The breakdown of the 27% who have seriously considered leaving UC Davis in the past year are 17% of graduate students and 29% of post-docs/trainees. It is too bad they didn’t include a question to better sort out which were due to high tuition and which were due to other reasons or make a table with the minority breakdowns, which were included, but made more difficult to understand than the results of other questions. Not surprisingly, the percentages for minorities skewed higher. For the graduate student group, that means 19% of women, 19% of underrepresented minority, and 26% of LGBQ students seriously considered this. That’s about 1 in 5 or 1 in 4.
Here are some more pieces from the Campus Climate Survey findings:
Exclusionary, Intimidating, Offensive and/or Hostile Conduct
24% “believed that they had personally experienced exclusionary, intimidating, offensive and/or hostile conduct”.
“Underrepresented Minority respondents and Other People of Color respondents were less comfortable than White respondents and Multi-Minority respondents with the overall climate and the workplace climate. White respondents were more comfortable with the climate in their classes than other racial groups.”
“More than one-quarter of Underrepresented Minority respondents (26%), Jewish respondents (27%), and respondents with Multiple Religious/Spiritual Affiliations (30%) observed conduct or communications directed towards a person or group of people at UC Davis that created an exclusionary, intimidating, offensive and/or hostile working or learning environment within the past year”
“Genderqueer respondents (45%), transgender respondents (37%), LGBQ respondents (33%), and respondents with disabilities (33%) were more likely to have observed exclusionary conduct than were other groups”
The most common was derogatory remarks but also high on the list was being bullied, being isolated, being profiled or being told their success was due to their minority status. However, 4.3% received threats of physical violence and 4.2% experienced physical violence.
The breakdown of the perpetrators was all across the board, from administrators to supervisors to students.
Only 6% of these incidents got reported to campus officials — reasons for not reporting included not knowing how and not believing the complaint would be taken seriously. Some claimed they did report and their complaint was not taken seriously. As a reminder, you can now report at: http://studentaffairs.ucdavis.edu/reportit/ and through the UC system at: http://ucsystems.ethicspointvp.com/custom/ucs_ccc/default.asp
Regarding the findings in these sections, the report uses a cut-and-paste paragraph about not being out of line with other institutions based on one consultant’s reports (though Davis is on the negative side of the ranges given there). It’s as if the UC system does not see these numbers as an issue. It is amazing they don’t see how bad this in light of the fact of how many of those surveyed are coming from a place of privilege (for example, the majority of respondents are white and many other groups are small percentages). When asked about possible campus initiatives, some survey respondents noted that services and programs to promote diversity were underfunded and were having their funding cut.
36.4% of students agree with “I think faculty pre-judge my abilities based on perceived identity/background”
Post-docs / Graduate or Professional Students / Trainees / Staff / Faculty
Statements posed to post-docs/graduates/trainees/staff/faculty and the percent agreement:
- “I am reluctant to bring up issues that concern me for fear that it will affect my performance evaluation or tenure/merit/promotion decision” (26.9%)
- “My colleagues/co-workers expect me to represent “the point of view” of my identity (21.6% )
- “I have to work harder than I believe my colleagues/co-workers do in order to achieve the same recognition” (28.1%)
- “There are many unwritten rules concerning how one is expected to interact with colleagues in my work unit” (35.2%)
Not surprisingly, the stats were generally higher for minorities across several axes, so these summary numbers are lowered due to averaging with responses from privileged groups that made up the majority of respondents.
Staff / Faculty / Post-docs & Trainees
Only 49% of Muslim faculty, staff and post-doc/trainees felt the workplace climate was welcoming based on religious/spiritual affiliations.
18% of staff and 13% of faculty “believed they observed hiring practices at UC Davis (e.g., hiring supervisor bias, search committee bias, limited recruiting pool, lack of effort in diversifying recruiting pool) that they perceived to be unfair or unjust or would inhibit diversifying the community within the past year/hiring cycle” The summary for the section referred to this as “few” …so 1 in 6 is “few” for the UC system.
57% of faculty “believed tenure standards and advancement standards were equally applied to all UC Davis faculty.” and “Underrepresented Minority Faculty, Multi-Minority Faculty, women faculty, LGBQ faculty, and Faculty with disabilities were less likely to believe that tenure standards and advancement standards were equally applied to all UC Davis faculty.”