State University of New York,
College at Oneonta
Campus Climate Assessment
Results of Report
March 2006
1
Background
Invited by the President’s Council on
Diversity to:


1all
Evaluate the climate at SUNY Oneonta
Present findings in a report to the SUNY
Oneonta Community
work in collaboration with PCOD
Climate In Higher Education
 Climate on college campuses not only affects the creation of
knowledge, but also has a significant impact on members of
the academic community who, in turn, contribute to the
creation of the campus environment (Bauer, 1998, Kuh &
Whitt, 1988; Peterson, 1990; Rankin, 1994, 1998, 1999;
Smith, 1999; Tierney, 1990).
 Preserving a climate that offers equal learning opportunities
for all students and academic freedom for all faculty – an
environment free from discrimination – is one of the primary
responsibilities of educational institutions.
College at Oneonta Mission
“During the course of the next decade,
the College at Oneonta will be identified,
state-wide and regionally, as :
…a college with a safe, caring environment, enhanced by the
beauty of its natural surroundings, that supports and
encourages its diverse learning community and provides
leadership in volunteer and community service…”
College at Oneonta Mission
"As demographic changes produce a more diverse
society, we will foster the development of
understanding and respect in all members of our
College community. Academic and extracurricular
programs, as well as faculty and staff development
programs, must encourage the entire College
community to welcome diversity.“
-- College Mission Statement, 1990
Diversity Statement
The College at Oneonta is an academic community that values diversity.
Diversity at the College is an inclusive term that encompasses race and
ethnicity, nationality, religion, gender, sexual orientation, age, ability,
economic status, and other aspects of identity.
As a campus community, we believe that every individual is important in
a unique way and adds to the overall quality of the institution. We are
committed to recruiting and retaining diverse faculty, staff, and students,
and to fostering a learning environment which draws strength from,
celebrates, and honors diversity. We strive to eliminate prejudice and
discrimination; to respect the dignity of all persons; and to learn from
differences in people, ideas, and opinions.
Approved by the President's Cabinet, December 2004
SUNY Oneonta
Campus Climate Project Objectives
 SUNY Oneonta will learn how constituent groups
currently feel about living and learning at the
College and how they feel the institution responds
to community challenges and concerns.
 SUNY Oneonta will develop specific objectives
and action plans to address institutional changes
and cultural shifts needed to embrace and enhance
the working and learning environment (i.e.,
employee development seminars).
Process to Date
 August 2005
 Fact-finding groups held with various constituent groups
on campus to present the project process and assist in
informing questions for the survey
 September 2005
 Survey developed, reviewed, and revised with continued
input from PCOD and constituent groups (9 drafts)
 Both on-line and paper/pencil forms created
Process to Date
 September 9, 2005
 Project approved by SUNY Oneonta Institutional Review
Board
 October 2005
 Survey distributed to all members of the SUNY Oneonta
community via an invitation from President Donovan
 January 2006
 Draft of report results shared with campus community
Institutional Transformation Model:
Maximizing Equity©
Access
Retention
Assessment
Research
University
Policies/Service
Scholarship
Baseline
Organizational
Challenges
Current
Campus
Culture
Local / Sate /
Regional
Environments
Systems
Analysis
Contextualized Campus Wide Assessment
Curriculum
Pedagogy
Intergroup &
Intragroup
Relations
Advanced
Organizational
Challenges
Consultant
Recommendations
Access
Symbolic
Actions
Retention
Research
Transformation
Educational
via
Actions
Intervention
Fiscal
Actions
Administrative
Actions
University
Polices/Service
Curriculum
Pedagogy
© 2001, Rankin & Associates, Consulting
Scholarship
Transformed
Campus
Culture
Intergroup &
Intragroup
Relations
Survey Instrument
 Final instrument


72 questions and additional space for respondents to provide
commentary
On-line or paper & pencil options
 Sample = Population

All members of the SUNY Oneonta community were invited to
participate
 Results include information regarding:




Respondents’ personal experiences at SUNY Oneonta
Respondents’ perceptions of climate at SUNY Oneonta
Respondents’ perceptions of institutional actions
Respondents’ input into recommendations for change
Who are the respondents?
 1,731 people responded
to the call to participate
in fall semester 2005
 200-500 respondents
contributed comments
via three open-ended
questions
Limitations
 Self-selection bias
 Successful deliberate attempt to over-sample
underrepresented populations
 Caution in generalizing the results due to
significantly low response rates for
undergraduate students and adjunct faculty
Faculty Response Rates
Faculty = 32% (n=137) of all faculty
Lecturer = 33% (n=13) of all lecturers
Assistant Professor =53% (n=53)
Associate Professor = 56% (n=26)
Professor =59% (n=27)
Staff Response Rates
Non-Teaching Faculty / Administrators = >100%
Staff- Professional/Technical = 43% (n=95)
Staff Clerical = 72% (n=99)
Staff Maintenance/Custodial =31% (n=48)
Staff-Auxiliary Services = 20% (n=24)
Student Response Rates
Undergraduate Students = 20% (n=1118)
Students of color = 43% (n=230)
Women students = 25% (n=824)
Graduate Students = 23% (n=48)
Students of color = >100% (n=10)
Women students = 22% (n=34)
Respondents by
Position (n)
Undergraduate students
Graduate students
Prof Staff/Admin
Staff
Faculty
1118
188
48
171
137
Respondents by
Gender & Position1,2 (n)
Student
Faculty
858
Staff
Prof Staff/Admin
295
71
45
Male
75
125
63
Female
113
Respondents by
Sexual Orientation & Position (n)
1052
Bisexual
Gay
Lesbian
Heterosexual
Questioning
442
45
11
15
Students
16
7
8
12
Employees
9
Student Respondents by
Age (n)
515
509
Undergraduate Students
Graduate
49
1
8
18-19
20-22
24
23-25
22
8
26-29
17
7
30 and over
Employee Respondents by
Age (n)
Faculty
96
Staff
82
Prof Staff/Admin
43
41
38
29
28
20
12 12
17
12 12
0
4
18-25
26-29
19
0 2
30-39
40-49
50-59
60-69
3
5
0
70 and
over
Respondents by
Racial/Ethnic Identity (n)1
White (non-Hispanic)
Latino(a)/Chicano(a)/Hispanic
African/African American
Other
Asian/Asian American
American Indian/Alaskan Native
West Indian/Caribbean
Middle Eastern
Pacific Islander/Hawaiian Native
1441
108
1Inclusive
70
51
44
of multi-racial and/or multi-ethnic
32
26
15
10
Respondents by
Racial/Ethnic Identity (n)
1441
239
People of Color
White People
Respondents by
Spiritual Affiliation (n)
536
249
155
121
96
87
86
50
47
1
8
8
74
61
40
8
6
4
3
20 13
l
I
t
t
t
h an ist
tic eis tis ha' his
an ker olic dv niv can NA tion her
ox opa ndu lam is
i
r
s
r
d
A /U
d
t
p
Is
ic but ilia
ua ath ay
ew the tho yte
t
Hi
O
no Ath Ba
Ba udd tho isc
i
J
Q
W
g
l
r
C
ff
b
D
A
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Lu Me
Un
Ep
O
n
h
ua o a
es
.
t
t
a
r
i
7
E
P
N
ir
m
Sp
Ro
Respondents
Spiritual Affiliation & Position (n)
666
Student
Faculty
Staff
Prof Staff/Admin
169
163
126
54
Christian
102
32
6
22
Other than Christian
24
20
No Affiliation
29
Respondents with Conditions that Substantially
Affect a Major Life Activity (n)
Physical
Cognitive/Emotional
166
46
11 13
St
af
f/A
dm
in
11 12
Pr
of
16
St
af
f
Fa
cu
lty
St
ud
en
t
13
&
A
pp
S
Sc cie
i & nc
So es
c
Sc
i
Un
de
cl
ar
d
Ac
ad
St
A
ud
ffa
en
i rs
tD
ev
el
op
m
Fi
en
na
t
nc
e
&
Co
A
m
dm
m
in
un
ity
R
Co
el
at
lle
io
ge
ns
Ad
va
nc
Re
em
se
ar
en
ch
t
Fo
un
da
tio
O
AS
n
or
So
dh
ex
o
Be
h
Student Respondents
by Department/Unit (n)
775
298
55
12
5
1
3
0
1
0
om
S
or
Fo
nc
So
d
n
11
he
xo
tio
t
ns
em
en
el
at
io
Ad
m
in
un
da
dv
a
ar
ch
A
R
&
t
irs
op
m
en
Af
fa
cl
ar
ed
8
O
A
es
e
ge
m
un
ity
nc
e
el
ca
d
nd
e
De
v
A
ie
n
c
S o es
c
Sc
i
Sc
i&
U
Sc
Ap
p
Fi
na
ol
le
R
C
C
&
en
t
eh
82
St
ud
B
Employee Respondents
by Department/Unit (n)
112
77
68
32
40
21
5
Student Residence
Table 3
Residence
%
n
71.7
835
19.7
229
Off campus – with partner or
spouse
5.2
60
Off campus – with
parent(s)/family/relative(s)
3.4
41
Residence hall
Off campus
Income Status by Position (n)
$19,999 or below
$20K - $39,999
$40K-$69,999
$70K - $99,999
$100K or above
554
155
138 138 130
56 57
1
Stud
ents
59
29
10
Staff
4 4
37
18
Facu
lty
5
39 54 42 40
Prof
Staf/
Adm
in
Citizenship Status by Position (n)
1112
US Born
US Naturalized
Immigrant
Refugee
International
182
182
31 9 10
2
Stud
ents
116
4 2 0 0
Staff
10 4 5
0
Facu
lty
42 0 0
Prof
Staf/
Adm
in
Relationship Status
by Position (n)
922
Single and/or dating
Partnered
Married
Separated
Divorced
Partner/spouse deceased
199
112
31
4
4
Stud
4
ents
23
14
112
92
15
2
Staff
4
24
10
39
3
7
Facu
0
lty
22
8
5
Prof
2
Staf/
A dm
in
Respondents Time at the College
by Position (n)
1 yr. or less
2-5 yrs.
6-10 yrs.
11-19 yrs.
20-29 yrs.
+ 30 yrs.
624
532
6
2
Student
0 1
127 111 97
68 37
51
Employee
Findings
Aggregate Findings
 85% of respondents are “very comfortable”
or “comfortable” with the climate at SUNY
Oneonta.
 83% of respondents are “very comfortable”
or “comfortable” with the climate in their
academic department/major, academic
division, or administrative division.
Aggregate Findings
 82% have not personally experienced any conduct that has
interfered with their ability to work or learn at SUNY
Oneonta.
 68% of respondents have not observed or personally been
made aware of any conduct that has interfered with their
ability to work or learn at SUNY Oneonta.
 72% of undergraduate students feel that the classroom climate
is welcoming for people from underrepresented groups.
 66% of employees feel that the workplace climate is
welcoming for people from underrepresented groups.
Challenges and
Opportunities
Personally Experienced Conduct that has
Interfered with Your Ability to Work/Learn
%
n
Yes
17.6
304
No
80.9
1401
Personally Experienced Offensive, Hostile,
or Intimidating Conduct
by Position (%)
25.1
26.1
19.1
14.5
Students (n=169)
Faculty (n=26)
Staff (n=43)
Prof Staff/Admin (n=49)
Personally Experienced Based on…(%)
Gender (n=107)
Campus status (n=79)
Race (n=71)
Other (n=60)
Age (n=58)
Physical Characteristics (n=56)
Ethnicity (n=52)
Sexual Orientation (n=34)
35
26
23
20
19
18
17
11
Personally Experienced Offensive, Hostile,
or Intimidating Conduct
by Race/Ethnicity (%)
People of Color (n=84)
Whites/Caucasians (n=220)
28%
16%
Personally Experienced Offensive, Hostile,
or Intimidating Conduct
by Spirituality (%)
17.1
Other than Christian
16.6
Christian
Personally Experienced Offensive, Hostile,
or Intimidating Conduct
by Gender (%)
Male (n=91)
Female (n=205)
18.1
17.5
Personally Experienced Offensive, Hostile,
or Intimidating Conduct
by Sexual Orientation (%)
51.9
42.1
21.2
Questioning (n=7)
Lesbian (n=14)
Bisexual (n=11)
Gay (n=8)
Heterosexual (n=28)
21.2
16.3
Form of Offensive, Hostile,
or Intimidating Conduct (%)
40 39
38
26
17 16
Derogatory remarks
Intimidated/bullied
Ignored or excluded
Stared at
Other
Isolated/left out of working groups
Written comments
Target of racial profiling
Feared for physical safety
Feared getting a poor grade
Anonymous phone calls
Singled out as "resident authority"
Assumed I was admitted/hired due to identity
Threatened with physical violence
Target of physical violence
Isolated or left out due to socioeconomic class
Grafitti
12 12 12
9
8
8
6
6
5
5
4
Source of Personal
Experiences of Conduct (%)
72.8
60.4
53.8
Student
Faculty
Staff
Prof Staff/Admin
36.7
30.8
26.9
20.1
27.8
23.3 24.5
23.1
22.4
11.6 12.2
0.5
Student is source
Staff is source
Faculty is source
4.7
Prof Staff/Admin is
source
Where did the
conduct occur?
 While working at a college job
(31%)
 In a residence hall or dining
hall (31%)
 In a class (24%)
 Walking on campus (20%)
 Public space on campus (18%)
 Meeting with a group (17%)
 Campus office (17%)
What did you do?






Told a friend (42%)
Felt embarrassed (44%)
Avoided the harasser (32%)
19% made a complaint to SUNY Oneonta official
19% did not know to whom they should report the incident
19% did not report the incident for fear of retaliation
Victim of Sexual Assault
by Gender Identity (n)
Female
Male
49
8
What did you do? (%)
Told a friend
Told my RA
Sought support from campus staff
Told a family member
Sought medical services
Contacted Campus police
Did nothing
Contacted Oneonta police
Sought support from Counseling Ctr
Other
Sought on-line information
Sought support from campus faculty
Sought support off campus
67
16 16
14 12 12
10
9
9
9
7
3
2
Sexual Assault
Offender by Position (%)
17
16
2
3
4
3
16
4
4
2
0
Student survivor (n=50)
1
2
0
1 1
0 0
1 1
Employee survivor (n=8)
Aquaintance
Co-worker
Staff member
Classmate
Current partner
Ex-partner
Someone unknown
Unidentifiable
Professor
Friend
Where Sexual Assault Occurred
 On campus (60%, n=35)
 Off campus (26%, n=15)
 Specific location (12%, n=7)
Observed Harassment
Observed
Yes
%
31.8
n
550
No
66.5
1151
Observed Harassment
by Race (%)
White (n=417)
People of Color (n=133)
29.7%
44.6%
Observed Harassment
by Spirituality (%)
Christian (n=285)
36.0%
Other than Christian (n=82)
29.8%
Observed Harassment
by Sexual Orientation (%)
64.3%
50%
47.4%
Questioning (n=13)
Lesbian (n=18)
Bisexual (n=20)
Gay (n=9)
Heterosexual (n=477)
38.5%
31.4%
Observed Harassment
by Gender (%)
34.7%
31.8 %
Male (n=149)
Female (n=394)
Form of Observation (%)
48
42
41
34 34
32
26
Racial/Ethnic profiling
Someone being stared at
Derogatory remarks
Graffitti
Written comments
Someone being ignored/excluded
Intimidated/bullied
Threats of physical violence
Assumption someone admitted/hired based on identity
Feared for safety
Singled out as resident authority
Phone calls
Isolated/left out due to identity
Physical violence
Unsolicited emails
Received poor grade due to hostile env't
17 17
15 13
12 12
9
7 6
Source of Observed Conduct (%)
88
62
56
54
44
35
26 26
23
13
26
20
11
1
Student is source
Student (n=352)
Faculty is source
Faculty (n=50)
Staff is source
Staff (n=39)
5
9
Prof Staff/Admin is source
Prof Staff/Admin (n=89)
Perceived Discriminatory
Practices
Hiring (16%, n=80)


Due to gender (35%)
Due to race (25%)
Firing (6%, n=29)
Promotion (14%, n=74)
 Due to gender (58%)
 Due to campus status (26%)
Percent “Not at All Familiar” with Campus
Units, Groups, Policies, etc. by Position
69
69 73
56
68
55
41
36
34
24 26 25
22
9
Affirm. Action
Student
19
13
6
Campus Diversity
Statement
6
4
Nondiscrim Policy
Faculty
16
Open-Minded Unity
Staff
Pres. Council on
Diversity
Prof Staff/Admin
Percent “Not at All Familiar” with Campus
Units, Groups, Policies, etc. by Race
61
60
50
60
60
49
29
44
43
42
33
Campus
Diversity
Statement
33
36
25
Open-Minded
Unity
HOLA
People of Color
Gender Sex.
Resource Ctr
Office of
Multicultural
Affairs
Stds of Color
Coalition
White People
Women's
Studies
Percent “Not at All Familiar” with Campus
Units, Groups, Policies, etc. by Gender
57
63
49
45
38
Open-Minded Unity
Office of Multicultural Affairs
Women
39
Women's Studies
Men
Percent “Not at All Familiar” with Campus
Units, Groups, Policies, etc. by Sexual
Orientation
61
59
61
48
43
42
31
Gender and
Sexuality Resource
Ctr
Open-Minded Unity
LGBQ
51
44
34
Women's Studies
Hillel
Heterosexual
HOLA
Percent Comfortable Being
Open About my Identity on Campus
People of Color
68
66
White People
61
LGBQ
51
Heterosexual
27
21
19
15
15
7
Often/Very Often
Sometimes
5
Rarely/Never
4
University Addresses Issues
of Race (%)
48
People of Color
White
40
27
25
21
18
10
4
Strongly agree
Agree
Uncertain
Disagree
6
1
Strongly
Disagree
University Addresses Issues
of Gender (%)
49
45
Female
26
22
Male
25
17
6
Strongly agree
Agree
Do not Agree
or Disagree
5
Disagree
2
3
Strongly
Disagree
Visible Leadership to Foster
Diversity from… (%)
Strongly agree
%
(n)
Agree
% (n)
Do not agree nor
disagree
% (n)
Disagree
%
(n)
Strongly
disagree
%
(n)
The President
19.5
337
31.3
541
37.5
649
6.1
105
2.8
49
My Vice President
13.3
230
25.1
435
47.5
823
6.7
116
3.4
59
My academic dean/unit
head
14.1
244
28.6
495
43.7
756
5.6
97
2.7
46
My department head/direct
supervisor
19.8
342
31.9
552
36.4
630
5.0
87
2.7
46
19.0
329
35.5
614
34.1
590
3.9
67
1.7
29
Student Government
11.1
193
32.6
565
45.2
782
4.2
72
2.0
34
College Senate
10.3
178
28.8
498
49.5
857
4.3
74
2.1
36
14.6
252
29.0
502
46.2
799
3.5
60
2.5
43
18.0
311
29.5
510
43.2
747
3.2
56
2.1
36
Faculty in my department
Affirmative Action
Office/Affirmative Action
Advisory Committee
President’s Council on
Diversity
Course Content
Inclusive of Difference (%)
60
56
52
61
60
52
15
Disagree
13
6
LGBQ
Agree
Heterosexual
5
Men
7
Women
5
People of
Color
White People
Welcoming Classroom Climate
(%)
Agree
77
73
72
Disagree
73
57
52
26
22
18
5
Students of
Color
9
White Students Female Students
8
Male Students
LGBQ Students
Heterosexual
Students
Welcoming Workplace
Climate (%)
Agree
78
72
68
65
Disagree
64
68
21
9
Employees of
Color
White
Employees
11
Female
Employees
11
Male Employees
11
LGBQ
Employees
10
Heterosexual
Employees
Questions….??
Other Ideas…..??
Next Steps…
Transformational Change
A change in the institution’s:
 Shape – how the institution
looks which allows it to
function effectively in the
dynamic world in which it
operates.
 Structure – the basic parts of
the institution that are
responsible for it’s character.
 Nature – values, beliefs ,
reward systems, ownership,
patterns, etc.
Institutional Prerequisites
1)
2)
3)
4)
5)
Commitment of top leaders
Written description of the changed institution
Conditions that foster positive change
Likelihood of a critical mass of support
Awareness of resistance and the need to honor it
1Adpated
from Beckhard (1992)
1
Institutional Prerequisites
6) A medium to long range perspective
7) Awareness of the need for education
8) The conviction that the change must be
undertaken
9) Willingness to use resources
10) Commitment to maintaining the flow of
information
Development of Strategic Plan
Areas for consideration
Access





Access/Retention
Research/Scholarship
Curriculum/Pedagogy
Inter-group/Intra-group
Relations
University
Policies/Service
© 2001, Rankin & Associates, Consulting
Retention
Research
University
Policies/Service
Curriculum
Pedagogy
Scholarship
Transformed
Campus
Culture
Intergroup &
Intragroup
Relations
Process Forward – 2006
 January 30-31, 2006
 Draft report shared with the SUNY Oneonta community
 March 1, 2006
 Final Report submitted inclusive of requested revisions
 March 2006  Development of Strategic Initiatives to address
challenges and opportunities
Development of Strategic Plan:
Areas for Consideration

Institutional Commitment


Research & Scholarship


Promoting and fostering an environment in which the
quality of life is affirming and strives for the emotional
safety of all students, faculty, and staff
Creating an academic environment that appreciates
and values cultural and social differences
Curriculum & Pedagogy

Developing a curriculum that guides students to think
critically about social justice issues and provides
faculty with the tools to teach inclusively with regard
to social justice issues
Development of Strategic Plan
Areas for Consideration

Recruitment & Retention of Historically
Underrepresented Students, Faculty, &
Staff

Inter-group & Intra-group Relations

Create an environment that recognizes and
celebrate cultural differences and socially
constructed differences (e.g., gender, race)
What thoughts do you have?
Additional
questions/comments
on results?
Thoughts on process?
Suggested actions?
Contact S. Rankin at sue@rankin-consulting.com
Last Thoughts
“Resistance begins with people confronting
pain, whether it’s theirs or somebody else’s,
and wanting to do something to change it”
--- bell hooks,“Yearning”