Diversity and Inclusion Master Plan

o Asians and URMs were less likely to encourage others to work at the College. • Relationship with supervisor. Overall, faculty, staff and administrators relationship with supervisors is quite positive. Supervisors are accessible (86%), respectful (85%), supportive (84%), liked and trusted (77%), receptive to feedback (74%), and provide timely feedback (65%). o Respondents self-identified as LGBTQ+ had higher supervisory satisfaction averages compared to those not self-identified as LGBTQ+

o Faculty reported lower total supervisory satisfaction averages compared to administrators

Areas in which faculty scored lower than other staff and administrators included: trusting supervisors, receiving timely feedback, supervisors ’ accessibility, and supervisor being receptive to feedback.

• Higher Administration. Higher administration is perceived as supportive by 56% of the respondents. o Respondents self-identified as LGBTQ+ had higher averages on perception of support received by higher administration compared to those who did not self- identified as LGBTQ+

Summary

The results from the Climate Survey indicate that the majority of all respondents have not experienced exclusionary behavior, report feeling like they are part of the college community, have a positive attitude towards their work, and have a constructive relationship with supervisors and higher administration. The findings also support the conclusion that SUNY Optometry faculty, staff, and administrators are to a large degree fulfilling the Purpose , Social and Community elements of the Gallup framework presented earlier. An area where improvement is indicated is in faculty relationships with supervisors; initiating programs to boost faculty morale may increase overall satisfaction with supervisors.

P age | 51