DIVERSITY SURVEY MCC Summary Results Created by: Diversity/Multicultural Awareness Committee. Survey Responders

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1 DIVERSITY SURVEY MCC Summary Results Created by: Diversity/Multicultural Awareness Committee Question: Select which classification you represent: Survey Responders Female Faculty 31.8% 62 Female Career 31.8% Male Adm. Support 5.6% Male Career 7.2% Male Faculty 14.4% Female Adm. Support 9.2% The Survey Responders chart separates the 195 employees that completed the Diversity Survey by classification and gender. How Do You Define Diversity? 59.3% 1.3% 3.0% 5.2% 19.0% 12.1% All of the above We are all diverse in one way or another Cultural or racial differences Gender differences Generational differences in perspectives ne of the above

2 The Diversity/Multicultural Awareness Committee (D-MAC) was so inspired by the responses received regarding defining diversity; we ve made it a part of our diversity statement. MCC s defines diversity as: The appreciation of varied talents, perspectives and identities that we have developed from our experiences. The unique characteristics, world views, expertise, and hopes contribute to the improvement and success of the entire community. A true appreciation of differences strengthens MCC by the enriched interactions and increases respect for all. Is a Diverse Campus Important to You? 90.1% % YES %: I enjoy working with and learning from those who have different perspectives - a variety of approaches and insights results in a better outcome. Diversity promotes flexibility with each other and opens minds to things that may not be familiar a diverse campus promotes tolerance and understanding It brings enrichment to the classroom that cannot be replicated A diverse campus adds to the flavor of education, that learning not only happens in a classroom but in the entire college environment we learn respect for our differences. When individuals of a diverse background are brought together it provides for a learning environment that teaches much more than just a curriculum...social awareness and exposure to those that are "different" is an important aspect of learning and growth as an individual. NO 9/9%: Diverse in Diverse Campus was interpreted as race - answered were geared towards faculty/staff mirroring student racial population, concern that hires should be based on qualifications only,

3 Do You Consider Yourself a Member of a Diverse Population? 90.1% % Out of the 90.1% that answered that they consider themselves a member of a diverse population, the below chart lists specifically the categories that were stated: Do You Consider Yourself a Member of a Diverse Population? By Categories Age 18.2% Gender 27.3% Race 16.7% Ethnicity 13.6% Disabled 7.6% All people are diverse 9.1% Beliefs or thinking 3.0% Gay or Lesbian 4.5%

4 Do You Feel Welcome on all MCC Campuses and Locations? 95.8% 4.2% YES 95.8%: Overall many employees commented that there is a welcoming sense from the MCC communities. NO 4.2%: Venice feeling left out and/or not considered when it comes to certain events t so welcome being gay among most faculty and feeling awkward being non-married in a small community Religious events that are overtly Christian There is an in crowd at MCC (lots of employees have known each other for a long time). Pecking order at MCC is stressed Career employees are looked upon as much lower in status than faculty and administrators. Handicap accessibility in doors and bathrooms throughout MCC and size of the speed bumps in Venice Do You Have Recruiting Suggestions? 62.0% 38.0% Recruiting Suggestions: Concern was articulated regarding hiring based on race or gender and not on the ability and/or qualifications. Utilize a diverse group to participate in the recruiting process including current diverse faculty/staff Start with commitment from leadership to diversify staff/faculty Recruiting Suggestions (continued):

5 Offer flex-time, mentoring, and/or intern programs Advertise in publications, professional groups, utilize professional conferences, recruit at Historically Black or heavily populated Hispanic Universities, attend job fairs, recruit at graduate schools for Faculty More outreach to public schools Set goals by department Recruit more men Offer childcare facilities, Focus groups with current minority faculty/staff Develop programs and classes that will attract a diverse population Build on existing sister city relationships to recruit and sponsor international student and/or create a faculty exchange More Spanish speaking staff Are You Interested in Attending Programs and or Events? 69.5% 30.5% YES 69.5%: We received positive feedback regarding the Multicultural Potluck event that was held last Fall 07. Below is the list of event ideas given by survey responses: Cultural music and dance-related events, partnering with the Family Heritage House, cultural parties/picnics, presentation/displays highlighting specific racial groups, faculty hosting events and inviting other faculty into classes, hearing students from different countries/cultures present about their experiences and acceptance at MCC, Diversity Day, Roundtable / Interactive discussions to explore biases & stereotypes, Black History, Women s History, Hispanic Heritage, offer lecturers on the variety of religious beliefs, artists, brown bag luncheons, generational differences, Sexual Orientation and Transgender sensitivity training, Poetry, Disability awareness, outdoor movie nights showing Gandhi, American History X or foreign films, volunteer events to benefit the community in which we live Habitat for Humanity. Concern was expressed that as much as the interest to attend planned events is present, being understaffed in the departments and/or heavy schedules may lack the availability to attend

6 Do You Believe the College Climate Supports the Written Mission Statement and Institutional Values Regarding Diversity? 89.1% 10.9% YES 89.1%: Some concerns were presented stating the Mission Statement and Institutional Values are not woven into the climate at MCC. Below are suggestions on how to reinforce these statements: Offer more opportunities to celebrate diversity and offer an avenue where employees can address concerns and converse about differences openly, more programs to support growth of Hispanic population, encourage faculty/staff to attend more college-sponsored events to increase appreciation of the cultural arts, institute an Integrity and Respect Committee, display/announce inspirational quotes from notable people (i.e. Dr. Martin Luther King or MCC graduates, or institute accountability. Support for EAP students, recruit more Hispanic speaking advisors and counselors, increase minority representation in leadership positions and on committees, and accessibility to technology we need to keep in mind some students do not have access to certain technology off-campus and may be putting this group of students in a less than ideal learning environment. NO 10.9%: Too much emphasis is on diversity we need to embrace academic excellence and innovation, qualified diverse candidates and students will follow. By making success rates an issue and by putting so much weight on student evaluation numbers the overall quality of courses might be affected. Instructors may start to lower expectations and difficulty levels to improve their numbers. This will impact the students because now learning and excellence will be impacted.

7 How Would You Rate MCC in its Support of Diversity? % Support 5.7% Below Average Support 53.6% 25.5% Average Support Above Average Support 14.6% Excellent Support Overall, most employees indicated that diversity is supported at MCC. We hope that in future surveys these statistics will increase positively.