Strengths: Contributing to an inclusive CA/UA |
Athletics had CDSJ concerns incorporated in its mission statement
CA Other offices (EOD, OHR, OO) had mission statements integrating CDSJ |
Women were well represented in leadership positions
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75% of employees experienced positive quality of supervision
60% of employees felt that their supervisor does promote an inclusive work environment |
Nine out of ten employees felt supported and respected by their co-workers
Only 2.4% of employees experienced sexual harassment with no differences between men and women |
Areas of Needed Improvement: Detracting from an inclusive CA/UA |
CA mission statement and conflicting UA versions but none with CDSJ language
Four of seven units had no mission statement at all
When incorporated in mission statements, CDSJ language needed updating, e.g., “tolerance for diversity”, “ensure the highest caliber programs …while maintaining a commitment to diversity” |
Racial minorities were under-represented in University Advancement
Recruitment of minority staff was primarily done through advertising
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25% of employees experiencing negative quality of supervision were concentrated in a small number of units
A similar pattern exists for the 40% of employees who felt that their supervisor does not promote an inclusive work environment
Poor communications and weak leadership at all levels were viewed as larger problems with negative CDSJ impacts |
Classified staff, women, racial minorities, graduate employees and employees with disabilities reported a significantly more negative climate and unfair treatment
Rates of experiencing unfair treatment by job classification were highest for classified staff (28%) and graduate employees (33%) |
