University of Wisconsin-Stevens Point
PAE-7: Measuring Campus Diversity Culture

Two Campus Climate Surveys 2004 and 2008. The University of Wisconsin System (UWS) has a long history of supporting diversity initiatives as evidenced by the system’s support and commitment to this climate assessment project. In 2005, a taskforce committee was formed to search for consulting firms that conduct climate assessments in higher education. Rankin & Associates (R&A) was identified as leader in conducting multiple identity studies in higher education. In 2006, R&A presented a proposal to the UW System Provosts and various constituent groups, which resulted in the formation by UW System administrators of the Climate Study Working Group (CSWG) and subsequent contract with R&A to facilitate a system-wide climate assessment. Fact-finding groups were held in September 2007 to discuss with University of Wisconsin System students, staff, and faculty their perceptions of the system climate. Informed by these fact-finding groups and by previous R&A work, the CSWG developed the final survey instrument template that was administered to the five participating campuses in spring 2008. UW-Stevens Point (UWSP) was one of the five UW System institutions that participated in the initial climate project in 2007-2008. A Diversity Leadership Committee (DLC) was created at UW-Stevens Point to assist in coordinating the survey effort on campus. The DLC reviewed the survey template and revised the instrument to better match the campus context at UW-Stevens Point. The final survey contained 96 questions, including open-ended questions for respondents to provide commentary. There was also an Equity Scorecard and Plan in 2008.

The campus climate assessment, beginning in 2007, was a proactive initiative by UW-Stevens Point to review the campus climate. It was the intention of the Diversity Leadership Committee that the results be used to identify specific strategies for addressing the challenges facing their community and support positive initiatives on campus. The recommended next steps include the Diversity Leadership Committee and other campus constituent groups using the results of the campus-specific internal assessment to help to lay the groundwork for future initiatives. Specific initiatives include course development, retention of students of targeted populations, retention of diversity faculty/staff, recruitment of diverse students, improve public relations, promote administrative accountability (created position of Equity and affirmative Action officer).