University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

University Climate

Overall Confidence

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. Between 2004 and 2006, there does appear to be a slight increase in overall confidence related to the direction the University is heading. This trend is also observed for confidence in the department's direction.

I Have Confidence in the Direction the University Is Heading

I Have Confidence in the Direction the University Is Heading

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I Have Confidence in the Direction the University Is Heading (by Campus)

I Have Confidence in the Direction the University Is Heading (by Campus)

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I Have Confidence in the Direction My Department Is Heading

I Have Confidence in the Direction My Department Is Heading

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I Have Confidence in the Direction My Department Is Heading (by Campus)

I Have Confidence in the Direction My Department Is Heading (by Campus)

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These graphs are based on responses to statements that assessed staff's awareness of their role in the University's mission, their clarity in what is expected of them at work, and their level of knowledge regarding the Strategic Positioning Process. 78% employees indicated that they are aware of how their job contributes to the mission of the University, at least to some extent, while 87% of employees have clarity regarding what is expected from them at work. About 82% of staff employees have some information regarding the Strategic Positioning Process that the University has embarked on, though a notable 18% are not adequately informed about this process.

I Know How My Job Contributes to the Mission of the University

I Know How My Job Contributes to the Mission of the University

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I Know What Is Expected of Me at Work

I Know What Is Expected of Me at Work

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Level of Knowledge about the Strategic Positioning Process and Its Ongoing Work

Level of Knowledge about the Strategic Positioning Process and Its Ongoing Work

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University Climate for Groups

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 (61%), people from different cultural customs (67%), people with different religious beliefs (61%), people with disabilities (64%), GLBT employees (67%), older employees (51%), women (69%) and men (70%). From 2004 to 2006, there were some increases in these percentages for all employee groups, except a slight decline for older workers. 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 parenthesis: people of color (9%), people from different cultural customs (7%), people with different religious beliefs (6%), people with disabilities (7%), GLBT employees (4%), older employees (11%), women (7%) and men (3%).

University Climate for Groups

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. Between the years 2004 and 2006, the university climate has remained fairly stable for each employee group.

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Direct Experiences of Discrimination, Harassment, and Hostility

These charts are based on responses to statements that assessed acts of discrimination, harassment, and hostility, and the source of, type of and reasons for these actions.

Most employees (83%) had not experienced any such incident, although about 17% of employees did experience some form of discrimination, harassment, or hostility. Those who reported experiencing such incidents indicated that supervisors (4.4%) or staff members within their unit (4.1%) were the mostly likely sources of these behaviors. Saying something bad about the individual (5.2%) or doing something to make the individual look bad (4.8%) were the most likely acts undertaken, although threats, curses, ethnic slurs, and obscene gestures were also likely to be carried out. Individuals reported that they believed that these acts were most likely to be undertaken due to their gender (3.8%) or age (2.6%).

In the Past 6 Months, Have You Been a Target of Discrimination, Harassment, or Hostility on Campus?

In the Past 6 Months, Have You Been a Target of Discrimination, Harassment, or Hostility on Campus?

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Who Was the Source of This Discrimination, Harassment, or Hostility?

Source Percentage
Supervisor in my unit 4.4
Staff member in unit 4.1
Employee not in unit 1.9
Other 1.5
Faculty member in unit 1.3
Student 0.9
Unknown 0.8
Someone outside UMN 0.7

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What Did They Do?

What Did They Do? Percentage
Said bad things about you 5.2
Other 5.1
Did something to make you look bad 4.8
Sabotaged your work 2.7
Lied to get you in trouble 2.2
Made an ethnic slur toward you 1.9
Made an obscene comment or gesture 1.8
Threatened you 1.6
Cursed at you 1.6

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What Do You Think This Discrimination, Harassment, or Hostility Was Due to?

Reason Percentage
Other 8.5
My gender 3.8
My age 2.6
My race/ethnicity 1.8
My sexual orientation 1.0
My cultural customs 0.5
My disability 0.5
My religion 0.5
My gender identity 0.2

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Workplace Misconduct

These charts are based on responses to statements that assessed workplace misconduct such as violation of law, workplace rules, or significant University policy.

A majority of employees (87%) indicated that they had not experienced or observed any significant misconduct such as a violation of law or workplace rules within their departments in the last year, 13% of employees did experience such problems.

Of the staff who reported these problems, 51% stated that they or someone else reported these problems to the University. About 34% of the problems were not reported. Of the employees who reported these problems, 21% indicated that the University took appropriate corrective actions, while the majority of 51% stated otherwise.

I have experienced or observed a significant misconduct (e.g., violation of law, workplace rules, or significant University policy) in my unit/department within the last twelve months.

I have experienced or observed a significant misconduct (e.g., violation of law, workplace rules, or significant University policy) in my unit/department within the last twelve months.

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If Yes, if the misconduct was not known by responsible University officials, did you or someone else report it to the University officials or the University's confidential reporting service?

If Yes, If the misconduct was not known by responsible University officials, did you or some lese report it to the University officials or the University?s confidential reporting service?

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If Yes, do you believe responsible University officials took appropriate corrective action?

If Yes, do you believe responsible University officials took appropriate corrective action?

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Resolution of Workplace Problems

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 (60%) reported that they knew where to seek help for resolving workplace problems, but 18% reported that they did not. 21% of staff indicated that they were not confident they would be protected from retaliation if they reported a suspected violation, 50% of staff reported that they were confident they would be protected. A majority of employees (60%) reported that the University leadership demonstrated integrity and ethical behavior, while 18% of employees indicated otherwise.

I know where to report violations of policy (such as the University's confidential reporting line)

I know where to report violations of policy (such as the University's confidential reporting line)

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I believe I would be protected from retaliation if I report a suspected violation

I believe I would be protected from retaliation if I report a suspected violation

University leadership demonstrates integrity and ethical behavior

University leadership demonstrates integrity and ethical behavior

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University of Minnesota Characteristics

A set of questions asked employees to respond to different characteristics of the University. This was designed to assess the perceived strengths and development areas for the University, and also serve as an indication of the University's culture. The results indicate that staff employees observe the University to be encouraging of research, innovation, high quality work, and teaching, among other dimensions. However, the University is reported to be lower on encouraging risk taking among employees, providing rewards and recognition for achievement, and promoting a sense of a common University community. This is consistent with 45% staff employees reporting that they most identify with their department or unit while 18% identified with the University. The main reasons why employees work at the University are its benefits (63%), the work tasks (58%), coworkers (57%), and the work environment (52%).

University of Minnesota Characteristics Mean
Encourages excellence in research 4.2
Encourages innovation 3.8
Encourages excellence in public outreach 3.7
Encourages high quality work 3.7
Encourages excellence in teaching 3.7
Encourages continuous improvement 3.7
Encourages mutual respect among all in the University community 3.7
Encourages high quality service 3.7
Operates with integrity and complies with ethical practices 3.7
Encourages collaboration and a team orientation 3.6
Promotes diversity of ideas, experiences, and people 3.5
Shows a willingness to adapt and change 3.4
Encourages individuals to be results oriented 3.3
Promotes a sense of a common University community 3.2
Provides rewards and recognition for achievement 3.0
Encourages risk taking among employees 2.7

Items are scored on a 1 (strongly disagree) to 5 (strongly agree) scale.

The Area with Which You Identify the Most

Area Percentage
My department or unit 44.7
University of Minnesota 18.4
My occupation 13.4
My college 8.3
My campus 6.2
My discipline 5.6
Other 3.4

What Is (Are) the Reason(s) You Work at the University of Minnesota?

Reason Percentage
Good benefits 63.1
Enjoy my work tasks 57.7
Enjoy working with my coworkers 56.5
Enjoy the work environment 51.5
Enjoy working for my supervisor 40.0
Enjoy living in this community 37.5
Believe in the U's mission 35.1
Job security 30.8
Feel loyalty to the U 28.2
Good pay 24.9
Lack of job alternatives 17.0
Other 11.4

Note: Multiple reasons were selected by each respondent