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These graphs are based on responses to statements that assessed faculty's confidence in the respective directions their departments and the University are heading.
Overall, faculty reported moderate confidence in the direction of their departments and the University. Faculty at the Morris campus reported slightly lower levels of confidence in the direction the University is heading and faculty at the Crookston campus reported slightly lower confidence in the direction their departments were heading.
I have confidence in the direction the University is heading
I have confidence in the direction my department is heading
Faculty responded to a set of questions that examined the climate for specific groups of employees at the University. Faculty perceived the University climate to be largely favorable for different employee groups. The University was considered to have a favorable or very favorable climate for people of color (35%), people from different cultural customs (46%), people with different religious beliefs (41%), people with disabilities (45%), GLBT employees (51%), older employees (42%), women (54%) and men (62%). For each category, a portion of respondents reported that they had no response or a neutral opinion as regards the University climate for these employee groups.
Despite these general positive or neutral perceptions, within each category some percentage of employees did report that the climate was unfavorable or very unfavorable for specific employee groups. These percentages for specific groups are indicated in parentheses for: people of color (20%), people from different cultural customs (16%), people with different religious beliefs (14%), people with disabilities (12%), GLBT employees (7%), older employees (11%), women (13%) and men (4%).
In addition to the overall ratings shown above, the pattern of results indicated that members of each group reported lower favorability for that group than non-group members. For example, women reported that the University climate for women was less favorable than men reported the University climate for women.
These charts are based on responses to statements that assessed workplace problems that impeded faculty productivity, such as discrimination or unfair supervision, and the University response to such problems.
A majority of faculty (71%) reported that they had not experienced a workplace problem, 29% reported that they had experienced workplace problems. Of those who experienced workplace problems, 51% reported these problems to the University. Of the faculty who reported these problems, 44% felt that they received a fair response.
Have you ever experienced a workplace problem (e.g., discrimination, unfair supervision) that interfered with your productivity?
If Yes, did you report the problem within the University?
If Yes, did you receive a fair response with respect to the problem?
In addition to questions about specific workplace problems, faculty were asked about the University's mechanisms for dealing with such problems.The majority of faculty (61%) reported that they knew where to seek help for resolving workplace problems but 15% reported that they did not. 45% of faculty reported that they were confident they would receive a fair response, 23% of faculty reported that they were not confident they would receive a fair response.
I know where to go within the University to get help resolving a workplace problem.
I have confidence that if I report a workplace problem, I will receive a fair response.