Diversity and Inclusion Master Plan

Table 12. Personally Experienced Exclusionary Behavior at the College in past 2 years

Frequency

Percent

No

109

90.8%

Yes

11

9.2%

Total

120

The percentage of observed exclusionary behavior is also encouraging, with 82.9% not having observed this type of behavior at the College (Table 24). However, observing exclusionary behavior at the College (17.1%) was considerably higher than experienced exclusionary behavior (9.2%). This could be because those who reported observing exclusionary behavior were more sensitive to the behavior than the target of the behavior, or those who were targeted against did not participate on this survey.

Table 13. Personally Observed Exclusionary Behavior at the College in past 2 years

Frequency

Percent

No

102

82.9%

Yes

21

17.1%

Total

123

Exclusionary behavior was further analyzed by Gender, Age, Race, LGBTQ+, Religion, and position.

Gender: Females reported experiencing more exclusionary behavior than males (13.3% vs. 2.3 %, p<.05)

Race 19 : Race was related to experiencing exclusionary behavior. URMs reported more exclusionary behavior than non- minorities (0% White, 17.5% URM, and 10% Asian, χ 2(2)= 9.99,p <.00). Unfortunately, due to the design of the survey, it is difficult to establish if this type of behavior was experienced across departments or in specific units. On the written comments, employees reported the following exclusionary behaviors: employees overlooked by promotions, issues with co-workers, lack of consideration for personal dress-choice. (It is important to keep in mind that this type of experience was reported by less than 10% of survey respondents) Perceptions of experiencing exclusionary behavior were not associated with age, religion, LGBTQ+, and position.

19 Race “Others” were excluded from analysi s due to low sample size

P age | 77