Surveys

Inclusion Diversity Equity and Access (IDEA) Survey Results Summary

In 2019, NIU conducted a survey of all employees and enrolled students to examine perceptions and personal experiences at and within NIU regarding inclusion, diversity, equity and access.

  • Online survey (April 1, 2019 –May 7, 2019)
  • Survey was administered to all NIU employees and students (individuals provided primary role and then were directed to appropriate questions)
  • Paper version of the survey was available for employees who do not readily have access to a computer at work
  • Anonymous, open link survey
    • Announcements were sent via NIU email
    • Reminder emails were sent on a weekly basis
    • Tables promoting the survey were held at different locations throughout campus
  • Respondents offered an incentive (opportunity to enter a drawing for 100 Huskie Bucks prizes valued at $25 each)
    • Contact information for the drawing was collected via a separate link at the end of the survey to maintain anonymity
    • 20 winners were randomly selected each week

Response and Completion Rates

  • The response rate for the survey was 7.8%.
    • 666 employees completed the survey, yielding a response rate for employees of 14.7%.
    • 910 students completed the survey, yielding a response rate for students of 5.8%.
  • The completion rate for the survey was 57.2%.
    • The completion rate for the employees was 60.4%. 1,103 employees initiated the survey and 666 completed the survey.
    • The completion rate for the students was 55.0%. 1,654 students initiated the survey and 910 completed the survey.

Demographics of Respondents

  • The student survey respondents were not representative of the NIU's student population on several demographic characteristics.
    • Male students were underrepresented among the survey respondents (10.7 percentage points lower than in population). Note that this calculation includes only those who selected male/female to be consistent with what NIU reports in the Student Profile.
    • Underrepresentation of Black/African American students among survey respondents (5.8 percentage points lower than in population)
    • Overrepresentation of Asian/Pacific Islander students among survey respondents (5.3 percentage points higher than in population)
    • Students at satellite campuses were underrepresented among survey respondents (5.0 percentage points lower than in population)
  • The employee survey respondents were comparable to the NIU's employee population on several demographic characteristics.
    • Male employees were underrepresented among the survey respondents (16.3 percentage points lower than in population). Note that this calculation includes only those who selected male/female to be consistent with what NIU reports in the Employee Profile.
    • Faculty were underrepresented among the survey respondents (5.0 percentage points lower than in population).
    • Civil service employees were overrepresented among the survey respondents (18.0 percentage points higher than in population).
    • SPS employees are overrepresented among the survey respondents (11.4 percentage points higher than in population).
    • Part-time employees were underrepresented among the survey respondents (28.1 percentage points lower than in population. Note that GAs and TAs mostly likely indicated in the survey they were students rather than employees.

Survey Limitations

  • A low response rate was obtained for both students and employees.
  • A significant number of individuals who initiated the survey did not complete it.
  • The survey respondents were not representative of the population of NIU students and employees on several key demographic variables.
  • Since the experience or observation of an exclusionary behavior or event is self-reported data it contains several potential sources of bias selective memory (remembering or not remembering experiences or events that occurred at some point in the past).
  • A limitation of the survey was possible participants’ inability to access the technology needed to complete the survey or employees not having the time to complete during work hours.

Recommendations for Future Surveys

  • Ensure survey does not exceed 10 minutes to enhance completion rate
  • Create a marketing plan to enhance participation by employees and students
  • Recruit ambassadors to market the message of opinions are valued
  • Offer in-person opportunities with snacks to complete the survey
  • Consider collecting qualitative information using convenience sampling
  • Reword questions regarding feeling welcomed in DeKalb
  • Add a question regarding “belonging”

Next Steps and Proposed Actions

  • Listen and gather feedback: Host a series of IDEA Survey listening tours focused on sharing the results of the survey and soliciting feedback
  • Communicate: Post a summary of the results on the ADEI website following the IDEA survey listening tours
  • Draft action plan to address strengths and growth areas: A plan will be drafted that incorporates the survey results and Listening Tour responses to maintain areas of strengths, and to enhance areas of growth
  • Launch action plan: Engage the necessary campus partners to launch the action plan
  • Administer the IDEA Survey: Administer the second IDEA survey

IDEA Summary of Key Results

Perception of NIU’s Campus Climate

  • Most students feel welcomed at NIU (87.0%), in their college or department (91.0%), and in their classes (90.5%).
    • LGBQ+ students feel less welcomed than heterosexual students in their college or department (LGBQ+ students, 86.9%; heterosexual students, 92.0%) and in their classes (LGBQ+ students, 85.5%; heterosexual students, 91.3%).
    • First generation students (86.6%) feel less welcomed than non-first-generation students (92.8%) in their college or department.
  • The majority (84.6%) of students feel included at NIU.
    • Students with a disability feel less included (77.3%) than students with no disability (85.6%).
  • More than four-fifths (85.1%) of students feel they are treated fairly and equitably at NIU.
    • First-generation students (81.2%) are less likely than non-first-generation students (86.7%) to feel they are treated fairly and equitably at NIU.
    • Black/African American (74.0%) students and students of other race/ethnicities or multiple races (69.0%) are less likely than White/Caucasian (87.5%) students, Hispanic/Latinx (87.0%) students, and Asian/Pacific Islander (88.5%) students to feel they are treated fairly and equitably at NIU.
    • Students with a disability (75.9%) are less likely than students with no disability (86.6%) to feel they are treated fairly and equitably at NIU.

Perception of NIU’s Commitment to Diversity, Equity, Inclusion and Access (DEIA)

  • The majority of students believe NIU is committed to DEIA:
    • NIU has a commitment to DEIA (84.8%)
    • Opportunities for students to discuss (80.9%)
    • Administrators speak/write about it (75.7%)
    • Infused in the curriculum (74.0%)
    • Faculty (73.6%) and staff (74.0%) are racially and ethnically diverse

Awareness of Available Diversity, Equity, Inclusion and Access Support at NIU

  • Most students (72.7%) are aware of available resources and used at least one type of DEIA resource or training
  • The majority of students (50.1%) know how to submit a Bias Incident Report. However, 44.9% of students do not understand what happens after a report is submitted.

Exclusionary Events and Behaviors (Personal and Observed) at NIU

Exclusionary events or behaviors are the result of personally experiencing exclusion or observing experiences of others feeling excluded. These are defined as exclusionary, intimidating, offensive, hostile, or harassing behaviors or events at NIU during the 2018-2019 academic year.

  • Approximately one-fifth of students (19.6%) had at least one personal experience with an exclusionary, intimidating, offensive, hostile, or harassing incident at NIU during the 2018-2019 academic year.
  • Students more likely to report personally experiencing at least one exclusionary behavior or event at NIU include:
  • Those reporting a gender identity other than man or women (41.7%)
  • Women students (21.4%)
  • LGBQ+ students (32.5%)
  • Students of other or multiple races (34.9%)
  • Non-international students (20.3)
  • Those of other or multiple faiths and agnostic, atheist, or not religious students (23.6%)
  • Students with a disability (37.4%)
  • First-generation students (26.1%)
  • The most common types of behaviors or events experienced include:
  • Opinions or comments not respected (44.9% of experiences)
  • Unfair or inequitable treatment (37.7% of experiences)
  • A derogatory remark or gesture (35.3% of experiences)
  • The most common basis for behavior or event was race or ethnicity (34.8% of experiences) and gender identity (28.0% of experiences).
  • Approximately one-fifth of students (21.8%) had observed at least one exclusionary, intimidating, offensive, hostile, or harassing incident at NIU during the 2018-2019 academic year.
  • The majority (85.4%) of the observed exclusionary, intimidating, offensive, hostile, or harassing incidents were directed towards an NIU student.
  • The most common types of behaviors or events observed include:
  • Individual’s opinions or comments were not respected (56.6% of incidents)
  • Someone made a derogatory remark or gesture (42.9% of incidents)
  • Individual was deliberately ignored or excluded (37.3% of incidents)
  • The most common basis for behavior or event was race or ethnicity (50.0% of incidents), gender identity (30.7% of incidents), and sexual orientation (26.4% of incidents).

Impact of Exclusionary Events on the Perception of NIU 

  • Students who personally experienced or observed an exclusionary, intimidating, offensive, hostile, or harassing behavior (75.6%) are less likely than students who did not (91.9%) to feel welcomed at NIU.
  • Students who experienced or observed an exclusionary event or behavior (76.1%) are less likely than students who did not (88.3%) to feel included at NIU.
  • Students who personally experienced or observed an exclusionary, intimidating, offensive, hostile, or harassing event or behavior are less likely than students who did not to recommend NIU (67.9%, students who experienced or observed an exclusionary event or behavior, 84.5%, students who did not experience or observe an exclusionary event or behavior).

Perception of NIU’s Campus Climate

  • Most employees feel welcomed at NIU (86.8%), in their college, work unit, or department (88.0%), and in their classes (96.8%). Note that only those employees who teach were asked if the climate in their classes is welcoming.
    • Faculty (82.1%) and civil service/operating staff (83.8%) are less likely than other employee classifications (95.1%) to feel the climate at NIU is welcoming.
    • Union members (80.7%) are less likely than non-union members (93.8%) to believe the climate at NIU is welcoming.
    • Those employed at NIU 5-10 years (82.1%) and those employed at NIU more than 20 years (78.9%) are less likely than other employees (91.3%) to think the climate at NIU is welcoming.
    • Employees with less than a bachelor’s degree (82.1%) and employees with a bachelor’s degree or some graduate study (82.9%) are less likely than other employees (90.8%) to indicate the climate at NIU is welcoming.
    • Faculty (82.5%) and civil service/operating staff (86.1%) are less likely than other employee classifications (94.2%) to feel the climate in their college, work unit, or department is welcoming.
    • Union members (85.5%) are less likely than non-union members (91.3%) to indicate the climate in their college, work unit, or department is welcoming.
    • Those employed at NIU 5-10 years (84.0%) and those employed at NIU more than 20 years (82.6%) are less likely than other employees (91.1%) to believe the climate in their college, work unit, or department is welcoming.
    • Employees who are full-time (87.4%) are less likely than employees who are part-time (97.9%) to think their college, work unit, or department is welcoming.
  • The majority (80.3%) of employees feel included at NIU.
    • Faculty (76.2%) and civil service/operating staff (77.5%) are less likely than other employees (87.6%) to feel included at NIU.
    • Union members (77.9%) are less likely than non-union members (86.2%) to feel included at NIU.
    • Black/African American (66.7%) and other/multiple race employees (54.8%) are less likely than White (83.7%), Hispanic/Latinx (82.8%), and Asian/Pacific Islander (88.5%) employees to feel included at NIU.
    • Employees with less than a bachelor’s degree (71.1%) are less likely than employees with a bachelor’s degree or higher (82.7%) to feel included at NIU.
    • Employees with a disability (72.1%) are less likely than employees with no disability (82.6%) to feel included at NIU.
  • Almost two-thirds (65.7%) of employees feel they are treated fairly and equitably at NIU.
    • Faculty (61.2%) and civil service/operating staff (62.3%) are less likely than other employees (75.2%) to feel they are treated fairly and equitable at NIU.
    • The percentage of employees who feel they are treated fairly and equitable at NIU decreases with increasing years of employment until 5-10 years and then stabilizes (84.7%, less than 1 year; 71.5%, 1-4 years; 62.3%, 5-10 years; 59.0%, 11-15 years; 62.1%, 16-20 years; 65.5%, greater than 20 years).
  • Black/African American (50.0%) and other/multiple race employees (46.7%) are less likely than White (69.4%), Hispanic/Latinx (65.5%), and Asian/Pacific Islander (88.0%) employees to feel they are treated fairly and equitably at NIU.
  • Employees with less than a bachelor’s degree (54.5%) are less likely than employees with a bachelor’s degree or higher (69.1%) to feel they are treated fairly and equitably at NIU.
  • Employees with a disability (54.4%) are less likely than employees with no disability (68.5%) to feel they are treated fairly and equitably at NIU. 

Perception of NIU’s Workplace Environment

  • The majority of employees think NIU’s workplace environment is equitable to the specific groups of people asked about in the survey.
    • Black/African American employees (51.7%) are less likely than White (91.8%), Hispanic/Latinx (70.4%), Asian/Pacific Islander (75.0%), and other/multiple race (80.8%) employees to think NIU’s workplace environment is equitable to people of different race/ethnicities.
    • Employees not born in the U.S. (82.7%) are less likely than employees born in the U.S. (92.0%) to indicate NIU’s workplace environment is equitable to people from different countries.
    • Women employees (80.2%) are less likely than men employees (92.1%) to think NIU’s workplace environment is equitable to women and men employees (86.8%) are less likely than women employees (97.9%) to think NIU’s workplace environment is equitable to men.
    • Employees with a disability (68.9%) are less likely than employees with no disability (85.0%) to think NIU’s workplace environment is equitable to people with physical and/or visible impairments/disabilities.
    • Employees with conservative political views (55.7%) are less likely than employees with liberal political views (86.9%) and moderate political views (73.3%) to think NIU’s workplace environment is equitable to people who are politically conservative.

Perception of NIU’s Commitment to Diversity, Equity, Inclusion and Access (DEIA)

  • Most employees believe NIU is committed to diverse representation and hiring policies:
    • Administrators speak/write about it (83.8%)
    • NIU has a commitment to DEIA (81.5%)
    • Infused in the curriculum (76.1%)
    • Opportunities for employees to discuss (69.3%)
    • Faculty (59.8%) and staff (63.0%) are racially and ethnically diverse
    • Retention (56.9%) and hiring (71.6%) practices focused on diversity

Awareness of Available Diversity, Equity, Inclusion and Access Support at NIU

  • Most employees (77.0%) are aware of available resources and used at least one type of DEIA resource or training
  • The majority of employees (72.7%) know how to submit a Bias Incident Report.

Exclusionary Events and Behaviors (Personal and Observed) at NIU

Exclusionary events or behaviors are the result of personally experiencing exclusion or observing experiences of others feeling excluded. These are defined as exclusionary, intimidating, offensive, hostile, or harassing behaviors or events at NIU during the 2018-2019 academic year.

  • More than one-fourth of employees (27.6%) had at least one personal experience with an exclusionary, intimidating, offensive, hostile, or harassing incident at NIU during the 2018-2019 academic year.
  • Employees more likely to report personally experiencing at least one exclusionary behavior or event at NIU include:
  • Black/African American employees (46.7%) and employees who are more than one race (40.6%)
  • Transgender, genderqueer, and gender non-binary employees (6 of the 9 who completed the survey)
  • Employees with a disability (38.2%)
  • Employees with less than a bachelor’s degree (38.2%)
  • The most common types of behaviors or events experienced include:
  • Deliberately ignored or excluded (46.2% of experiences)
  • Unintentional, biased, or prejudiced comment or action (33.9%)
  • Bullied or intimidated (33.5%)
  • Derogatory remark or gesture (29.1%)
  • The most common basis for behavior or event was academic rank or position type (32.3% of experiences), gender identity (29.1%), age (25.1%), and race or ethnicity (19.1%).
  • More than one-fourth of employees (26.7%) had observed at least one exclusionary, intimidating, offensive, hostile, or harassing incident at NIU during the 2018-2019 academic year.
  • The majority (73.0%) of the observed exclusionary, intimidating, offensive, hostile, or harassing incidents were directed towards an NIU employee.
  • The most common types of behaviors or events observed include:
  • Someone made a derogatory remark or gesture (38.5% of incidents)
  • Individual was deliberately ignored or excluded (37.0% of incidents)
  • Individual was bullied or intimidated (36.0% of incidents)
  • Individual experienced an unintentional, biased, or prejudiced comment or action (28.0% of incidents)
  • The most common basis for behavior or event was race or ethnicity (33.5% of incidents), gender identity (29.0% of incidents), and academic rank or position type (26.5% of incidents).

Impact of Exclusionary Events on the Perception of NIU 

  • Employees who personally experienced or observed an exclusionary, intimidating, offensive, hostile, or harassing behavior (73.4%) are less likely than employees who did not (95.3%) to feel welcomed at NIU.
  • Employees who experienced or observed an exclusionary event or behavior (64.8%) are less likely than employees who did not (89.9%) to feel included at NIU.
  • Employees who personally experienced or observed an exclusionary, intimidating, offensive, hostile, or harassing event or behavior are less likely than employees who did not to recommend NIU to prospective employees (52.3%, employees who experienced or observed an exclusionary event or behavior, 78.8%, employees who did not experience or observe an exclusionary event or behavior).
  • Employees who personally experienced or observed an exclusionary, intimidating, offensive, hostile, or harassing event or behavior are less likely than employees who did not to recommend NIU to prospective students (74.9%, employees who experienced or observed an exclusionary event or behavior, 89.1%, employees who did not experience or observe an exclusionary event or behavior).

Sexual Harassment Assault And Relationship Experiences (SHARE) Survey

In 2018, NIU conducted a survey of all enrolled students to examine stalking, dating violence and sexual violence on campus. This survey was a follow-up to a similar survey conducted in 2016 called the Campus Experiences Survey. The SHARE survey will be conducted every two years.

  • The questionnaire used was similar to the one administered in 2016.
  • The survey began on March 26, 2018 and closed on May 9, 2018.
  • An open link to the survey was made available to all NIU undergraduate and graduate students.
  • Announcements about the survey were sent to students via email.
  • Reminder emails were sent on a weekly basis.
  • Tables promoting the survey were held at different locations throughout campus weekly.
  • Survey responses were anonymous.
  • Students were offered the opportunity to enter a drawing for fifty $50 Huskie Bucks prizes.
  • Students contact information was collected via a separate link at the end of the survey to ensure confidentiality.

  • 1,505 students initiated the survey and 911 (58.1 percent of initiators) completed the entire survey. The number of students who completed the survey noticeable improved from 2016 when 565 students (40.6 percent of initiators) completed the entire survey.
  • We received about one-half of the responses needed to generate reliable prevalence estimates.
  • Distribution of students by year of school was better than that obtained in 2016.
  • The respondents were not representative of the NIU's student population on several demographic characteristics. Males, graduate students and students at satellite campuses were underrepresented.

  • Overall, many students believed that NIU would respond to reports of victimization in a supportive manner.
  • Percentage of students that indicate NIU would take action to address factors that may have led to sexual misconduct increased from 58.5 percent in 2016 to 67.8 percent in 2018.
  • Victims of sexual misconduct (stalking, dating violence, sexual violence) are most likely to be women or from the LGBQ community.
  • Students who chose to tell someone tell a close friend (not a roommate).
  • The methodology used for future surveys needs to be revised.
  • Response to the survey increased from 2016, but not enough to get reliable prevalence rates.
  • Need to increase the response from men and students from underserved communities.
  • Need to include more inclusive language to ensure trans spectrum students are represented.

Response to the SHARE Survey Findings

  • Continue to provide campus education and resources regarding sexual misconduct (stalking, dating violence, sexual violence).
  • Ensure we provide resources and support for women and LGBTQ+ students.
  • More closely focus education and resources on students to ensure they can provide support to close friends.
  • Utilize the Violence Prevention Grant to provide the necessary resources, educational programs and support for underserved and marginalized communities.
  • In spring 2019, engage NIU stakeholders who interface with students and student policies in campus workshops facilitated by Howard Brown Health (HBH) staff. HBH uses an LGBTQ+ victim-centered approach that will provide a more inclusive focus and also benefits non-LGBTQ+ victims.
  • The Student Conduct Advisory Board completed a comprehensive review of Student Conduct policies in November 2018. They provided recommended strategies to: foster healthy and safe behavior; engage our community in positive change (with special attention to student organizations); and develop a set of alternative sanctions based in the practices of restorative justice.
  • Provide education, policies and procedures to enhance victims perception of NIU's supportive response to reported incidents of sexual misconduct.

Recommendations for Future SHARE Surveys

  • Capture larger response rates from: men, students of color, non-DeKalb campuses, Greek community, all students.
  • Provide separate categories for Transgender and non-conforming identities from LGBQ participants.
  • Reduce the length of the survey to a 15-20 minute survey.
  • Offer incentives (Huskie Buck cards) throughout the survey on a weekly basis.
  • Initiate survey in early March and close at the end of April.

2018 SHARE Survey Results Summary

Information About Sexual Misconduct Received From NIU

  • The majority (84.6 percent) of students report they have received at least one type of written or verbal information about sexual misconduct from NIU.
  • Significant increases are seen since 2016 in the percentage of students who indicate they have received information from NIU.

Information Received from NIU by Students

2018 2016
Title protections against sexual misconduct 86.6% 30.9%
How to report an incident of sexual misconduct 54.7% 30.9%
Where to go to get help is someone they know experiences sexual misconduct 52.3% 40.6%

Prevalence of victimization at NIU has not changed significantly since 2016.

2018 2016
Stalking 29.3% 30.3%
Dating violence 18% 19.6%
Sexual violence 24.1% 25%

Women students are more likely to have experienced victimization.

Women Men
Stalking 34.3% 16.2%
Dating violence 21.9% 7.4%
Sexual violence 29.7% 10.8%

LGBQ students are more likely to have experienced victimization.

LGBQ Students Heterosexual Students
Stalking 41.8% 26.5%
Dating 28% 15.9%
Sexual 32.7% 22.2%

Most students did not tell an NIU representative about the incident. There has been no statistically significant change in the percentages for dating violence and sexual violence victims who told an NIU representative since 2016.

  • Three percent of stalking victims told an NIU representative, a 12.4 percent increase from 2016.
  • In 2018, 18.7 percent of dating violence victims told an NIU representative and in 2016 13.1 percent of dating violence victims told an NIU representative.
  • In 2018, 14.2 percent of sexual violence victims told an NIU representative and in 2016 seven percent of sexual violence victims told an NIU representative.

Prevalence of victimization at NIU is 38 percent (adjusted to NIU population by gender) or about 6,856 students affected. This percentage is comparable to the 42.9 percent obtained in 2016.

  • Victims are more likely to report fair or poor health and less likely to indicate they feel safe on campus. They would recommend NIU to others and would select NIU again if they had a chance to choose again.
    • I would rate my health overall as fair or poor (22.8 percent, victims; 15.2 percent non-victims).
    • I feel safe on campus at NIU (45.1 percent victims agree; 60.5 percent non-victims agree).
    • I would recommend NIU to others (67.4 percent victims agree; 77.1 percent non-victims agree).
    • If I had to do it again, I would still attend NIU (61.3 percent victims agree; 72.3 percent non-victims agree).
  • Victims are more academically disengaged.
    • Victims (51.5 percent) are more likely than non-victims (36.9 percent) to have missed class.
    • Victims (40.4 percent) are more likely than non-victims (29.7 percent) to have been late for class.
    • Victims (21.4 percent) are more likely than non-victims (9.4 percent) to have made excuses to get out of class.
    • Victims (29.7 percent) are more likely than non-victims (22.4 percent) to have done poor work.
    • Victims (24.7 percent) are more likely than non-victims (15.5 percent) to have thought about dropping a class.
    • Victims (25.7 percent) are more likely than non-victims (13 percent) to have thought about quitting school.

  • Overall, the majority of students believed that NIU would respond to reports of victimization in a supportive manner.
  • The percentage of students that indicate NIU would respond to reports of victimization in a supportive manner increased significantly from 2016.
    • NIU would take the report seriously (78.1 percent agree, 2018; 73.4 percent agree, 2016).
    • NIU would maintain the privacy of the person making the report (82.2 percent agree, 2018; 78.8 percent agree, 2016).
    • NIU would take steps to protect the safety of the person making the report (76.5 percent agree, 2018; 69.8% agree, 2016).
    • NIU would support the person making the report (76.4 percent agree, 2018; 70.5 percent agree, 2016).
    • NIU would take action to address the factors that may have led to the sexual misconduct (69.7 percent agree, 2018; 58.9 percent agree, 2016).
    • NIU would handle the report fairly (71.0 percent, 2018; 64.0 percent, 2016).
  • Victims were less likely to perceive that they would receive a supportive response from the university if someone made a report.
    • Victims (70.7 percent) are less likely than non-victims (83.6 percent) to agree that NIU would take the report seriously.
    • Victims (77.3 percent) are less likely than non-victims (86 percent) to agree that NIU would maintain the privacy of the person making the report.
    • Victims (68 percent) are less likely than non-victims (83.1 percent) to agree that NIU would take steps to protect the safety of the person making the report.
    • Victims (70.5 percent) are less likely than non-victims (80.9 percent) to agree that NIU would support the person making the report.
    • Victims (62.8 percent) are less likely than non-victims (75 percent) to agree that NIU would take action to address the factors that may have led to the sexual misconduct.
    • Victims (64.4 percent) are less likely than non-victims (76.1 percent) to agree that NIU would handle the report fairly.

Contact Us

Academic Diversity, Equity and Inclusion
Health Services 408
DeKalb, IL 60115

815-753-8399
equity@niu.edu

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