Diversity and Inclusion Master Plan

o Although results were positive for perception of bias, with all groups scoring on average above a 3 on a 4 point scale, females, URMs, and religions (excluding Christian and Jewish) reported more perceived bias.

Comments by respondents in regards to bias: pay disparities between males and females, certain religions being given preferential treatment over others, Hispanics being given preference in the hiring process, and preference given to younger doctors.

Belonging, Concern about Welfare, Respect, Fairness:

• Belonging and camaraderie are apparent based on the results of the survey. Eighty one percent reported that they feel being “part of the College” community; A s far as relationships with peers is concerned, 89% reported that their peers are concerned about their welfare; 95% reported that they feel respected; and 95% feel that they are treated fairly. Faculty and staff feelings about higher administration concerns for welfare (66%), respect (67%) and fairness (77%) are also above average. o Overall perception of respect, fairness, concern for welfare and belonging were associated with race/ethnicity. URMS responded less favorably regarding perception of relations with peers and higher administration. o Overall perception of respect, fairness, concern for welfare and belonging were higher for those self-identified as LGTBQ+ than for those not self-identified as LGBTQ+ . Work Satisfaction measures 1) employees’ general attitudes towards work, 2) quality of relationship with supervisors, and 3) quality of relationship with Higher Administration. An overall work satisfaction score was created by computing the average of all items on the work satisfaction portion of the climate survey. • General attitude towards work. The Climate Survey shows that faculty, staff, and administrators as a whole enjoy their work (89%), use their talents and abilities at work (87%), feel that they are kept up to date on what is happening at the College (72%), and a high percentage believe in the work we do at the College (94%). There are some specific questions that are less positive that stand out, such as feeling free to express thoughts and feeling without fear of retaliation (53%), the ability to develop their career within the College (53%), and encourage someone else to work at the College (57%). Work Satisfaction

o Respondents that self-identified as LGBTQ+ had higher total work satisfaction averages compared to those not self-identified as LGBTQ+ o Females and URMs felt they had lower chances of developing their careers at the College compared to other groups.

P age | 50