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Campuses:
These graphs are based on responses to statements that assessed staff's confidence in the respective directions their departments and the University are heading.
Overall, staff reported fairly moderate confidence in the direction of their departments and the University. Staff at the Morris campus reported the lowest levels of confidence in the direction the University is heading.
I Have Confidence in the Direction my Department is Heading
I Have Confidence in the Direction the University is Heading
Employees responded to a set of questions that examined their perceptions of the climate for specific employee groups. The University climate was largely favorable for different employee groups. The University was considered to have a favorable or very favorable climate for people of color (56%), people from different cultural customs (64%), people with different religious beliefs (60%), people with disabilities (60%), GLBT employees (62%), older employees (55%), women (60%) and men (67%). For each category, a section of respondents frequently 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: people of color (10%), people from different cultural customs (7%), people with different religious beliefs (6%), people with disabilities (7%), GLBT employees (5%), older employees (15%), women (10%) 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 staff productivity, such as discrimination or unfair supervision, and the University response to such problems.
A majority of staff (68%) reported that they had not experienced a workplace problem, 32% reported that they had experienced workplace problems. Of those who experienced workplace problems, 57% reported these problems to the University. Of the staff who reported these problems, 39% felt that they received a fair response but 61% felt otherwise.
Have you ever experienced a workplace problem (e.g., discrimination, unfair supervision) that interfered with your productivty?
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, staff were asked about the University's mechanisms for dealing with such problems.
The majority of staff (72%) reported that they knew where to seek help for resolving workplace problems, but 13% reported that they did not. 26% of staff reported that they were not confident they would receive a fair response, 42% of staff reported that they were 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 regarding it.
Employee & Labor Relations
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