it?

(Select all that apply.)

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Question 1 - Please answer the extent to which you agree with the following statements. (Strongly Agree – Strongly Disagree) Universities that promote diversity and inclusion will have a competitive edge.

Strongly Agree/Agree, 76.69% Neutral, 15.86% Strongly Disagree/Disagree, 7.46% All Strongly Agree/Agree, 93.33% Neutral, 4.44% Strongly Disagree/Disagree, 2.22% Black/African American

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Question 2 - The following questions should be answered with your definition of diversity in mind.

Diversity is actively promoted within SIU. Diversity should be actively promoted within SIU. The university has achieved a positive climate for diversity.

Strongly Agree/Agree, 72.06% Neutral, 13.28% Strongly Disagree/Disagree, 14.66%

All

Strongly Agree/Agree, 29.55% Neutral, 18.18% Strongly Disagree/Disagree, 52.27%

Black/African American

Strongly Agree/Agree, 80.48% Neutral, 13.39% Strongly Disagree/Disagree, 6.13%

All

Strongly Agree/Agree, 93.33% Neutral, 4.44% Strongly Disagree/Disagree, 2.22%

Black/African American

Strongly Agree/Agree, 46.22% Neutral, 26.32% Strongly Disagree/Disagree, 27.46%

All

Strongly Agree/Agree, 20.00% Neutral, 6.67% Strongly Disagree/Disagree, 73.33%

Black/African American

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Question 2 - The following questions should be answered with your definition of diversity in mind.

I feel welcome at SIU. I feel included/valued/respected at SIU.

Strongly Agree/Agree, 74.90% Neutral, 13.18% Strongly Disagree/Disagree, 11.91%

All

Strongly Agree/Agree, 33.33% Neutral, 28.89% Strongly Disagree/Disagree, 37.78%

Black/African American

Strongly Agree/Agree, 62.69% Neutral, 15.95% Strongly Disagree/Disagree, 21.36%

All

Strongly Agree/Agree, 24.44% Neutral, 22.22% Strongly Disagree/Disagree, 53.33%

Black/African American

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Question 3 - The following questions should be answered with your workplace’s (unit/department) definition in mind.

My workplace (unit/department) has achieved a positive climate for diversity. I feel welcome at my workplace (unit/department).

Strongly Agree/Agree, 64.27% Neutral, 20.42% Strongly Disagree/Disagree, 15.31%

All

Strongly Agree/Agree, 37.78% Neutral, 24.44% Strongly Disagree/Disagree, 37.78%

Black/African American

Strongly Agree/Agree, 77.18% Neutral, 13.82% Strongly Disagree/Disagree, 9.00%

All

Strongly Agree/Agree, 64.44% Neutral, 22.22% Strongly Disagree/Disagree, 13.33%

Black/African American

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Question 3 - The following questions should be answered with your workplace’s (unit/department) definition in mind.

I feel included/valued/respected at my workplace (unit/department). Diversity issues are currently a priority at my workplace (unit/department).

Strongly Agree/Agree, 70.89% Neutral, 13.84% Strongly Disagree/Disagree, 15.27%

All

Strongly Agree/Agree, 52.27% Neutral, 20.45% Strongly Disagree/Disagree, 27.27%

Black/African American

Strongly Agree/Agree, 54.61% Neutral, 26.18% Strongly Disagree/Disagree, 19.21%

All

Strongly Agree/Agree, 35.56% Neutral, 31.11% Strongly Disagree/Disagree, 33.33%

Black/African American

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Question 9. I have heard insensitive comments at SIU from others about:

Race/ethnic minorities Women

Strongly Agree/Agree, 48.02% Neutral, 7.93% Strongly Disagree/Disagree, 44.05%

All

Strongly Agree/Agree, 81.82% Neutral, 4.55% Strongly Disagree/Disagree, 13.64%

Black/African American

Strongly Agree/Agree, 42.56% Neutral, 9.37% Strongly Disagree/Disagree, 48.07%

All

Strongly Agree/Agree, 68.18% Neutral, 9.09% Strongly Disagree/Disagree, 22.73%

Black/African American

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Faculty and Staff’s Listening Sessions Comments

• There is no culture of respect towards student and staff of color at SIU.
• We need to regain our students’ trust (e.g., be available, be consistent, deliver.)
• Not everyone on campus is racist. The few racists we have, affect the climate. These people need to be included at the

table.

• How does the University value diversity in the tenure/promotion process?” i.e., does engaging in research/teaching within

your field that is diversity-related get “bonus points” on P/T dossiers? Should it be required for P/T?

• We have an incredible opportunity due to the diversity of campus. Use the campus as a incubator. All people don’t fit into

a nice, neat little box.

• How is the outreach to more diverse faculty and how are they treated when they come here?
• How do we build up students so that they will stay here? How do we develop a relationship where students will stay?
• We need to focus on civility and finding common ground.
• The climate is uncomfortable for African Americans and Hispanics. I am reminded every day that I am Black. If you say the

climate is bad you get excuses.

• Negative experiences are excused away . . . they say we tried to find people to be in the pool. You feel marginalized in the
• workplace. (multiple)
• SIU doesn’t take its responsibility for diversity & inclusion seriously; we operate in a segregated, “ghettoized” approach

(e.g., Black kids on one corner, Latino kids on the other) that makes it harder to address racial climate issues.

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Faculty and Staff Listening Sessions Comments Continued

• Many of our ways of doing things are detrimental to students (e.g., SIU housing is segregated, with white kids in the

West Campus and students of color in the Towers.)

• We need to get better at talking about what to do when we get it wrong (e.g., LGTBQ incidents, best way to respond

to racial tensions.)

• SIU doesn’t really “walk the walk” – sometimes it feels like upper-level administration just does minimum necessary

to protect themselves rather than solve the problem.

• Disconnect between diversity initiatives and academics.

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Summary of Diversity Council Objectives

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Policy Objectives

The foundation on which the University will be guided moving forward.

• Development of College and Departmental Diversity Plans
• Development of Student Affairs Diversity Plan
• Development of Diversity Recruitment, Retention, and Completion Plan for Students, Faculty and Staff
• Development of Diversity Hiring/Recruitment Plan for Faculty and Staff
• Development of Diversity Funding Plan
• Develop or review all grievance policies
• Develop or review Tenure and Promotion Guidelines to include diversity and inclusivity
• Develop review cycle for diversity plans
• Create Central ‘One-Stop’ Shop of Support/Advocacy for Students that provides transparency and

accountability – student complaints

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Structural Objectives

The tools and means used to reach the goals and objectives.

• Develop College Level Diversity Committees
• Develop a “Critical Studies College”
• Establish committee to oversee the development of the annual Diversity Conference [Summit] held at SIUC

in conjunction with the System-Wide Diversity Plan

• Structure the Diversity Conference [Summit] to act as the yearly review and showcase of all the diversity

related efforts ongoing

• Add representation from affected constituency bodies or staff to the Diversity Council
• Staff the Associate Chancellor for Diversity’s office to include trainers
• Restructure Associate Chancellor for Diversity’s office and Affirmative Action office to ensure authority
• ver relevant areas

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Cultural Objectives

The beliefs and norms by which all University stakeholders will abide.

• Develop an institutional language for diversity
• Establish centralized location of Multicultural Resource Centers
• Develop methods to increase diversity and cultural competency in student-led organizations
• Develop mechanisms to connect Student Affairs educational programming with Academic Affairs
• Develop mechanisms to connect Student Multi-Cultural Resource Center Programming with Academic Affairs
• Develop a diversity and inclusion clearinghouse of best practices for each college/department
• Create mechanism for inter-college/department collaboration to nurture a welcoming environment
• Require campus-wide training on diversity

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Accountability Objectives

Where responsibility lies in accomplishing tasks identified in the plan.

• Review of hiring practices and procedures in Student Affairs with specific emphasis on housing and

residence life

• Evaluate all reporting mechanisms at the student, faculty, and staff level to ensure ease of use
• Evaluate administrative communication mechanisms
• Evaluate departmental/college/unit compliance with institutional diversity goals
• Develop training modules for faculty, staff, and administration to better enable sensitivity in engaging

with students

• Conduct annual climate surveys and listening sessions

Diversity Plan: Next Steps

• Develop Diversity Plan Final Draft
• Present to Chancellor
• Finalize Budget!!!
• Develop Timetable