The$UC$Berkeley$Campus$Climate$Survey:$$$ …...Today’sTopics Stay$Day$2015$ 2 • Welcome • Introductory$Ac;vity$on$Campus$Climate$ • Campus$Climate$Survey$and$Findings$ •

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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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


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


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)


Na;ve American/Alaska Na;ve (n = 80) White (n = 1,756) Asian (n = 2,453)


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


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


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

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3%

6%

6%

8%

12%

12%

14%

LGBQQO

Disability

Chicano/La;no

Pacific Islander


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



African American

Intersec4onal Iden44es are Marginalized Even Further


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



African American

Intersec4onal Iden44es are Marginalized Even Further


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



African American

Intersec;onal Iden;;es are Marginalized Even Further


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

Documents

The$UC$Berkeley$Campus$Climate$Survey:$$$ …...Today’sTopics Stay$Day$2015$ 2 • Welcome • Introductory$Ac;vity$on$Campus$Climate$ • Campus$Climate$Survey$and$Findings$ •