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The UC Berkeley Campus Climate Survey: From Analysis to Ac;on
Today’s Topics
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• Welcome
• Introductory Ac;vity on Campus Climate
• Campus Climate Survey and Findings
• UC Berkeley’s New Campus Climate Ini;a;ves
• Q&A/Open Dialogue
Introductory Discussion Ques4ons
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1. What is your role on campus?
2. How does campus climate intersect with your work?
3. What are the most pressing issues/challenges in terms of climate for you? for the students you work with?
Campus Climate Survey and Findings
Unprecedented Campus Climate Survey
• 10-‐campus survey; 400,000 surveyed
• 100,000 respondents across UC
• 13,000 at UC Berkeley
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1 in 4 respondents experience exclusion
25%
A Consistent and Persistent Story
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Groups that are marginalized and underrepresented in the broader society experience worse campus climate than dominant or majority groups at UC Berkeley:
• African Americans • Genderqueer/Transgender • Na;ve American/Alaska Na;ve • Pacific Islander • Chicano/La;no • Disability • LGBQQO
Exclusion
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30%
33%
34%
38%
39%
42%
47%
50%
Staff (n = 3,788)
LGBQQO (n = 2,128)
Chicano/La;no (n = 1,475)
Pacific Islander (n = 68)
Disability (n = 2,384)
African American (n = 638)
Genderqueer/Transgender (n = 225)
Na;ve American/Alaska Na;ve (n = 228)
Percent repor*ng experiencing exclusionary behavior within the past year
Source: UC Berkeley Campus Climate Survey, 2013
Peers are the Primary Sources of Exclusion Percentage of those who reported experiencing exclusionary behavior who indicated a source by Posi*on
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Source: UC Berkeley Campus Climate Survey, 2013
Note: Percentages in a column sum to more than 100% as respondents could select more than one source
Undergrad Students
Grad Students Faculty Staff
Student 71% 52% 16% 5%
Faculty member 12% 43% 57% 14%
Co-‐worker 2% 16% 26% 40%
Staff member 6% 6% 10% 33%
Supervisor 2% 2% 3% 30%
Exclusion Occurs in Classrooms, Workplaces, and Public Spaces
Percentage of those who reported experiencing exclusionary behavior who indicated a loca*on by Posi*on
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Undergraduate Students
Graduate Students Faculty Staff
In a class/lab/clinical sefng 42% 55% 10% 2% In a public space at UCB 39% 28% 19% 11%
In a mee;ng with a group of people 26% 30% 49% 32% In a mee;ng with one other person 11% 21% 25% 24%
In campus housing 22% 2% 0% 1% In off-‐campus housing 11% 3% 0% 0%
In a UCB office 6% 11% 15% 46% While working at a UCB job 6% 9% 37% 66%
In a faculty office 5% 18% 22% 4% Off campus 26% 14% 3% 3%
At a UCB event 18% 16% 16% 6%
Note: Percentages in a column sum to more than 100% as respondents could select more than one loca*on Source: UC Berkeley Campus Climate Survey, 2013
Respect
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84% 99%
81% 96%
71% 79% 84%
95%
65% 93% 95%
51% 77% 80% 83% 85%
92% 93%
LGBQQO (n = 475) Heterosexual (n = 3,806)
Disability (n = 859) No Disability (n = 2,731)
Jewish Affilia;on (n = 104) Chris;an Affilia;on (n = 1,207)
Muslim Affilia;on (n = 90) No Religious Affilia;on (n = 2,343)
Genderqueer/Transgender/Other (n = 127) Women (n = 2,784)
Men (n = 1,827)
African American (n = 133) Chicano/La;no (n = 584)
Na;ve American/Alaska Na;ve (n = 76) Pacific Islander (n = 23)
Middle Eastern/North African (n = 259) White (n = 1,800) Asian (n = 2,482)
Percent of undergraduate students agreeing that their affinity group is respected on campus
Source: UC Berkeley Campus Climate Survey, 2013
Race/Ethnicity
Gender/Gender Iden4ty
Religious Affilia4on
Disability
Sexual Orienta4on
83%
85%
83%
79% 82% 86% 88% 89%
100% 100%
92% 92% 95% 97%
89% 95% 95% 96%
Pacific Islander (n = 27)
Other Asian (n = 45)
Filipino (n = 202)
Cambodian (n = 17) Hmong (n = 12)
Malaysian (n = 22) Lao;an (n = 8)
Vietnamese (n = 224) Thai (n = 22)
Indonesian (n = 25)
Sri Lankan (n = 15) Bangladeshi (n = 14)
Asian Indian (n = 290) Pakistani (n = 35)
Korean (n = 315) Chinese (n = 1,236) Japanese (n = 171)
Taiwanese (n = 391)
Disaggrega4ng Asian
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Percent of undergraduate students agreeing that their affinity group is respected on campus
Source: UC Berkeley Campus Climate Survey, 2013
East Asian
South Asian
South East Asian
Filipino
Pacific Islander
Findings are Robust and Consistent
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Averaged 100 different metrics • Same story emerged
Adding intersec;ons • Increased exclusion • Decreased respect
Awareness Gap
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90% 93% 94% 96% 97%
89% 91% 92% 93% 94%
59% 81% 83%
92% 94%
61% 76% 78%
88% 90%
47% 73% 74%
87% 89%
Na;ve American/Alaska Na;ve (n = 81) African American (n = 140)
White (n = 1,912) Chicano/La;no (n = 622)
Asian (n = 2,553)
African American (n = 133) Asian (n = 2,586) White (n = 1,795)
Chicano/La;no (n = 614) Na;ve American/Alaska Na;ve (n = 80)
African American (n = 106) Na;ve American/Alaska Na;ve (n = 74)
Chicano/La;no (n = 511) White (n = 1,540) Asian (n = 2,149)
African American (n = 132) Chicano/La;no (n = 632)
Na;ve American/Alaska Na;ve (n = 80) White (n = 1,756) Asian (n = 2,453)
African American (n = 144) Chicano/La;no (n = 594)
Na;ve American/Alaska Na;ve (n = 76) White (n = 1,734) Asian (n = 2,430)
Percent of undergraduate students repor*ng that different racial/ethnic groups are respected on campus Climate for African American for Chicano/La;no for Na;ve American/ Alaska Na;ve for Asian for White
Source: UC Berkeley Campus Climate Survey, 2013
Departmental Campus Climate Varies Greatly
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0%
20%
40%
60%
80%
100%
0% 20% 40% 60% 80% 100%
Adjusted Department Comfort Rate
Adjusted Campus Comfort Rate
Adjusted campus comfort versus adjusted department comfort by department
Source: UC Berkeley Campus Climate Survey, 2013
Comfort higher in department than campus
Comfort higher on campus than department
Departments on Campus
Summary of Survey Findings
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• Marginalized and underrepresented groups experience worse campus climate
• Significant “awareness gap”
• Climate varies by department
UC Berkeley’s New Campus Climate Ini4a4ves
“We will do what is necessary to create on this campus an environment that can serve as a model for the sort of society we are striving to build.”
UC Berkeley Chancellor Nicholas B. Dirks
“[This] requires the constant aTen*on and the enduring commitment of the en*re UC community—every student, every professor, every administrator, every staff member, everybody, every day.”
Joint message by UC President and Chancellors
Vision
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Audiences for Our Public Educa4on Campaign
12
“Agents”
Those whose ac;ons make others feel excluded,
disrespected at Berkeley
“Bystanders”
Those who witness ac;ons
that make others feel excluded,
disrespected, but do not speak up.
“Targets”
Those who have felt excluded,
disrespected because of someone’s
words, ac;ons at Berkeley.
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• Goal: All Berkeley students, faculty and staff feel respected and valued.
• Intended Outcomes (metrics): • By 2020, 90% of students, faculty, and staff report that they feel comfortable on campus
• Less than 10% personally experience exclusion (bullying, in;mida;on, being ignored, etc.)
• Reduc;on in the gap between how groups rate the climate for others
Goals and Metrics
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• Increase awareness and dialogue on diversity and inclusion at UC Berkeley by reaching “beyond the choir” (LAKE)
• Provide training and support to influen;al leaders and poten;al ambassadors (faculty, GSIs, staff, student leaders) (LAKE)
• Incen;vize innova4on and crea;vity (LAKE & FISH)
• Enhance targeted services to marginalized communi4es (URM, LGBQT, disabled, etc.) (FISH)
• Increase the cri4cal mass of underrepresented groups among students, ladder faculty and senior staff posi;ons (FISH & LAKE)
Mul4-‐Faceted Strategy: Mul4ple Audiences
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• Town Halls & Symposia
• Intergroup Dialogue Curriculum
• GSI Training on Crea;ng Inclusive Classroom Environments
• Faculty Leadership in Departmental Prac;ces
• Expanded Mul4cultural Educa4on Program
• NOW Conference
• Professionals of Color Leadership Development
• Innova4on Grants in Campus Climate
New or Expanded Ac4vi4es (Tac4cs)
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• A “menu” of events to meet students where they are
• For “the choir”: deep listening, highly intersec;onal, focus on student engagement
• Beyond “the choir”: well known/ celebrity speaker
• Smaller Town Halls and Symposia to arract par;cular audiences
• Current na;onal focus on race as opportunity
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Town Halls and Symposia
Mul4cultural Educa4on Program
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Mul4cultural Educa4on Program (MEP) • Consul;ng – responding to climate issues • Training – experien;al awareness building Awareness More Repor4ng More Ac4on MEP Consul4ng • Assess and resolve department issues • Make referrals to campus partners including Staff Ombuds,
HR, Compliance Offices, and Health Services mep.berkeley.edu
MEP Training
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Workshops for all campus communi4es to increase awareness : • Iden;ty • Unconscious bias • Intent vs. Impact • Overcoming bystander behavior • Inclusive classrooms, working environments, living spaces Expanded: Customized Climate Issues Workshops and Consulta4ons • University Health Services • Humani;es Departments • Social Sciences
Innova4on Grants in Campus Climate
• Over $100,000 awarded for 13 projects • Department/Unit-‐based • Many student-‐led – An;-‐racism “skills and theory labs” in School of Social Welfare
– Undergraduate student research ambassadors – Internships in Restora;ve Jus;ce
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Implementa4on • Campus Climate Work Team
• $700,000 over 2 years
• Hiring a Coordinator of Campus Climate
• Public educa;on campaign in fall 2015
• Monitoring and evalua;on • Chancellor’s Advisory Council on Campus Climate & Inclusion
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Visit diversity.berkeley.edu
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Appendix
Climate Survey Findings Validated
Source: UC Berkeley Campus Climate Survey (2013) and University of California Undergraduate Experience Survey (2008-‐2012)
Responses to “Students of my [affinity group] are respected at this campus” by Affinity Group, Undergraduate Students
y = 1.05x -‐ 0.04 R² = 0.94
50%
60%
70%
80%
90%
100%
50% 60% 70% 80% 90% 100%
Respect R
ate (2013 Clim
ate Survey)
Respect Rate (2008-‐2012 UCUES)
African American
Na;ve American/Alaska Na;ve
Jewish
Perfect Match (Theory) Best Fit (Data)
Heterosexual
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Averaged Campus Climate
Stay Day 2015 30 Source: UC Berkeley Campus Climate Survey, 2013
3%
6%
6%
8%
12%
12%
14%
LGBQQO
Disability
Chicano/La;no
Pacific Islander
Na;ve American/Alaska Na;ve
Genderqueer/Transgender/Other
African American
Average campus climate gap between affinity group and campus average including all popula*ons
8%
13%
14%
9%
12%
14%
19%
LGBQQO
Disability
Chicano/La;no
Pacific Islander
Na;ve American/Alaska Na;ve
Genderqueer/Transgender/Other
African American
Intersec4onal Iden44es are Marginalized Even Further
Stay Day 2015 31 Source: UC Berkeley Campus Climate Survey, 2013
Average campus climate gap between affinity group and campus average: women
11%
6%
15%
20%
17%
20%
22%
LGBQQO
Disability
Chicano/La;no
Pacific Islander
Na;ve American/Alaska Na;ve
Genderqueer/Transgender/Other
African American
Intersec4onal Iden44es are Marginalized Even Further
Stay Day 2015 32 Source: UC Berkeley Campus Climate Survey, 2013
Average campus climate gap between affinity group and campus average: disability
3%
7%
10%
7%
21%
15%
16%
LGBQQO
Disability
Chicano/La;no
Pacific Islander
Na;ve American/Alaska Na;ve
Genderqueer/Transgender/Other
African American
Intersec;onal Iden;;es are Marginalized Even Further
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Average campus climate gap between affinity group and campus average: LGBQQO
Top Concerns for Groups Repor4ng Low Climate
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Concern Undergrad Grad
Students Ladder Faculty Staff
Experiences of exclusionary behavior • • • • Don’t have channels to report discrimina;on • • • • Top administrators aren’t commired to promo;ng respect and understanding • • • • Faculty aren’t commired to promo;ng respect and understanding • • • • Feel faculty pre-‐judge based on perceived iden;;es • • n/a n/a
Administrators and faculty aren’t concerned about their welfare • • n/a n/a
Don’t see enough faculty/staff with whom they iden;fy • • n/a n/a
Don’t think campus values diverse faculty or staff n/a • • • Afraid to take leave for fear of affec;ng job/career n/a • • • Afraid to voice concerns for fear of nega;vely affec;ng evalua;on n/a • • • Perform more student service than colleagues n/a n/a • n/a
Feel disadvantaged by dependent care needs n/a n/a n/a • Source: UC Berkeley Campus Climate Survey, 2013