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					                         DIVERSITY INITIATIVE WORKGROUP
                               Finance & Administration
                                    Survey Results
                                    137 Responses

Q1. In which department do you work?                              Total
                                              Responses Percent   Empl oyees   Percent
   1. Business Affairs & Budgets                52         38%      65          80%
   2. Business Services                         19         14%      61          31%
   3. Facilities Services                       37          27%    124          30%
   4. Human Resources                           18         13%      32          56%
   5. OSU Conference Services                   3           2%       7          43%
   6. Public Safety/VP Finance                 8            6%      19          42%
      and Administration
   7. Total                                    137


                   2%    6%
           13%
                                                     38%




           27%
                                      14%



                     1    2   3   4   5   6




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Q2. How comfortable do you feel working in your department?
   1. Very Comfortable           85    62%
   2. Somewhat Comfortable       27    20%
   3. Neutral Response           8     6%
   4. Somewhat Uncomfortable     10    7%
   5. Very Uncomfortable         7     5%
   6. N/A                        0     0%
   7. Total                      137



                 7%     5% 0%
            6%



      20%
                                                62%




Q3. Please explain your response to question #2, “How comfortable do you feel working in
    your departme nt”?

1.     ....especially when I have no qualms about removing my shoes.... But seriously, each &
       every staff member is very open/welcoming at OSU's Printing and Mailing services.
2.     A certain person has been being very difficult towards me. I spoke to my supervisor but
       haven't received much feedback on how to deal with this difficult situation.
3.     A little concerned to the politics that I feel goes around. Seems some things are a little
       under handed.
4.     All the people I work with are very professional and are fun to work with.
5.     The bosses are personable, the job clearly defined, MOST co-workers are team players. I
       think we should all be team players.
6.     As a person, I am very comfortable with myself and others.
7.     As far as racial issues, OK. As far as boss/employee relations, my boss is a mini micro
       manager
8.     As with most people, NO is not a word we like to hear...we should always try and use
       Yes or Maybe, as an alternate. To provide assistance is what the Department of Public
       Safety is about. If we are not able to assist, then we should be able to provide other
       options so that the answer would result in YES.
9.     At times top management has been extremely difficult and/or unreasonable to work with.
10.    Being a white male in a work environment that is typically a male profession, it is easy to
       feel comfortable. There are some issues of being treated without respect when dealing
       with members of the University outside our department, but that is to be expected when
       you work in an enforcement oriented profession.

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11.   Being knowledgeable in what the job requires. Keeping abreast of the current events that
      are happening around us. Be a part of the community as a whole. Providing a service for
      the University Community is what the Public Safety Department should be all about. The
      students come here to learn, but sometimes they don't always follow the guidelines that
      are acceptable in society. We are here to help them learn that things in life are not always
      fair or just. The rules are simple to follow if they are made aware of them before hand.
      Maybe with all the different cultures that come here, we should have them printed in
      every language so there is no question in what is expected of them. That might be helpful
      for those who don't use English as their first language.
12.   Comfortable in small immediate environment, but not comfortable in larger surrounding
      environment.
13.   Comfortable w/ diversity
14.   Communication between employees and management is open and honest and mutual
      respect is the expected standard.
15.   Co-workers who manipulate, lie and do their work at less than minimum standards.
16.   Currently I am being retaliated against because I spoke up because my supervisor asked
      me to commit (removed due to personal content). Also those that have a degree are given
      more opportunities than one that doesn't even though the person who does not have a
      degree knows the job better.
17.   Depending on day and circumstances.
18.   Everyone acts in a professional manner.
19.   Everyone has always treated me very well in this department.
20.   Everyone makes me feel very comfortable.
21.   Feel at ease with my co-workers and get along with them
22.   Feel fine no real pressure.
23.   Feel it is an open and welcoming environment. Have access to my supervisor if I need to
      speak with them about anything.
24.   Great place to work, everyone respects everybody else.
25.   I am a woman working with a group of men and I have never felt other than part of the
      group.
26.   I am comfortable in that I have a good working relationship with my crew and supervisor.
      I am uncomfortable with this open ended question.
27.   I am comfortable with the work expected of me and the people I work with. Sometimes I
      am uncomfortable with extra tasks that are required of me on the spot that I have not been
      trained to do.
28.   I am of a minority gender in my office. I feel I am not listened to because of my gender.
29.   I am out lesbian. In my department I am out to all my co-workers & my managers. I am
      able to talk about my family the same way my co-workers do without feeling like I'm any
      different.
30.   I am secure in the knowledge that I know my job well, and my managers respect my
      ability to get the job done with, or without supervision.
31.   I am very comfortable
32.   I do not feel threatened by anyone in my department.
33.   I feel at ease with my co-workers and supervisors.


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34.   I feel comfortable around everyone I work with. We all make a point to respect each
      other and each other's ideas.
35.   I feel comfortable working with all folks in facilities. I respect them and believe they
      respect me. We may not agree, but I do not feel uncomfortable with anyone.
36.   I feel everyone is very accepting and caring and I like coming to work.
37.   I feel I have a good relationship with all my co workers and colleagues and this makes
      coming to my job everyday very easy. I feel I have a good fit with the other personalities
      in my office and that makes for a comfortable environment in which to get my work
      done.
38.   I feel like my ideas and perspectives are accepted by my peers without judgment.
39.   I feel pretty good, but sometimes I feel that people may look down on me because of my
      age, or the lack of experience or degree that others may obtain.
40.   I feel that for the most part my input is considered useful and my contributions are
      appreciated.
41.   I feel that our department does a great job welcoming in new employees and creating a
      comfortable working environment for all.
42.   I feel that some staff members are treated with more respect than others, especially if they
      have a college degree. Sometimes get the feeling that those without a degree, are treated
      like they are not capable of doing anything that is challenging.
43.   I feel very comfortable because of the support I receive from my supervisor. I also feel
      comfortable when it comes to gender because I belong to the majority group of
      women...although we could use some more male influence around here to balance out all
      of the emotions and drama.
44.   I feel very comfortable even though I am the first and only female [job title] OSU has
      hired. They accept that I know and can do my job. They have accepted me as an equal.
45.   I feel very comfortable here in the Public Safety Dept. I'm here over 6 years, have always
      been shown respect, kindness and consideration. I give all my coworkers respect and
      want to do the best work for all of them that I can.
46.   I feel very comfortable working in my dept
47.   I feel very comfortable working in this department. People have positive attitudes,
      explain the process of work to be done, encourage one another and help one another.
      There is also laughter.
48.   I feel welcome and appreciated
49.   I find it unacceptable when the director of our department criticizes my supervisor to me
      and make snide remarks about people in staff meeting. I would like to think that he thinks
      some of his remarks are "Funny" but in reality, they don't come across as funny at all. In
      a unit where 80% of the people are looking to "get out" it says all is not well.
50.   I get along with everyone and we all work as a team.
51.   I have a good working relationship with my supervisor, feel valued and respected, and get
      along with my co-workers.
52.   I have a great relationship with all those I work with.
53.   I have a very helpful and open department. Everyone is made to feel welcome.
54.   I have an excellent group of co-workers. As a new employee they have gone out of their
      way to make me feel at home.
55.   I have never felt unaccepted in OPAA

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56.   I have over thirty years of experience in boiler operation.
57.   I have worked in this department for many years. Most people are very easy going and
      work well together.
58.   I know this may not make sense...It has been a very stressful year here for me.
59.   I know what is expected of me. I can focus on doing my work.
60.   I like the people I work with and how we are able to discuss things.
61.   I think our unit is a bit clicky which doesn't bother me but I know it bothers others in our
      shop.
62.   I usually have no problems within my work area, but once in a while a co-worker may
      make a comment about someone they were just interacting with.
63.   I work with a great staff and I feel they are very approachable if I have questions.
64.   I worry that folks might be unable/unwilling to talk to me and others here about
      behaviors that are uncomfortable to them. A couple of years ago I received feedback
      about my behavior and the feedback was delivered via reports to my boss. It came as a
      total surprise, and it was not very comfortable or at all supportive. That is not the way I
      want feedback on behavior to be delivered to anyone in Business Affairs. I am concerned
      that we have limited mechanisms for this type of communications and I am hopeful that
      this diversity project we help us all to develop supportive and reasonably comfortable
      ways to accomplish this type of communication.
65.   I'm a hard worker. I don't spend half my day working on other agendas. I'm paid to work,
      I work and then I go home. Why would anyone make me feel uncomfortable?
66.   I'm fairly new at OSU (almost 3 years) and I'm still learning so much about my position,
      the university, higher education, etc. that sometimes I do not feel as comfortable or as
      confident as I would like to feel.
67.   Inexperienced supervisors
68.   It is uncomfortable due to the fact that there is favoritism of one specific person which
      creates an uncomfortable, unhealthy environment. This person is given power that is
      inappropriate with her position and educational background. She is given perks and
      benefits that others are not. Everyone is told that they must get along with her despite the
      fact that she is allowed to intimidate and act condescending to the entire staff. In fact,
      these actions are considered affectionate personality quirks. This creates an unhealthy
      work place that causes isolation among the units for they only deal with her on a need-to
      basis.
69.   It's a comfortable working environment with the exception of the customers and their
      equality beliefs.
70.   It's a good team environment.
71.   It's probably my nature to never feel "very comfortable" no matter where I am.
72.   I've been here for almost eight years and know the people I work with fairly well. My
      boss is very approachable with questions or concerns. She works to resolve the situation
      with us and does a good job treating the Dispatchers with respect and fairness.
73.   Lack of support and resources
74.   Lately I have not felt comfortable based on some personal/professional issues with my
      supervisor.
75.   Lots of tension, very unhappy people, at times almost a hostile work environment
76.   Many years of experience

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77.   Most people treat fairly & with respect.
78.   My colleagues are all hard-working team players and we all respect each other.
79.   My co-workers are very nice and fun to work with. We all stay away from religion and
      politics and respect one another unlike many other departments on campus.
80.   My department is small and not very diverse. Each person is treated individually as much
      as possible.
81.   My department is welcoming and encouraging to new ideas. I feel my input is valued.
82.   My moment of clarity concerning my comfort index was defined in the form of a harsh
      rebuke combined with an unwritten threat of dismissal from my manager regarding a
      letter written that attempted to change the current practice of punishment for original
      thinking. I offered that a system of rewards in the form of self betterment opportunities
      tied to meritorious effort would do more for morale, production and the reputation of our
      department amongst the campus community than the repressive rules we currently toil
      under.
83.   My true response is slightly less than "very" but more than "somewhat" comfortable. The
      reason for me not feeling very comfortable is linked to the behavior of only a few people
      in the dept. Most folks are great.
84.   No accountability to employees
85.   No Problems with anyone that can't be worked out
86.   Non-specific threats of disciplinary action
87.   Not everyone is a decent human being. Not all are treated with respect. Someone
      seriously rude in the office and nothing is done as it is not viewed as wrong.
88.   Not sure if I will say or write something to make the supervisor mad. If I do, I am afraid
      she will yell at me in front of others and call my boss.
89.   Office politics at all levels, particularly where our Director reports to Budgets is a
      somewhat uncomfortable position to be around.
90.   OK place to work
91.   Other than being labeled a "creative type" at times, not really. People tend to devalue
      creative types and treat them as bring an artsy, out-there person, when actually I can be
      very logical, too. At one point, there was a pro "Christian" sense and, since I am not
      Christian, I felt a little uncomfortable. Over the last year, that has died out.
92.   Our group is very compatible, encouraging, caring, and funny.
93.   Please explain your definition of 'comfortable'. I happily remain as a paid employee, but I
      would not choose to volunteer time here.
94.   Relaxed atmosphere. Support from co-workers.
95.   The atmosphere is very pleasant. It can be intense at times; project deadlines, month end
      close, etc. but always a sense of teamwork with a listening hear and some light hearted
      conversation.
96.   The people I work with are fun to work with.
97.   There are many talented, dedicated people committed to their work. I feel comfortable
      with everyone.
98.   There can be some tense moments because of personalities and individual priorities.
      Nothing that would be considered as 'traditional' diversity issues.
99.   There is an underlying feeling "that things will never change" " that’s the way it has
      always been done so don’t rock the boat"

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100.    There seem to be a lot of personality conflicts ongoing.
101.    These statements are not who I am. I feel there is always room for change and have tried
        to influence change by setting my standards for the work I do above what others set.
102.    This department does not welcome women and makes you as uncomfortable and
        unwelcome as possible, including fabricating perceptions regarding the women to push
        them out.
103.    Values stated on paper are not always acted upon in work situations.
104.    Very Comfortable
105.    We are a very diverse group of individuals who have strong personalities. We have
        learned to work together working through our personalities.
106.    we are often made to feel uncomfortable for disagreeing with our manager
107.    We have a great group of people that are fun to work with.
108.    We have a variety of different people in our department, and that is okay. We value the
        uniqueness that each person brings, and we have fun with it. We know how to better
        work with each other because we understand each other's personal style as well as work
        style. We make working together a fun experience.
109.    Well we are a short/tall, big/small, boisterous/quiet, liberal/conservative,
        patient/impatient, group and yet it is kind of a fun bowl to work in.

Q4. How much do you agree with the following statement, “People are treated fairly in my
    departme nt”?
   1. I Strongly Agree          47      34%
   2. I Somewhat Agree          47      34%
   3. Neutral Response          15      11%
   4. I Somewhat Disagree       19      14%
   5. I Strongly Disagree        8       6%
   6. N/A                       1       1%
   7. Total                     137


                         6%    1%
             14%
                                                 34%



       11%


                              34%



                     1    2     3   4   5   6


Q5. Please explain your response to question #4, “People are treated fairly in my
    departme nt”.
1.    "People" - fellow employees? Depends on the situation. Who is the one that decides what
      is fair or not? You have rules and regulations that keep people in line with the aspects of
                                                                                                   7
      employment. Sometimes there is a need for a second chance, additional training, or the
      more drastic measure of suspension. There are times when you have to draw the line and
      say, "Enough is enough". Relieve of their duties and find someone who will bring more
      of what the department is in need of. Positive instead of negative.
2.    "People" - University Community? They are the ones who pay the paycheck...and
      sometimes the unfairness comes from the choices that they decide to make. We are not
      here to judge but to correct the errors in their ways. The part about growing up is
      knowing the difference between right and wrong. And thanks to the many others from
      past history, we have developed a set of guidelines that assist with right (reward), and
      wrong (reprimand). More rewards and less reprimands.
3.    Actually, I simply agree, neither strongly nor somewhat, that people are treated fairly; it's
      more accurate to say that in most instances, most people treated fairly, but occasionally
      stuff happens that may considered unfair to some people. Nothing specific.
4.    Again, for the most part I feel people are treated fairly now. This is not ALWAYS the
      case, but mostly.
5.    Agree related to diversity
6.    Among the employees, this is true. Management looks at things differently
7.    Being treated fairly is in the eye of the beholder. All things in life are not always fair.
8.    Depends on what needs doing in the office.
9.    Depends upon one's definition of 'treated fairly'. Employees of differing ethnic
      backgrounds are treated equally, as are employees that claim differing levels of physical
      challenges and/or differing levels of sexual orientation. Being treated equally certainly
      doesn't mean that they are treated 'fairly', however.
10.   Emphasis on customer service at the expense of fair treatment of employees
11.   Everyone has an equal opportunity to learn and share ideas.
12.   Everyone is treated the same. If anything were wrong, we would figure out the answer to
      the problem.
13.   Expectations regarding assignments and behavior are clearly presented to all. Those who
      claim they are being singled out are those who use that as an excuse for having been
      challenged and coached to perform at least at the minimal standard.
14.   Favoritism is alive, and well in facilities.
15.   Favoritism is the "coin of the realm" in my department. The "code o f silence" dictates
      that discipline must be administered when broken and rewarded with favor when adhered
      to, in contrast to a system where one is encouraged to excel. My department operates
      more on the prison model of behavior control than a university's model of achievement.
16.   Generally, people are treated fairly. I have seen examples of special treatment in hiring.
      On occasions, vacant positions are filled with people before the position is opened for the
      general public. Outside of those occasions, people are treated fairly according to their job
      performance.
17.   I am also treated rudely at times and I do not think that behavior is acceptable.
18.   I am of a minority gender in my office. I feel I am not listened to or given the same
      opportunities because of my gender.
19.   I am sure it isn't perfect and yet it is better than "somewhat". First I look at how I am
      treated and that is fairly. Next I try to look at the decisions that are made about things in
      which I only know part of the story and evaluate them by how I am treated. Just because I

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      don't know the specifics doesn't mean the occasional unexplained decision is wrong. I
      have to balance this with the higher goal which is that no one owes me an explanation
      when the decision involves the privacy of others and doesn't involve me directly at all.
20.   I believe people are treated based on the quality of their contribution to the organization
      and their professionalism.
21.   I disagree because I feel like there is a little bit of favoritism that does go on in the office
      on the Public Safety side. [Example removed due to specific references]
22.   I do my best to treat my employees fairly in my unit. However, a recent departure of an
      employee of color from another unit after a long period of ugly disputes made me wonder
      if senior managers have treated this person fairly.
23.   I do not know the answer to this question.
24.   I don’t think people are treated equally. I may be told to do something to correct a
      deficiency and another person may have the same deficiency but they continue to get
      away with it.
25.   I don't see anyone treated as a 'favorite' & I don't see anyone singled out & treated
      contemptuously or dismissively.
26.   I don't see or hear anyone complaining about not being treated any differently than
      anyone else.
27.   I feel everyone is heard and validated, not judged.
28.   I feel it depends who you are.
29.   I feel like I have a target on my back....
30.   I feel some are given preferential treatment over others.
31.   I feel that access to opportunities and knowledge are not fairly distributed or presented
      from management down. I believe favoritism is a big problem.
32.   I feel that people are not treated equally.
33.   I have not personally witnessed any unfairness or continuing themes.
34.   I have not seen where anyone is given different treatment or privileges
35.   I have not witnessed any favoritism personally. However, my opinion or perception is not
      valid as a manager. All value is put into the opinions of those not in management who are
      the one's who do not agree with having women in management. Too much worth is put
      into fabricated and unsubstantiated accusations with no evidence and us women in
      management are assumed to be in the wrong without being able to confront our accusers
      and get specific examples (because there aren't any).
36.   I haven't experienced or heard about this being a problem in OHR.
37.   I hear and (on occasion) witness sexism. There is also a tendency to keep a rift between
      classified and unclassified staff.
38.   I see only a small part of Facilities Services - not enough to make a judgment.
39.   I think that people are treated fairly in my department for the most part. There are
      instances where students are treated as though they were a lower class of worker and are
      taken a little advantage of. It doesn't happen all the time or by everyone just sometimes
      and by a few people.
40.   I think there is a definite effort in my department to treat each person fairly- mainly due to
      our manager's efforts and direction.
41.   I think within my own work group we are treated fairly, but I do not have enough
      interaction with other groups to know if they are or not.

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42.   I treat everyone equally with good customer service.
43.   If a person performs their duties as assigned and shows some degree of initiative, they
      should be treated fairly no matter where they work. The only time I have ever heard
      anyone say this where I work, is because they either have a negative attitude or just don't
      care about anything but themselves.
44.   If in relation to racial issues, OK. Otherwise the Boss/Employee relationship is very poor
45.   If you do not go along in step with upper management you will be held acco untable
46.   If you have a (problem), you can take it to (supervisor A) or (supervisor B) and they will
      listen.
47.   If you mean this in regards to their ethnicity or other personal factors, yes. If you mean
      we're treated fairly in regards to fair compensation and mutual respect between workers
      and management, no.
48.   It seems there are some within the department who are given more attention, special
      perks over others. Comments made by some personnel are received more favorably than
      by others to the point where some people have stopped discussing their suggestions about
      work related issues.
49.   Management makes a strong effort to treat all employees and student workers fairly in
      my department
50.   Management makes an effort to treat everyone fairly. Some staff members have an elit ist
      attitude and can be condescending if you are not part of "their" click.
51.   Most people are treated fairly; some could be given more opportunities to grow.
52.   Mostly true. There are a few long time employees who are somewhat resistant to change.
53.   My department is under extreme distress at this particular time and has been for 2 years.
      Human Resources is not helpful due to they are friends with our supervisor therefore, a
      biased opinion has been formed. One co-worker was given 3 extra vacation days above
      the contracted amount just because she did a project during normal business hours and
      did not incur overtime in doing this project.
54.   My observation is that everybody in our department is treated with respect and given the
      opportunity to express any concerns they may have if they don't feel they are being
      treated fairly. Then there is discussion -- and a plan is made for resolution.
55.   My supervisor treats me fairly. However, I do not see other's getting the same
      consideration. The tension and subsurface animosity between the director and the mid-
      level managers is very apparent. I think the only one who doesn't see it is the director.
      The open ridicule is really bad for the morale of the unit.
56.   No one in our department is treated based on their skin or hair color. We are all treated
      based on how well we do our jobs.
57.   Occasionally someone feels slighted or passed over but my experience indicates it (being
      passed over) has been based upon skills etc. and not personalities, skin color etc.
58.   One of my staff told me that he thought a person in Business Affairs gets special
      treatment, that she is given more leeway than anyone else. That bothered me, and I
      wonder if others feel that way and if there are more staff that are identified as "golden
      girls or boys." Again, I am hoping that such information is revealed in this survey and
      that we can focus on creating a level playing field for everyone.
59.   One of the new hires was treated in a less than welcoming manner in our shop. People
      felt that this person was not as qualified as this person should have bee.

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60.   Overall, there is consistency in how people are treated.
61.   Overall, we are clear about our policies and they are administered evenly in the unit.
62.   People are treated fairly in my dept
63.   People get the benefit of the doubt, but the customer if favored when there is a
      disagreement in service.
64.   People have the opportunity to voice their opinions and express their concerns
65.   People in higher positions are sometimes treated that they are more important then people
      in lower ranked jobs. Some supervisors seem to have "favorites".
66.   Personalities sometimes get in the way.
67.   Respect for one another is demonstrated in our office and because of that comes trust
      with superiors and co-workers.
68.   See above
69.   Since I am on mid shift , we are non open to most of fray.
70.   Some Are, Some Aren't
71.   Some days fairly, other days not so fair.
72.   Some people can do almost anything with out having to really be accountable.
73.   Some staff members seem to know how to play the system as far as taking time off from
      work. They abuse the FMLA program. It makes it very difficult to work with people who
      are not responsible and undependable. They are always finding excuses to get time off,
      whether it is a legitimate excuse or not, and the reason for their absence is never
      questioned.
74.   Some workers are allowed to "slack off" more than others.
75.   Sometimes managers seem to favor one person over another. Of course, I might not be
      privy to all the information.
76.   Sometimes there is bias based on work class.
77.   Success is determined by "buy- in" rather than performance
78.   Sure
79.   Temps are treated like second class citizens
80.   That often depends on whether or not they are present. Peers and management may
      confer about others differently in their absence than when they speak to them directly.
81.   There are barriers for handicapped customers such as the door to the mailing room is not
      handicapped accessible
82.   There are personal differences and preferences and Ideas in our group. Some are more
      palatable than others. Everything such as needed time off, sick leave, vacations etc. are
      granted the same for all.
83.   There are rumors of favoritism. One rumor is that someone was hired because they were
      a personal friend of someone in management. Also, I agree with promoting from within,
      but one classified position was not opened for recruitment; instead someone was
      promoted internally. That person is qualified for the job, but it still bothered me that open
      recruitment wasn't offered...not just to others in the department, but to those outside the
      department and outside the University. There are also others here that feel they are
      entitled to special privileges that the rest of us do not get...like the ability to be gone and
      have no one covering their area during normal business hours or the ability to pick and
      choose when they take an incoming customer call...and they're getting away with it. That
      creates a feeling of unfairness and resentment for the rest of us. Also, there are rumors

                                                                                                  11
       that someone is abusing the use of FMLA to pick and choose when they want to work,
       and that creates feelings of unfairness and resentment as well.
84.    There are some people that have the ear of management because they are close.
85.    There does not seem to be a concrete set of standards for dealing with discipline or
       accountability.
86.    There is a person in the office that I believe gets away with things that others wouldn't. I
       also believe that the rest of the office isn't treated as fair and everyone feels frustration
       because of this person.
87.    There is an active effort to maintain fair and even treatment within the department.
88.    There is favoritism.
89.    There is still a bit of the "good ole boy" syndrome, but not too much.
90.    This is a matter of opinion on each person's part. What may seem fair to one person
       doesn't necessarily seem that way to another person.
91.    Those who do minimum expect co-workers do the work they won't do.
92.    Those with higher qualities are treated better than others. People tend to forget that the
       people that work for them is what makes their business successful.
93.    Top management has occasionally played "favorites".
94.    Very much a class distinction between employee classification types.
95.    Very professional, business-like and cordial
96.    We are such a 'Public Venue' for OSU there is no other way for the atmosphere to be at
       P/M.
97.    We have a relative diverse department, Multi cultural, Gender, educational and the like
98.    We have all the same tools to work with; have not seen people (treated) unfairly in our
       shop
99.    We have some that work out of their classification
100.   We treat each other with respect and understanding.
101.   Well, I don't think the management truly understands what makes the type of work in our
       department stressful and why it is so hard to satisfy all customers, but this has nothing to
       do with Diversity.




                                                                                                  12
Q6.        How much do you agree with the following statement, “The re is an appreciation of
           difference in my departme nt”?
     1.    I Strongly Agree            39   28%
     2.    I Somewhat Agree            54   40%
     3.    Neutral Response            25   18%
     4.    I Somewhat Disagree         12   9%
     5.    I Strongly Disagree         5    4%
     6.    N/A                         2    1%
     7.    Total                       137


                  9%       4% 1%
                                                 28%
          18%




                                   40%



                       1   2   3   4     5   6


Q7. Please explain your response to question #6, “The re is an appreciation of difference
    in my department”.

1.         A recent uncomfortable encounter I had with a staff member convinced me that I had not
           accounted adequately for her very different needs for comfortable communications when
           disagreements arise. It has been a lesson for me about how difficult it can be to actualize
           diversity in a workplace. Disagreements are always present and require sensitivity to the
           communications limits of the other participants in the disagreement. I want to be sure that
           we learn how to disagree here in a context where everyone comes out feeling respected.
2.         Again, linked to the few bad apples who sour the pot. Facilities is a pretty welcoming
           place, overall.
3.         Because I feel so strongly about how respect for one another is demonstrated in our office
           it allows for difference. In that I believe that we are allowed to grow out side the box.
4.         Being the 54-year-old woman operator at work, I am as different as a coworker could be.
           But not every attitude or theory I have is appreciated. We have some male operators who
           have some foibles that are not always appreciated either. However, we are all tolerated
           and tolerant.
5.         Black and white, is what works for me. Not one to deal so much for the gray areas. This
           is something I have to work on, to become more of a person dealing with the gray areas.
           Basically being more flexible. You have an Operational Procedure Manual, and if
           something needs updated due to the advancement in technology...well then, make the
           changes to get it up to date. Keep the progression moving forward. There is a whole big
           world out there, and we have to keep up with the times. With the population of the
           University Community being mostly 18-25 year of age, the Department of Public Safety
                                                                                                     13
      has to keep up with the movement of going forward. Listen to the ideas of the younger
      staff and evolve with the changes that need to be made. Life as it once was, has changed
      severely and it is important to know all that is out there. Learning to be more flexible is
      what we all could do.
6.    Conformity is the requirement
7.    Cultural differences always create some confusion not just ethnic background. In our
      department we all try to work together and maintain a family type of
      relationship/environment. Even our student employees are considered our children who
      we try to mentor on individual basis and nurture their wide variety of learning
      opportunities.
8.    Differences are accepted until they clash with a cultural norm
9.    Differences in idea and opinions are respected.
10.   Differences in opinion could use help
11.   Differing perspectives are listed to but not always taken seriously by all parties
12.   Diversity interests seem to be posturing, not sincere. More directed at meeting a quota
      and looking good on reports than really embracing diversity.
13.   Every one is different, every one, accept that, but you don't want to accept that, you want
      certain groups to be treated special not equal.
14.   Everyone's presence is appreciated regardless of personal differences. Personal
      differences are tolerated as unavoidable.
15.   Falling in line, don't make waves, go along to get along are all philosophical ideologies
      here.
16.   For the most part, individual beliefs and lifestyles are accepted or tolerated.
17.   I can’t say I strongly agree because it depends on who all the individuals within the
      department and I am not sure that is the case with all people.
18.   I do not know the answer to this question.
19.   I don't really think about appreciating the differences in our department. I'm aware that
      we are all unique and offer different strengths.
20.   I don't see a problem there.
21.   I don't see or hear anything that makes this stand out.
22.   I feel appreciated and I'm different, same as everybody else.
23.   I feel my professional opinions are minimized because of my gender.
24.   I have children and no one else in my department does. My supervisor expects us to bank
      our time like he/she does and states just because we have it doesn't mean we get to use it.
25.   I have not encountered situations of disparate treatment. We seem to accept people for
      who they are. We are more interested in who can get the work done.
26.   I have noticed that there are often undertones of tacit disapproval of some differences in
      people.
27.   I haven't had much experience with "different" coworkers since I have worked here. But
      dealing with "different" students, I believe we do a great job in respecting all differences.
28.   I strongly believe that my coworkers and I appreciate each other's differences. We listen
      to each other, may not agree with each other, try to be honest and helpful in all situations.
29.   I think we respect everyone's opinion and thoughts regardless of the perspective they
      come from.


                                                                                                 14
30.   I would say that most do appreciate the differences in people. Some say they do, but there
      actions don't show it.
31.   I'm not sure I can explain this all that well. I'm not sure I'd call it appreciation or just
      tolerance.
32.   I'm not sure if there has been any discussion on this topic.
33.   I'm not sure what is meant by appreciation of difference.
34.   In the department everyone at least tries to welcome differences as a new and exciting
      dynamic to the group instead of seeing it as a hindrance to the workplace. We all have
      our tiffs but over all differences are embraced.
35.   It depends on who you are talking to and the situation when the conversation occurs. We
      are all human and it is common to make judgments about people based upon whether we
      like them or their behaviors. It isn't right to do that, but it happens all the time.
36.   It is a large department and not everyone may be tolerant, but I do not know specifically
      of any incidents where people have been mistreated or dealt with unfair ly. I believe in
      general there is a very strong effort to make sure that all aspects of communication and
      style are considered in any given situation so that all can be respected.
37.   It is unfortunate that everyone does not have an understanding of different
      communication/personality styles. With this training and understanding, people might
      understand their audience better and communicate differently (improved) rather than
      assuming the person on the opposite end of the personality/communication style
      spectrum is unapproachable or whatever. Instead, take the time to learn each other's traits
      and manage interaction within these traits instead of assuming the others traits are just
      wrong.
38.   Like question 2, while there is a 'philosophical' appreciate of difference, there are times
      when it is not actively applied.
39.   Many of the staff have had needs outside the workplace that have been reasonably
      accommodated. I am not aware of unhappiness in this are on the part of other employees.
40.   More seriously, I think I would have said there is not so much an appreciation of
      difference as an honest "don't even notice the difference" in the way people are treated
      here.
41.   Most of the time respect is used.
42.   No disparaging comments of sexism or bigotry are tolerated and the staff here has a
      collective character that would cause for anything but tolerance to be challenged
43.   No specific reason
44.   Not every one always gives the opportunity
45.   Not here anymore then other places of employment.
46.   Not sure what difference we are talking about but we all have our differences and most of
      us like that.
47.   Not sure what to say
48.   Of course, EVERYONE IS DIFFERENT. How could one not acknowledge its existence.
49.   Our office has both men and women. I have not personally felt or seen gender
      discrimination. We have some with physical issues, and their needs are met without
      question. Other than one of our student workers, we have no persons of ethnic diversity -
      that student is treated with respect and friendliness.
50.   Overall, I think we do acknowledge and wish to learn about the differences we share.

                                                                                               15
51.   Overall, we are too busy, especially in a production unit, but we do take some time to
      make friends and value the difference in our unit
52.   People are respectful of each other and work to create a healthy environment.
53.   People do not go around 'appreciating' someone's 'difference'. I fail to grasp what you are
      getting at with this question.
54.   People from different backgrounds are welcomed in the shop.
55.   Please refer to answer #3
56.   Same as above
57.   See answer in #1. However, sometimes not all folks are on the same page
58.   Since there is not much diversity/difference in my department it is difficult to answer this
      question.
59.   Some can't appreciate the differences
60.   Some of the long term employees are not as appreciative.
61.   Some people embrace it others feel threatened by it. There are comments made (behind
      their back) regarding other individuals that are viewed as different. Those same
      individuals will act otherwise when the working directly with the individual.
62.   Some really get into the diversity concept, others are ambivalent about it.
63.   Sometimes this may be true but I think some peoples opinions weigh heavier with
      management than others
64.   The actual exposure to major "differences" happens with the broad range of clientele we
      serve.
65.   The department I work in is accepting of different people.
66.   The only experience I've ever had with difference in our department has been positive. I
      feel that our department does a good job wanting to learn more about others with
      backgrounds that may be different from our own. The best example that I can think of is
      when a former Russian citizen was employed in OHR. I loved to hear about her
      experiences and culture.
67.   The wholesale reduction in force that took place in my department not so coincidentally
      to those over forty, female or suffering from chronic ailments, or all of the above. The
      real target was not those who were so different as those with "differences".
68.   There are people from many different walks and cultures of life and I feel we learn from
      each others different cultures, life choices and physical being.
69.   There is a "good old boy" " it took me 2 years to get rid of...." again this is disturbing to
      me to hear this along with sexist, bigoted statements, ...its like working in an environment
      that is 20-30 years behind the rest of the world.....I hope that the classes that are coming
      will help people to see that the world is changing and that they need to adjust their views.
70.   There is an appreciation of difference in my dept.
71.   There is not much difference in this department, not much diversity, so it's impossible to
      tell.
72.   There is some that buy- in to stereotypes
73.   There is the acknowledgment that we all bring something valuable "to the table".
74.   There isn't a lot of different kinds of people in my dept.
75.   There isn't much difference to appreciate. A pretty "white bread" group.
76.   This focus in my department is to accomplish goals. All suggestions and ideas are
      welcome.

                                                                                                16
77.   This one makes me laugh. Yes we probably all appreciate and are appreciated for our
      differences some days. But for all of us I am sure that on a "poor attitude day" we all are
      looking for the department clones of ourselves to line up on "our side" of any particular
      debate.
78.   Those around me on a day-to-day basis are excellent, beyond that, I'm not sure.
79.   Though I do not feel uncomfortable working with our groups, I get the sense/feel that
      some folks have some very unfavorable views regarding some of the differences.
80.   To tell you the truth, we are not very culturally diverse, so I couldn't say.
81.   We are all individuals bringing to the department our skills, personalities and job
      commitments.
82.   We are all on the same boat but we don't necessarily know how to "Enhance diversity"
      we get hung up on Male, Female, ethnicity and ignore education socio economic and the
      like.
83.   We are understaffed and over worked, we don't have time to notice anything except if
      you are not doing your job
84.   We celebrate diversity
85.   We have a very diverse group in age and ethnic background. That it doesn't seem to be a
      point of contention. We all bring different skills and that also seems to be appreciated.
86.   We have people in this department who are VERY different...
87.   We have some people within the department who seem to always find the differences so
      at least they are noticed. I believe people are accepted for who they are with the ir
      differences and similarities intact.
88.   We seem to mostly be of the same opinion on any given topic
89.   You don't always get your way because of budget constraints.




                                                                                                17
Q8. How much do you agree with the following statement, “M y opinions, attitudes and
    beliefs are valued at work”?
   1. I Strongly Agree           48     35%
   2. I Somewhat Agree           53     38%
   3. Neutral Response           16     12%
   4. I Somewhat Disagree        11     8%
   5. I Strongly Disagree        9      7%
   6. N/A                        0      0%
   7. Total                      137


                          7%   0%
              8%
                                                    35%
      12%




                      38%



                      1   2    3    4   5   6


Q9. Please explain your response to question #8, “My opinions, attitudes, and
    beliefs are valued at work”.

1.    ....they just are!
2.    Among my peers, yes. A few notches above in the hierarchy, no.
3.    among my fellow employees yes, management is different
4.    Co-workers are good listeners and do not usually make a big deal if they see things
      differently
5.    Depends on the audience. Those that do not have an issue with women in management
      definitely value my worth. The others do not. Unfortunately, the majority in Facilities is
      the others.
6.    Depends on the situation or who you are going up against.
7.    Depends on who is involved
8.    Differing opinions must be "covered" or subject to ridicule.
9.    Differing positions are not heard and seen as insubordinate
10.   Each of us as individuals bring so much to the department to make it become a
      TEAM...we all have a part to play...not one person can accomplish it all.
11.   Everyone has their own opinion. If it is not respected, there is something wrong. We all
      need to feel comfortable in the departments.
12.   For the most part, I believe this is true. Though as a realist, I know that it is not always
      the case.


                                                                                                 18
13.   For the most part, I do believe that my opinions, attitudes and beliefs are valued at work.
      I do get a negative vibe about certain political leanings, though. Comments are not
      directed toward me personally, but there is definitely an anti- Republican, anti-
      conservative, anti- war attitude here in Business Affairs. Because of this, I don't express
      my views, because I'm non-confrontational by nature.
14.   For the most part, this is true in OHR. It does seem as though sometimes opinions are not
      taken seriously, and may be perceived as complaining or venting.
15.   I have been asked to keep my opinions to myself
16.   I am not sure they are always valued, or that they need to be, but they are always allowed
      into the debate and that is the critical thing.
17.   I assume my supervisor values a 'good attitude' which I define as taking my job seriously
      & trying to do my best. I assume he values my opinion as it relates to aspects of my
      position that I know better than he does. I have no idea why he or anyone else would
      'value' my 'beliefs'. Belief in what?!
18.   I believe that I am able to express my opinion with the people that I work closely with.
19.   I believe that my opinions, attitudes and beliefs are valued at work. I'm struggling with
      this question. When working as a team on a project opinions that are shared could be
      beneficial but if there are negative attitudes and strong combative beliefs these could get
      in the way of goals, therefore not be valued at work.
20.   I believe this is true.
21.   I can offer my ideas. They may not always be acted on, but they are heard and
      considered.
22.   (removed due to personal content) I feel I am harassed, bullied and belittled.
23.   I do not feel my opinions are valued by the F&A leadership. I feel "written-off" and
      dismissed a great deal of the time. That makes me wonder if there are staff in Business
      Affairs who feel the same way about their supervisors? In this unit is there a culture of
      golden boys and girls along with a culture of employees who are routinely treated with
      dismissal, and do other F&A units also experience that? Hope we can get a sense of that
      from this project.
24.   I do think my opinions, attitudes and beliefs are valued and even considered in my
      department. We do have a chance to "speak up".
25.   I don't get Cinco de Mayo off every year, but then again I don't ask for it off. Point being,
      that my beliefs are my beliefs, people don't interfere. I enjoy that.
26.   I feel "valued" by some of my coworkers but not by some ...
27.   I feel I am able to express my opinions and beliefs and they are listened to. Sometimes I
      think the "chain of command" that certain items have to go through in the university
      setting is difficult to understand in comparison to that of private sector. Things seem to
      take a lot longer to have action taken to them.
28.   I feel like my opinions are valued but I don't believe that everyone's opinions are. Maybe
      I'm equating valued and Management’s response to opinions the wrong way?
29.   I feel most people are open and listen to my thoughts, are a few that strongly disagree and
      are not as open.
30.   I feel my opinions are valued in department.
31.   I feel my professional opinions are minimized because of my gender. Especially when
      working with F&A directors of the opposite gender.

                                                                                                19
32.   I feel respected.
33.   I feel safe in my department giving my opinions and sharing my beliefs. And I respect
      others with difference opinions.
34.   I feel that my ideas are appreciated in the shop.
35.   I feel very respected even though I haven't been here long.
36.   I found that my efforts and opinions are value by my customers such as department
      personnel and business managers who have dealing with my unit within Business Affairs.
37.   I get things done, therefore, I assume I'm valued, but then I don't spend anytime looking
      for recognition that I'm valued. I have more important things to do.
38.   I got lucky. My team listens to what I have to say and helps me to understand if I am
      confused on policy or procedure.
39.   I have always felt listened to, and accepted.
40.   I have never been told that my opinions did not count.
41.   I have not worked in this department long, so I am still learning.
42.   I know that I can go to my manager & let him know if I have any issues. He will listen.
43.   I strongly agree to this because my advisor or managerial staff is always welcome to new
      ideas, are willing to listen to any problems and are really receptive to my attitude if I am
      having a good or bad day. They like to make us feel like we are needed, accepted and
      cared about which makes it a lot easier to come to work and to do a good job.
44.   I think that my opinions are valued to an extent, but in the end our managers will do
      whatever they have decided on.
45.   I think that people typically want to believe what they already believe and want to be left
      alone to continue to believe that way. Philosophically, humanistic relativism has taught
      us that there are no absolute truths and, therefore, we don't really put much weight on
      what someone else says. "Your way is right for you and my way is right for me." As a
      Christian, I believe that the Bible is in fact true and that rejecting that truth has eternal
      consequences. At the present time in the United States at least, you can't really even
      discuss issues like this because you don't find people who believe that such a discussion
      is of any value.
46.   I was trained for 10 years at Pacific Gas and Electric Companies, Moss Landing Power
      Plant. I am a slow, careful, conservative operator because I would be in deep fertilizer if I
      had blacked out northern California. This differs from the sailor/operators hired by OSU
      that have a "[blank] to a vertical structure" operating theory. We compromise when
      necessary, but they do see me as a bit too conservative.
47.   If the question refers to my personal opinions, attitudes and beliefs, rather than my work-
      related ones, I disagree. On the whole, my work-related ones tend to be valued.
48.   In the quest for honoring everyone and not wanting to hurt anyone's feelings we've lost
      sight of the fact that the core from which others are diverse needs to be valued and
      respected as well. I often find myself, not so much in this department but in the university
      environment in general, feeling like a minority because I am Caucasian and Christian. I
      believe its termed reverse discrimination.
49.   Individual circumstances and the happenings of the moment may alter the answer. I have
      trouble strongly agreeing (100%) with any statement.
50.   It depends who you talk to.


                                                                                                20
51.   It is sometimes easier to maintain the same work environment than to make changes. I
      believe some opinions are not particularly welcomed - it is easier to maintain traditional
      culture.
52.   It often depends on with whom you spoke. People tend to flock with those who share
      their own beliefs. I have noticed struggles with those who attempted to break out of their
      group and respectfully provoke someone into defending their own position.
53.   It's nice to be able to voice my opinion and beliefs, and be heard.
54.   Management is very encouraging of everyone having an opportunity to express their
      opinions and beliefs.
55.   My beliefs are not a work issue. My opinions are valued, and my attitude is the base of
      how well I can do my job. (In my opinion)
56.   My co workers and bosses listen to my input.
57.   My opinion has been ask on boiler work.
58.   My opinions and attitudes are valued but my beliefs aren't a part of my job so I don't
      share those.
59.   My opinions and attitude are valued by many of my beliefs are not.
60.   My opinions regarding work are valued and listened to.
61.   My opinions etc are valued at work
62.   My professional opinions are valued. My personal, religious, political opinions are mine
      and have no value toward production at my worksite. Nor should they.
63.   My professional opinions are valued. My personal, religious, political opinions are mine
      and have no value toward production at my worksite. Nor should they.
64.   My suggestions are sometimes listened to.
65.   My supervisor gives me the freedom to express my opinions, attitudes and beliefs without
      the fear of reprisal. She has proven that what I say and believe in is important, because
      she often asks me what my "take" on something is.
66.   My supervisor has an open door for employees to present ideas, give feedback, and to
      suggest change. My personal beliefs regarding religion are kept private and I do not
      discuss such things here. People are respected for their individual beliefs.
67.   My supervisor is great, as are most (but not all) of my coworkers.
68.   My supervisor is very good in this area.
69.   None
70.   Only if you agree with those in authority.
71.   Opinions, attitudes and beliefs must conform
72.   Our open door policy is very valuable when it comes to my opinions and beliefs. As far
      as attitude goes, only the positive comes from me with a smile. You can't accomplish
      anything with a negative attitude!!!!
73.   people do not bring up a lot of those issues
74.   Please refer to answer #3
75.   Religious beliefs I keep to myself. I haven't felt devalued for opinions or attitudes, but I
      don't tend to express them.
76.   Same as above
77.   See above comments...
78.   See No. 7 above.


                                                                                               21
79.   Since I am classed in the "lower "echelon, my opinions have limited merit when
      compared to even the newest employee of the other classification.
80.   Some managers value it others, I feel look down upon us line staff.
81.   Some of my opinions are more valued than others. Go figure.
82.   Some people value my opinions, attitude and beliefs while others don't.
83.   Sometimes
84.   Sometimes it's hard to make much headway in any state system.
85.   Suggestions as well as complaints are listened to.
86.   Supervisors shoot down all ideas that are "outside the box"
87.   Sure they are
88.   The OSU campus is extremely liberal. I believe that you need to be politically correct to
      get ahead.
89.   There is definitely a difference between the acceptance o f the opinions, attitudes and
      beliefs of the classified to those of the professional faculty by some of the "management".
90.   There's open discussion and people aren't put down
91.   They are a part of who I am so these factors very much influence my success at OSU
92.   This is mostly true.
93.   We tend to make a big deal of ethnicity at the expense of honoring all as worthy of
      respect. If you don't believe it, just have lunch in the Commons on a day when the
      African-American members of the football team are having lunch. They are loud,
      profane, disrespectful, and rude to those around them, putting their feet up on the tables
      where others will be eating when they leave. And they do it with impunity because they
      know that no one will challenge them to tone it down and clean it up due to the fact that it
      might be construed as a slight to their ethnicity.
94.   With my immediate co-workers yes, in connection to the other areas within the overall
      office I feel like a shadow
95.   Working with people not everything can be perfect, but for the most part, yes.
96.   Yes, whenever I express them.




                                                                                               22
Q10. How much do you agree with the following statement, “I have experienced
      inappropriate jokes, comments, or actions at work”?
   1. I Strongly Agree          18      13%
   2. I Somewhat Agree          26      19%
   3. Neutral Response          31      23%
   4. I Somewhat Disagree       18      13%
   5. I Strongly Disagree       38      28%
   6. N/A                       6       4%
   7. Total                     137


                        4%               13%
       28%
                                                  19%




             13%                         23%



                    1   2    3   4   5    6



Q11. Please explain your response to question #10, “I have experienced
     inappropriate jokes, comments, or actions at work”.

1.    "hey boi", "jew cut" are terms used in the past to describe people, and techniques
2.    "racial slurs....sexist comments that you would find at a time from the distant
      past.....ethnic slurs.....it has overwhelmed me to the point of removing myself from the
      work area and lunch room...so I am not affected by the daily/hourly negative
      comments.....when I can see it affecting me and how it undermines the stated goals of the
      campus...I have had enough....it is easier and more pleasant to work by myself than be
      subject to constant remarks that I feel need to left off campus.
3.    Any inappropriate actions here at work are from outside of the department.
4.    As in all work places someone always makes a mistake
5.    Comments are referred to my FMLA, about the fact that I have four children. There have
      even been things written about me having children in a report that was given to
      management staff.
6.    Comments regarding biased hiring, retention (or lack thereof) and dismissal are
      commonplace.
7.    Everyone should not have to walk on egg shells around emotional out of control
      employees. These particular individuals should be confronted about this type of behavior
      and told it’s unprofessional and to maintain appropriate behavior. We all have stress and
      personal problems but for the most part we should maintain a professional attitude and

                                                                                             23
      focus on doing the job we are hired to do. Customer service courtesy should extend to the
      co-workers too.
8.    Doesn't apply.
9.    Everyone is sensitive to this issue. In the last 16 years I can think of maybe a handful of
      times that I've overheard an inappropriate joke/comment/action--it is more likely that this
      will originate from customer traffic in the office, not from the OHR staff.
10.   Hasn't happened.
11.   I am not a particularly sensitive person but I really have not noticed such behavior in my
      department.
12.   I am sure things have been said that could offend. However, I think most people are
      comfortable with good intended humor. and I feel that if I heard something in-appropriate
      I could say something and be heard and listened to.
13.   I believe that it is very difficult to be a female supervisor in this division - I believe that
      there is a much narrower range of acceptable behaviors for women than there are for
      male supervisors. I have seen the difficulty women (including myself) experience being
      an advocate for your unit/department when discussions about competing uses of
      resources arise within the division. There are very limited avenues for discussing such
      issues in any sort of open manner - resource decisions are made, in my opinion, most
      frequently in private and often not communicated except through actions after a decision
      is made. The rational for those decisions is therefore unknown amongst the "losing party"
      leading to an assumption of favoritism.
14.   I believe we are very careful in this respect within our work environment.
15.   I came to Business Affairs from another department. Since coming here, I myself have
      become more conscious of my jokes, comments and actions because of the diversity of
      people I work with and encounter here in Business Affa irs. But sometimes on rare
      occasions, either someone says something inappropriate or I myself do. Everyone slips
      every now and then, but I am trying to make a conscious effort to at least control my own
      comments.
16.   I did have an incidence of inappropriate comments. At an escalated to the point where I
      did take action. Corrective measures were taken and the situation never happened again.
17.   I do not think this is an abusive situation
18.   I don't believe jokes are inappropriate; humor is good in any form. Although, o ne should
      take care not to offend anyone because it’s good manners.
19.   I don't notice any inappropriate things going on but other people my differ in what they
      think is inappropriate
20.   I have been treated rudely on occasion by fellow workers. But I have been treated rudely
      by students also.
21.   I have experienced inappropriate comments at work regarding gender and ethnicity.
22.   I have experienced inappropriate conversation in regards to sex.
23.   I have experienced insults to my faith and political beliefs in the past, but not with the
      current staff.
24.   I have experienced people behaving like jerks on this campus. People are like that
      sometimes.
25.   I have heard comments contrary to my own beliefs but by no means was I offended by
      them. Sooner or later, something a person says will offend someone else and treading so

                                                                                                  24
      lightly creates a sterile and boring environment to work in. Of course, caution and
      understanding is prudent.
26.   I have never experienced anything inappropriate. I do realize though that everyone has
      different levels of sensitivity to certain issues. If I ever felt uncomfortable, I would say
      something. Sometimes people don't realize what they might say could offend someone.
27.   I have never heard or seen anything that I found offensive
28.   I have not experienced that.
29.   I have not experienced any of this since I have started work at OSU.
30.   I have not experienced any to my knowledge.
31.   I have seen not instances of inappropriate jokes, comments or actions.
32.   I have worked in public service for over forty years and heard most of the comments.
33.   I haven't experienced it
34.   I know that any "inappropriate" comments are truly meant as teasing - there is nothing
      mean or hurtful intended. However, that can still get one in trouble.
35.   I really haven't experienced a problem other than my explanation in # 3
36.   I trained with 80+ sailors at PG & E. I was in their primary environment. I saw no logic
      correctness in expecting them to change their because of my being a woman. I gave it
      back tit for tat for every joke or action.
37.   I work with a bunch of guys.
38.   If you don't enjoy working somewhere, you should move on. Jokes help to lighten the
      tension and create a team theme.
39.   I'm from NY - never observed any of this here!!!
40.   I'm sure everyone has at one time, or another -- and I also think a lot of it happens
      because the majority of us don't know we might be offending someone by what we say or
      do.
41.   In my ideal world I wouldn't hear quite as much swearing but it is never said in anger to
      another team member or anything like that. It is just a habit of speech for some people on
      the team.
42.   In other departments that I worked in this question is true. I don't feel it would help any to
      mention them.
43.   In the past. Person no longer works here. I was physically threatened at work, and then to
      add insult to injury, felt accused as the offender by a supervisor.
44.   Inappropriate (not work-related) comments about dress and appearance
45.   Inappropriate jokes and comments are common in most workplaces and mine is no
      exception...My answer to #3 alludes to these.
46.   It happens on occasion, but not typically directed at any one group.
47.   It is very rare.
48.   It takes a lot to upset this crowd - we are not a bunch of religious fanatics
49.   It took place and the individuals that participated in the inappropriate actions were
      relocated.
50.   I've experienced it very rarely and in those few instances it was mostly
      miscommunication and not blatantly inappropriate behavior directed with malice, and
      I've never seen that sort of behavior tolerated or excused.
51.   I've heard joking, but it helps to make the day a bit more enjoyable. I have n't heard
      inappropriate jokes.

                                                                                                 25
52.   I've not been offended by anything I have witnessed or heard.
53.   My direct supervisor makes comments about physical difference in disrespectful ways
54.   N/A
55.   Names such as the blonde, the hammer, she, her, the woman...all used as personal attacks
      in order to show disrespect for me having a name.
56.   Neutral response
57.   No men in the unit. Enough said?
58.   Not for the past 5 years or so, but prior to that I experienced several inappropriate
      situations. My supervisor was very responsive to the situation, but the people's attitudes
      did not change. One of the people is now retired, and another is still here, but has made
      modifications to their behavior in a positive sense.
59.   Not Happened
60.   On most occasions it is jokes or comments. Sometimes an action. They are infrequent,
      perhaps a couple times a month.
61.   Once in a while I will experience this, but it's better than it used to be.
62.   One person's inappropriateness is another person's humor or religious beliefs. If we are to
      respect everyone's diversity of opinion, then we must include equality for what we
      personally may construe as inappropriate behavior.
63.   People are respectful and avoid this.
64.   Please refer to answer #3
65.   Professional conduct during the working hours should always be followed both to the
      staff and to the client.
66.   Rarely are comments made that fall under this definition. If they have been presented, it
      is usually by someone new to the department. Those incidents are addressed peers and
      management and do not continue.
67.   Some jokes are a bit over the edge
68.   Some jokes or actions are not always appropriate but I feel I can speak up if something is
      bothering me.
69.   Some people still think that racial jokes are funny. I'm comfortable telling someone that I
      don't appreciate their sense of humor, but I feel like the y don't appreciate my comments.
70.   Some senior managers are not sensitive to other cultures, they make gestures such as
      shaking/pointing their finger in our face while speaking angrily.
71.   Thank God we have a little levity here at work, I have never felt that these actions were
      inappropriate
72.   The jokes in my office have not made me feel uncomfortable. I would say that my office
      has a good sense of humor about itself.
73.   The jokes weren't about me, but they made me feel uncomfortable
74.   The people I work with are very respectful of me.
75.   There are a few people who just don't know how to treat people correctly or just don't
      care.
76.   There are inappropriate remarks that are made but I think that will happen in any work
      environment when individuals are comfortable with each other and individuals have
      become "friends" rather than just colleagues.
77.   There haven't been comments or actions that have offended anyone in our department.


                                                                                               26
78.   This comes with the territory of facilities. One guy in particular had problems with the
      female students. Some students quit because of his inappropriate actions. It was called to
      the attention of management and nothing was done. The individual stayed on but did not
      supervise female students.
79.   This generally happens when it is break time. All of the warehouse/recycling guys sit at
      the table and comment on inappropriate subjects. I think that the intention is not to gross
      us out or to make us feel weird but that they are boys and don't necessarily think about
      what they are saying and who is around hearing their conversations.
80.   This is not frequent, but has happened over the years. I'd say three - five times a year.
81.   This is not tolerated in our department. If it ever happened, it would be swiftly dealt with.
82.   This occurred once, was fairly serious, but has been dea lt with and rectified.
83.   Those that I have experienced were via email and not sent from OSU employees. I
      sometimes view those as inappropriate, but the sender views them as their opinion,
      attitude, or belief and I respect that.
84.   Very rare.
85.   Very rarely have there been any kind of ...... misstated comments.
86.   We all seem to be very professional.
87.   We are very conscience of what we say as our office has many visitors.
88.   We joke and kid each other - but not inappropriately as far as I am concerned.
89.   What does this question have to do with Diversity? Sounds more like a question of
      harassment. If you are not adult enough to deal with what you are exposed to in the
      world...go live in a bubble. Sounds like something that a lawsuit would be based on.
90.   What I learned: Men gossip worse than women ever will and they exaggerate to the point
      of prevarication, but they are basically good hearted. They gave me assistance in any part
      of the job that I needed and extra training because I did not cause them discomfort.
91.   When left among ourselves there are times when we share jokes with each other that
      people from the outside may not appreciate but because we are friends I don't feel that
      there is a problem since my co workers would tell me if they have a problem with what
      I'm saying and then I would stop.
92.   Who hasn't? It is part of being human.
93.   Within my group do not feel that is a problem, the other groups I do not spend a lot of
      social time around, so do not interact that way.
94.   Working in a law enforcement atmosphere, with OSP sharing our workspace, the jokes,
      comments and sometimes actions tend to be over the line, but it is something that is so
      commonplace you just consider it the norm.




                                                                                                 27
Q12. How much do you agree with the following statement, “I am adequately pre pared to
      do my current job”?
   1. I Strongly Agree         79      58%
   2. I Somewhat Agree         44      32%
   3. Neutral Response         7       5%
   4. I Somewhat Disagree      7       5%
   5. I Strongly Disagree      0       0%
   6. N/A                      0       0%
   7. Total                    137


                5%       5% 0%




     32%                                        58%




                     1   2   3   4   5   6


Q13. Please explain your response to question #12, “I am adequately prepared to do
     my curre nt job”.

1.    Being trained and prepared to accomplish the assigned tasks of my 'current job' has little
      bearing upon my personal, religious, political, or gender established beliefs. My personal
      physical challenges are adequately addressed to allow me to fulfill my duties.
2.    Besides the technical skill, knowledge and ability to perform my job, I treat my
      employees as I would like to be treated, with respect and dignity. A manager sets the tone
      and direction for his/her staff, and should set an example for the employees, i.e. if we
      reprimand an employee for tardiness, then we should ourselves be on time every day.
3.    Business Affairs administers a multitude of policies. In a dynamic environment of change
      where policies are pretty routinely being challenged, Business Affairs too frequently
      suffers from a lack of timely and specific communication. We often are caught off- guard
      because we did not know that a policy change had occurred.
4.    Everyone is very eager to help, time permitting. But there are some procedures and
      knowledge that are held on to very tightly, not because job descriptions vary, but because
      there are control issues.
5.    Everything I need is at my fingertips.
6.    Experience and teamwork.
7.    Feel some in authority dump more of their responsibility than I would like, including
      blame when things they turned over weren't handled the way they would have done it - if
      they had assumed the responsibility in the first place.


                                                                                             28
8.    For the most part I agree, where we are lacking is in training opportunities. We depend on
      each other's experiences mostly.
9.    I am able to hand most anything that comes across my desk. If I don't know the answer, I
      will as for help.
10.   I am adequately prepared to do my job - to put it mildly
11.   I am competent.
12.   I am continually learning as my job evolves.
13.   I am encouraged at my job and given opportunities to improve and broaden my skills.
14.   I am fairly new at this job and am currently in training mode.
15.   I am in a fairly new position with a LOT left for me to learn to feel adequately prepared. I
      have an excellent mentor though and am gaining knowledge constantly.
16.   I am very qualified and licensed to do what I do.
17.   I am well trained and have a good attitude
18.   I am well trained and I have the equipment I need to do the job.
19.   I believe I have good skills to do my job. The training I need is usually not found locally
      (specialized software training) and it is expensive to travel for conferences.
20.   I do agree with this statement but feel that one can always build on their skills to do the
      job in a better manner.
21.   I do more than what my job entitles me to do. Seeing that the person before me had to get
      a backup and I don't need one.
22.   I do not get sufficient travel allowance to remain professional in the field.
23.   I don't feel that I'm at total adequateness. But in my o ffice we are given opportunities to
      attain what we need to get there.
24.   I feel I am more than adequately prepared to do my current job. This is confirmed
      because I am often told I do a good job.
25.   I feel I could be better prepared if information was shared. As things are, only the
      favorites get the info they need.
26.   I feel I have the knowledge and training necessary to do my job.
27.   I feel information from top down could be more forthcoming and flow better than the
      current status quo.
28.   I feel it is my responsibility to be prepared to do my current job. There are lots of
      opportunities for training and further education on campus (if one can find time in their
      work schedule.)
29.   I feel like I am prepared to do the job I was hired to do. However I don't feel like I am
      prepared to do all of the things that are expected of me. For instance I feel prepared to
      post things online like I am supposed to. I know all of the ins and outs of procedures, and
      programs that I use everyday. Sometimes I am required to do things like work with
      customers, and make sales that I have not been trained to do. I am not given any authority
      to make decisions on my own with the customers and therefore have to be constantly
      running back and forth between the customer and my supervisor to get an ok on s elling
      them something at a certain price or just letting out information about an item. With the
      sales I just feel unprepared to fill out the forms, I don't know what questions to ask the
      customer and even if I were to be trained it wouldn't do a whole bunch for my insecurity
      in the job because I don't do it often enough to remember and do it well.
30.   I feel that I have the experience, training and support to perform my current job duties.

                                                                                               29
31.   I feel that the experience and training that I have gained in the department have prepared
      me well to do the job that I have.
32.   I have 25 years of experience in this type of work.
33.   I have all the tools and resources to do my job. My supervisor is excellent at providing
      training, equipment, and resources in order for me to be successful.
34.   I have been doing it for 18 years.
35.   I have been doing this job many years and feel I know it well, but there is always room
      for more training to improve my skills
36.   I have been given more responsibilities for other tasks and time goes on and I master the
      duties that I have been doing. There is great room for growth in acquiring new work
      skills
37.   I have been given the training and support to do my job.
38.   I have most of the tools I need and the skills that are needed to do my job
39.   I have put in the time and accomplished doing all the required processes.
40.   I have the educational background and years of experience to do my job.
41.   I have the experience and support necessary.
42.   I have the tools I need to be successful in my position at OSU.
43.   I know my job but can always learn more.
44.   I know my job. I'm just not allowed to do it.
45.   I learned [my skills] at U of O from 1998 to 2001 as they were willing to hire a woman . I
      had applied at OSU twice previously but could not get on. The third time, I was able to
      transfer from U of O to OSU.
46.   I think Business Affairs is very careful to be sure that employees in this department have
      adequate accounting backgrounds and that training is always available and encouraged to
      keep current.
47.   I think we could all do with more time for training. A lot of times I know there's probably
      an easier/better way to do things but I just don't have time to sit down and learn a new
      way of doing things. I tend to do workarounds just to get the job done.
48.   I usually don't have a problem. If I do have questions, I start asking questions. I do
      believe others might not feel as I do.
49.   I was placed here after my previous job was eliminated. Salary range was the criterion
      not education, work experience, aptitude...I learned the job thanks to the efforts of my
      coworkers who could have been resentful, but were instead extremely helpful
50.   I was thrown into this job. It is a learning process.
51.   I was trained by the way my trainer was trained, therefore I was not trained all that well.
      When questions are asked of me, I don't always know the answer to because I was never
      told. When I ask why some things are done that way, it is because "that is how it has
      always been" BUT change is always welcomed.
52.   I would like to be able to obtain training for the current work that I am doing since it is
      outside my job description....only had training one time since I started here in 2001...I no
      longer work in that area either. When I have applied for training in area that would
      benefit all of us, I have been told that there is no money, BUT other people have been
      sent to training, who were hired after I was....some as much as 4- years after...so is this
      equitable?


                                                                                               30
53.   I would like to see a more comprehensive, ongoing training program as what I do is quite
      complex and precision is very important. I understand that due to staffing shortages such
      training is difficult to achieve at this time but perhaps in the future?
54.   If I am not I shouldn't hang around filling the job that is not a match to my skills. I do
      however think if people are allowed to remain in positions where they can't answer
      positively to this question it is detrimental to the whole team.
55.   If I couldn't agree with this question I would long ago have found some other job!
56.   I'm prepared adequately
57.   I'm prepared with both equipment and training.
58.   I'm sure there is training that could help me do my job better & those are being looked
      into.
59.   In past years I have been awarded medals and pay for suggestions.
60.   It would be nice to have more input into the decisions that I have to uphold and take
      complaints from the public.
61.   Many years training, lots of different situations have prepared me to do my job as well as
      I can imagine doing it.
62.   More training would be appreciated.
63.   Most of the time I am. There are times when a decision has been made by management or
      conversations have taken place that affect my job and I am not made aware of them.
64.   My immediate supervisors see that we have training or information needed to handle any
      new changes in procedure or agency requirements - HOWEVER, some other departments
      we rely on for assistance are NOT as cooperative.
65.   N/A
66.   N/A
67.   No comment
68.   No one prepared me for my job. I struggled for a long time to prepare myself.
69.   Our computers are very outdated. The monitors are old and flicker a lot which makes for
      headaches. There is not reason for inadequate equipment.
70.   Professional development has always been important to us and I've had several
      opportunities.
71.   Ready and willing, but disheartened and discouraged
72.   The reason I am somewhat unprepared to do my job is not related to bias but more likely
      budget. The training I need is unique to the responsibilities I have and the department is
      under significant financial constraints.
73.   The training at PG&E was detailed requiring lessons to be turned in every month and the
      passing of qualifying exams for promotion. In 4 and a half years, I became a Control
      Operator of a supercritical 750 MW package boiler turbine generator. I operated this unit
      for 6 more years before I moved from CA.
74.   There are many opportunities to receive training and develop skills.
75.   There is limited structure required for development plans - there is some support for
      development; however, it is usually an afterthought.
76.   There is much to be done here with my area of responsibility, but we're working on it and
      making progressive steps.
77.   There is still a lot for me to learn as far as regulations. Other than that, I feel fairly
      confident in my abilities.

                                                                                             31
78.    Time of service on the job.
79.    Training budgets could be better, allow us to grow. We work at a freaking university. I
       know we get a discount, but if the course work applies to the job then why not offer it as
       paid for.
80.    Training opportunities are made available, most of the equipment is okay but some of the
       current equipment needs to be replaced.
81.    Under the current direction of my supervisor it has made the environment very hard to
       work under. Due to her insecurities she has raised our standards even though no other
       University has them. We have exceeded the standards originally placed and our
       supervisor believes that we need to be motivated more so she has increased the standards
       even more.
82.    Vast history of experiences, pers. & bus.
83.    We can all always learn more and a job is never static.
84.    We can all use more information and or training. Learn something new every day.
85.    We need to train a LOT more for emergencies.
86.    What I don't know my team is helping me with.

Q14. How much do you agree with the following statement, “I get adequate
      encourage ment or opportunities for my development and training at work”?
   1. I Strongly Agree          54      40%
   2. I Somewhat Agree          40      29%
   3. Neutral Response          19      14%
   4. I Somewhat Disagree       11      8%
   5. I Strongly Disagree       13      9%
   6. N/A                       0       0%
   7. Total                     137


                    9%       0%
            8%
                                                40%
      14%




                     29%



                    1    2   3    4   5   6


 Q15. Please explain your response to question #14, “I get adequate encouragement
      or opportunities for my development and training at work”.

1.     Again, not enough time or money is allowed for training opportunities.
2.     All we need is $$ if we had that then I know my boss would be behind all the training in
       the world.

                                                                                               32
3.    Classes would be nice, my understanding is that there is no mone y for this.
4.    Currently things are good, but there was a time when this was terrible. It is tied to budget,
      of course, but there is little formal encouragement. I have to promote and push myself.
5.    Get as much as time and budget permit. Like to encourage training for others that are less
      trained than myself so that they can advance.
6.    Get encouragement, but little opportunity, due to budget restraints.
7.    Haven't been told I couldn't learn something new or go to training
8.    Human Resources encourages opportunities for development and training. There is an
      understanding amongst co-workers that we support one another in seeking opportunities.
9.    I am being cross trained right now because I expressed an interest in doing so
10.   I am constantly going to training courses and workshops to better improve my
      development.
11.   I am encouraged to develop at work
12.   I am encouraged to go to training only for my position due to budget constraints.
13.   I am given opportunities to further my training and development. I take responsibility for
      getting involved or not.
14.   I am new and therefore have not been eligible for further training outside of that for my
      immediate job responsibilities.
15.   I am provided with whatever tools I need.
16.   I am treated with respect.
17.   I can't even get my supervisor to let me have Data Warehouse training. My co-worker
      was taking a class and her assignments got put on hold because our supervisor wouldn't
      take the time to pay for them.
18.   I disagree because I have never received a recommendation for development and training
      at work (nor have I ever received a performance review from my supervisor). I have
      always identified my own training/development opportunities. I have recently been
      criticized for a weakness in my "management style" and told to figure out what I should
      do about it. I would not identify that as an encouragement or opportunity for my
      development.
19.   I do feel that I get encouragement for training. I would like to participate more, but I
      know working is also important.
20.   I don't really know how to respond to this because yes I get encouraged for my work.
      Then on the other hand I don't get encouraged to develop my training very often and I
      don't necessarily see that as a bad thing.
21.   I feel that access to opportunities and knowledge are not fairly distributed or presented
      from management down. I believe favoritism is a big problem.
22.   I feel that I don't get this encouragement but my workload has increased and due to other
      reasons, which I don't want to get into right now, I have limits.
23.   I feel that people are quick to explain the different aspects of my job. We all need
      encouragement and we all need to give encouragement to others. It is a process. Training
      is available and we are encouraged to participate in a wide variety of training.
24.   I frequently receive encouragement and positive feedb ack regarding my performance. I
      am inspired to do better and do more.
25.   I get adequate encouragement for training but may not have the money for it.
26.   I get adequate training/development to improve in my position.

                                                                                                 33
27.   I get paid crap money for the things I do for my department. Maybe the lack of
      experience, or age but I do learn fast and I am quick to think.
28.   I have a supervisor that recognizes my strengths and encourages me to excel.
29.   I have always been encouraged to participate in opportunities for my development,
      through workshops and training.
30.   I have been allowed and encouraged to attend government agency sponsored training
      away from campus.
31.   I have moved up several positions, and have always had plenty of people to go to for
      questions and training
32.   I have received almost (0) zero opportunities to attend training or advance for several
      years.
33.   I need more knowledge on how to request Professional Development. I have sought
      funding for conferences and have decided to wait until next year because I did not get
      quick responses
34.   If I wanted to do the minimum, I would be allowed to do so.
35.   If the training deems valuable then we tend to be encouraged to go.
36.   If you are indispensable, you will never advance. To hear someone say 'That employee is
      such a good hard worker, that I don't know what we would do without him/her.' is not a
      welcome comment. Exceptional workers in vital positions have job security, but little
      hope of advancement - nobody wants to lose them in their present position!
37.   It does happen ...
38.   It is a "given" that I am free to take training and I know what is available. I usually am so
      busy doing what there is to do on a daily basis, there is no time to pursue any other
      opportunities for development.
39.   Job duties are being expanded and I master the old skills I am given new challenges
40.   Lack of funding leads to lack of development and training.
41.   Lots of opportunity to take training for both professional, and personal development.
42.   Management in this area encourages additional training opportunities.
43.   Management makes some effort to assist in development and training opportunities as
      much as budget will allow.
44.   Minimal encouragement/opportunities
45.   More encouragement is needed from the AVP and VP level. There is a feeling of general
      uncaring and un-appreciation for work that is done and issues that must be dealt with on a
      daily basis.
46.   My boss encourages me to take classes
47.   My boss provides me with great opportunity.
48.   My direct supervisor and the supervisor above are very good at encouraging professional
      growth and development. I've had the opportunity to go to a few conferences, both
      individually and as part of a group. They also encourage on-campus growth opportunities
      as well.
49.   My first few months at OSU I had theories of how to restart after one of the frequent
      power bumps but I had no real experience. I expressed my concerns to Les Walton and he
      made arrangements to come in on a Saturday morning and tripped the entire plant. I
      started getting the boilers and equipment running and he helped me if I got out of
      sequence. You can't ask for more than that.

                                                                                                34
50.   My office encourages participation to develop professionally.
51.   My supervisor helps me all she can in this area. It's not always her final decision.
52.   No
53.   No opportunities for training except for what management wants.
54.   No problems here. Boss is great.
55.   Not in Budget
56.   Not many opportunities have come up for me to train and develop my skills, but when
      they have my managers have been very encouraging.
57.   Our jobs are great, but rarely do we hear about the "good" that we do. Most of the time it
      is the negative things that we hear about.
58.   Same as #14.
59.   Same as 14 - it is not as actively pursued in a 'joint venture' between management and
      employee as it could be.
60.   See above statements....
61.   See above, mostly lack of funds for such training.
62.   Sometimes the training in certain fields could be a little more extensive rather than a
      thrown in feeling but sometimes that is not possible. It's hard to learn things after the fact
      and that happens a lot in this position.
63.   Somewhat , Some times
64.   The few opportunities that I've found have been nixed due to lack of funding.
65.   The people to whom I report are encouraging and supportive.
66.   The shift we are on prevents some work shops.
67.   The workload is such that I feel some employees feel they are not given enough
      opportunity to leave their "post" for extra classes. Sometimes it is hard to find the time to
      research exactly what is available for development and training.
68.   There are many workshops offered by OHR to employees. Also the Provost's
      Professional Development Fund provides a great opportunity for professional faculty to
      attend workshops and training sessions for professional development.
69.   There are plenty of opportunities for training - PaCC Training Days, cooperative learning
      groups, seminars put on by various groups - & we are strongly encouraged to attend.
70.   There are some opportunities for development; however no encouragement or support
71.   There is no up or down to go in this position
72.   There is no upward mobility in my job it’s a dead end.
73.   There is not often that this may apply.
74.   There's limited funding, but training is supported by management.
75.   This definitely applies and I am scheduled for a couple of trainings in the next two
      months as an example.
76.   Too early to tell.
77.   Training budgets in my department are often eliminated to backfill management excess.
78.   Training has been limited to renewal only. This hurts our job by not keeping us up to
      date.
79.   Very positive environment for professional development
80.   Very rarely does my direct supervisor communicate trainings or seminars that would be
      of interest to my professional or personal growth. I usually need to do my own research
      and request approval.

                                                                                                 35
81.    We are budget limited from many opportunities.
82.    We are very free to learn more, take on projects and expand our jobs.
83.    We could use more $$$$ for training needs - seem there isn't money in that area and we
       could use refresher courses in our jobs.
84.    We have asked for classes involving new technology that is essential to our job and thus
       far the funds have not been approved.
85.    With my current supervisor
86.    Yes, it is vocalized that development and training opportunities are available (though
       rarely discussed or visited) but it's presented in a manner that suggests it is available for a
       select few.
87.    Yes...what a better place to work than here with the Department of Public Safety. It is
       best to have a working background in Law Enforcement but if someone doesn't have one,
       then what better place to develop one.

Q16. How much do you agree with the following statement, “When promotional
      opportunities arise, I have a fair opportunity to be conside red for the m”?
   1. I Strongly Agree              43      32%
   2. I Somewhat Agree              24      18%
   3. Neutral Response              34      25%
   4. I Somewhat Disagree           13      9%
   5. I Strongly Disagree           13      9%
   6. N/A                           10      7%
   7. Total                         137


                         7%
             9%
                                                    32%
       9%




            25%                               18%



                     1    2   3   4   5   6




Q17. Please explain your response to question #16, “When promotional opportunities
     arise, I have a fair opportunity to be considered for them”.

1.     ....neutral on this one
2.     Being a classified person is pretty much meaning that you have to continue in your
       current class, go to school and then try for a different class or have your position re-
       classed.
3.     Doesn't apply yet.
                                                                                                    36
4.    Don't see this at the present time.
5.    Each person as an individual has a special quality in them. If there is something that they
      are great at, let them do it. The Department of Public Safety does just that. Each person
      has their own area that they do best, and as a whole makes the "TEAM" work smoothly.
6.    Everyone has the same opportunities for advancement.
7.    Everyone in our department is provided with growth potential. It's up to them if they
      want it or not.
8.    Experienced internal candidates are often looked over for outside candidates.
9.    Haven't experienced this
10.   Honesty and encouragement and what I can do to prepare myself for a promotional
      opportunity is shared. I believe that I am treated very fairly.
11.   Hopefully...
12.   I agree, but I am new here. As a stereo type OSU doesn’t promote from with in. We hire
      form some where else. I think this is a common perception. So the trick is to work here.
      get a job some where else and then come back., oh and I am under the impression that
      women can expect to not be compensated aw well as men on campus
13.   I am happy in my job and feel I do it well. I have not tried for another position.
14.   I am in my current position due to opportunities given to me.
15.   I do not believe that F&A pursues competitive searches on a consistent basis. But then
      the Chancellor of the OUS was appointed without a competitive search - the Board is not
      presenting a model for fair opportunities with his appointment from Interim to Permanent
      Chancellor. Within Business Affairs, I think an effort to be fair is made consistently.
16.   I don't believe that my position is conducive to promotional opportunities. I don't know if
      I would be considered for other positions on campus.
17.   I don't ever feel I have a fair shot at some of the opportunities here at OSU or my
      department. Even so, the only way one can make good money is to have a degree so the
      others are just working for check to check.
18.   I don't feel like we would be discouraged to advance.
19.   I feel that in order to be promoted in my section I must have completed a 4 year degree. I
      have heard that to become a manager at OSU in Business Affairs you have to have a
      degree from a regular college or university, a degree from University of Phoenix is not
      looked at as the same. I would like to see a better mix of degree folks with folks with
      some education combined with work experience.
20.   I feel that sometimes I have fallen through the cracks in the system.
21.   I feel that yes, I have a fair opportunity to be interviewed, but not hired. I feel I have been
      passed over for positions based on my experience (having already worked at
      OSU/experience/money) and my gender.
22.   I guess so.
23.   I have always been given the opportunity to apply and interview.
24.   I have been given several such opportunities.
25.   I have not had to deal with this yet, but I do know that I will in the near future. I hope it
      will be favorable.
26.   I have seen very few opportunities to advance in my department
27.   I haven't seen it happen.


                                                                                                  37
28.   I like the position I am in and do not aspire to be considered for any other position in the
      department.
29.   I think departments know or have a good idea of who they want for certain positions even
      before they interview.
30.   I think that everyone tries to make this statement true, but on more than one occasion I
      think that promotional opportunities arise with someone already in mind for that position
      which deters other capable, qualified employees from applying.
31.   I think that if we are going to be 80% women and minorities by some certain decade it
      seems logical to me that we will be hiring less white males.
32.   I think that in the work place there are people who work harder than others and that there
      are people here who work harder or seem like they work harder than me. So I would
      consider myself to have the opportunity to be promoted but I would expect it to go to
      someone else.
33.   If qualified then yes I would be considered.
34.   If the qualifications are TRULY based on my skills, knowledge and ability to perform the
      job, and how I deal with customers, I think I might have a fair opportunity.
35.   I'm not qualified for promotion beyond where I am, and that's ok with me.
36.   In cases so far I’m ok with.
37.   In my department, yes. There have been many administrative positions on "the sixth
      floor" that were filled with pre-picked candidates. There is still a sense of "It's not what
      you know but who you know" on campus.
38.   In my short stay I have already experienced them.
39.   It has always seemed fair.
40.   It seems that females are more likely to be direct appointed rather than being required to
      go through a recruitment and interview process.
41.   Management seems to make the effort to keep employees. Turn over does not appear too
      high.
42.   N/A
43.   No Opportunities
44.   None have arisen.
45.   None, I haven't applied for any other position.
46.   Not Happening
47.   Not sure about this.
48.   Not when there are 3 day job openings!!
49.   Our department always advertises 'developmental opportunities' to everyone. And I've
      always noticed that internal candidates for open positions are always strongly considered.
      I have no reason to think that I would not have been considered, if I'd applied.
50.   Our director only wants to put people with a 4 year college degree in those positions,
      even though people have had many years of life experiences in that area.
51.   Over the last 10 years, I can only recall one senior management position that has been
      filled by an employee from within the department.
52.   People are encouraged to apply and compete for open positions.
53.   People have been routinely passed over in favor of those less qualified, or in an effort to
      not lose an employee from their current position.
54.   Personal experience prevents me from commenting or I will lose anonymity.

                                                                                               38
55.   Promotional opportunities don't generally occur in this department
56.   Promotional opportunities in our department are non-existent.
57.   See #15
58.   See above
59.   See first part of response #5.
60.   That situation hasn't come up, but if it were I believe that I would have a fair opportunity.
61.   The limits I experience in promotional opportunities are limits I have placed upon myself.
62.   The problem for me is that there are no jobs that fit my area of expertise. That is just a
      systems limitation and not reflective of attitudes in our dept. Others have been able to
      move up and are encouraged to do so.
63.   There are limited opportunities but I feel I have a fair chance for advancement.
64.   There are only 8 operators at the heating plant and one supervisory position...While I feel
      we would all have an opportunity for promotion, it's a day shift job and I hate mornings
      so I wouldn't apply.
65.   There are some promotional opportunities that have occurred within the department
      where the decision as to who will take the position is not done on an application,
      interview process; rather, it is done by the supervisor(s)/director.
66.   There have not been a lot promotional opportunities within my Dept.
67.   This is a true statement.
68.   Took over the lead worker for this dept and never given a raise, etc...
69.   Unless you are friends with the hiring staff in upper management forget it. All the higher
      ups here were hired because they were friends
70.   We are a very small department so there are no promotional opportunities within the
      department; however, if there were I feel I would be considered.
71.   We are not always informed about job opportunities within our unit. We tend to hear
      about them in a round about way. It would be nice to have them posted someplace or told
      to us in a staff meeting.
72.   We are told about up coming jobs but the funding never comes through for them.
73.   We have had no opportunities lately.
74.   what promotional opportunities
75.   When do they arise, with this union system we get nothing.
76.   When promotional opportunities arise I have a fair op to be considered
77.   Yes
78.   Yes, within the larger university setting




                                                                                                39
Q18. How much do you agree with the following statement, “When promotional
     opportunities arise, everyone in my department has a fair opportunity to be
      considered for promotions”?
   1. I Strongly Agree             39     29%
   2. I Somewhat Agree             29     21%
   3. Neutral Response             30     22%
   4. I Somewhat Disagree          22     16%
   5. I Strongly Disagree          10     7%
   6. N/A                          7      5%
   7. Total                        137



              7%       5%
                                              29%
      16%




            22%                             21%



                   1   2    3   4   5   6


Q19. Please explain your response to question #18, “When promotional opportunities
     arise, everyone in my departme nt has a fair opportunity to be considered for
      promotions”.

1.    Always the case, at P/M.
2.    Applies.
3.    Depends upon the job and experience required.
4.    Doesn't happen in our shop. We are among the highest paid employees. If you want a
      promotion for more pay, you have to leave here.
5.    Doesn't Happen/ Won't Happen
6.    Everyone has a fair opportunity to be considered within their abilities.
7.    Everyone is encouraged to put in for better jobs.
8.    Everyone who is qualified.
9.    Everyone who wants to apply is considered.
10.   Hasn't come up yet since I have been here.
11.   Haven't experienced this
12.   I do not believe that everyone would be considered for the same job equally. Mngt. is
      allowed to hire from within and usually has a person already in mind for the job.
13.   I don't feel like we would be discouraged to advance.
14.   I don't know of others' experiences
15.   I feel decisions are sometimes made for others based upon the personal knowledge of t he
      staff.
                                                                                            40
16.   I feel some are passed over because of personality conflicts.
17.   I know they are allowed to apply for other positions but they have not been hired for any
      that I am aware of. The current hiring has come from people outside of work.
18.   I observed a classified position that was filled with a direct appointment. As a result,
      another more qualified staff member did not have a chance to apply.
19.   I sometimes think that the management have people targeted no matter who
20.   I think everyone will be treated fairly.
21.   I think management has already selected or not selected people before the hiring process
      is even completed.
22.   I think that management may have put employees in boxes that they should not be in,
      look outside the box.
23.   I think that this statement is generally true. Being promoted is not simply a matter of
      being able to do the tasks assigned to the new position. It also requires a lot of skills and
      abilities that are not as easily defined. Getting along with people is one of those.
24.   I think this is true as long as the person is qualified for the position.
25.   I think this is true but I also believe I know team members who do not believe it to be
      true. They let that fear of trying, and perhaps hearing they have some steps to complete
      before moving up, stop them from trying for a promotion.
26.   I would like to think they would be, but I'm not positive.
27.   If we had them. But we don't do we. Even when they realize that the system is screwed
      up the union, which is supposed to be our (employee) ally, then gets in the way. so we are
      screwed no matter what we do then aren’t we
28.   If you want something bad enough, you as an individual will work hard enough to be
      recognized that you are capable of doing the job. If you have areas that you need to work
      on, then do just that, develop what you are lacking and that way you are able to be a
      better person all around. Maybe this question is the same as the last one...
29.   I'm not privy to supervisors' rationale when hires/changes are made
30.   In a few instances not everyone may have had the opportunity to be considered based on
      past performance.
31.   In Business Affairs I feel this holds true.
32.   It appears that there are some folks who are on the road to better things, and others who
      will never go beyond where they are now. Not necessarily by choice, but because of how
      they are perceived by others.
33.   It seems that females are more likely to be direct appointed rather than being required to
      go through a recruitment and interview process.
34.   I've not observed any problems.
35.   I've seen people in the office get promoted and I' ve been on a few search committees and
      it seemed to me to be fair.
36.   Just like in my last statement I think that there are people who work harder than others
      and they are going to be the ones who are going to get the promotions, but it is to no fault
      but their own, the people who don't get promoted.
37.   Like everywhere people are seen as their current job, and the whole experience of that
      person isn't always known.
38.   Like I said, it seems of ok for me. but I strongly feel that no campus people are sought
      after and loyal employees are often passed up because we "know they will stay there."

                                                                                                41
39.   My response for the questions is the same as #17.
40.   N/A
41.   Nepotism has been the way it works here. I think that is changing now due to the positive
      leadership of Mr. Martorello
42.   Not when there are 3 day job openings!!
43.   Only certain job opportunities in this dept
44.   Our group has been the same for the last 3+ years.
45.   Our jobs are fairly specialized so there often isn't an opportunity for someone to
      "promote" if they haven't had prior experience in the specific job area - say benefits.
46.   People's skills and expertise are considered consistently with those who apply from
      outside the department.
47.   Personal experience prevents me from commenting.
48.   Same as 17.
49.   Same as above.
50.   Same as for previous question.
51.   Same as last answer.
52.   Same as question 17
53.   Same response as #17
54.   See # 5
55.   See #15
56.   See #17
57.   See 18 but add everyone
58.   See answer to # 17
59.   See first part of response #5.
60.   See response for #17
61.   See response to question 16.
62.   So far as I hear we have.
63.   Some people are more suited for different opportunities based on their skill sets.
64.   Sometimes there have been biases shown because of past performance or personalities.
65.   The few openings have been tailored to specific individuals
66.   The promotional opportunities are usually of a specific nature within in each unit.
      Usually those employees within the unit are given more consideration than someone
      outside the unit because they possess more of the qualifications to do the work.
67.   The situation has not come up yet.
68.   There might be an exception to the level playing field due to a few attitudes and there are
      some people lacking in leadership skills.
69.   This statement is true if you fit into the narrow window of qualifications set out in the job
      description, sometimes it seems that it is written to match one person’s skills or
      qualifications.
70.   To my knowledge there has not be an adverse issue here.
71.   We all have consideration if we have the skills to move into the position.
72.   We are Human Resources! Anything less would not be acceptable.
73.   When opportunities for advancement open up, the department opens them to all who are
      qualified.


                                                                                                 42
74.    Within Business Affairs, I think an effort to be fair is made consistently to provide staff
       with promotional opportunities.
75.    yes
76.    Yes, it is fair when the qualifications are met.
77.    You have to be eligible and qualified to be considered for the promotion so everyone cant
       be considered.

Q20. How much do you agree with the following statement, “I am treated as if my
      background is a barrier to custome r service”?
   1. I Strongly Agree             2     1%
   2. I Somewhat Agree             6     4%
   3. Neutral Response             17    13%
   4. I Somewhat Disagree          11    8%
   5. I Strongly Disagree          91    67%
   6. N/A                          10    7%
   7. Total                        137


                        7%       1%       4%
                                                   13%

                                                         8%




              67%



                    1    2   3        4    5   6


Q21. Please explain your response to question #20, “I am treated as if my
     background is a barrier to custome r service”.
1.    Absolutely agree this happens on a daily basis. Race, gender, and age.
2.    Being a [job title] here in the Public Safety Department, I handle telephone, in-person
      requests for services all the time. ...this does NOT happen there.
3.    Customer Service is my main job and I have not had any viable complaints regarding it.
4.    Customer service is based on the ability to communicate.
5.    Doesn't apply
6.    Don’t understand the question.
7.    Even though prior employment at the University is supposed to stay in the prior
      department, it does not.
8.    I am a focal contact for Customer service in my organization
9.    I am an outsider to Corvallis and to government work. This is a very tight knit
      community that only welcomes locals and long-timers with open arms. All others are
      assumed bad until proven good, with little opportunity to prove the good side.
10.   I am encouraged to help customers if I am able to.
                                                                                               43
11.   I am even polite to the loss soul that calls me and tells me his room is cold. I tell him I
      cannot rectify that and direct him to energy management service.
12.   I am known for my good customer service.
13.   I am not sure what is meant by this question.
14.   I am not.
15.   I am treated as if my background has given me the ability to provide good customer
      service.
16.   I am treated fine (that I know of).
17.   I am treated that way by customers.
18.   I believe anyone can be trained to provide good customer service. Not sure I understand
      the statement.
19.   I don't feel I have a barrier to good customer service nor does anyone make me feel that
      way.
20.   I don't feel I have any barriers that prohibit me from providing good customer service.
21.   I don't think I understand this question. Customer service from my colleagues regarding
      work issues? I cannot answer this one.
22.   I don't think so, I still answer the phones.
23.   I feel just the opposite.
24.   I feel that they feel comfortable with me.
25.   I have had a lot of customer service experience and it shows on my application so I don't
      consider my background as a barrier.
26.   I have had many years dealing with the public and the results of my work has spoken for
      itself.
27.   I have many years of customer service and I have developed a good customer service
      ethic.
28.   I have never been treated as if my background is even considered to be a barrier to
      customer service.
29.   I have never had the feeling that this is true for me.
30.   I have nothing to relate to this question.
31.   I have wonderful customer services skills
32.   I’ve never noticed any barriers.
33.   If anything, the perception is that I am genetically predisposed to providing excellent
      customer service since I am a woman.
34.   If there was something in my background that someone believed would be a barrier to
      customer service, then I don't think I'd be in this position to begin with.
35.   I’m not treated that way.
36.   I'm very good at customer service no barriers I feel.
37.   In my unit, customer service is a high priority. Everyone, regardless of background, is
      committed to improve our working relationship with departments.
38.   In one of my positions in the department several years ago, my colleagues seemed
      intimidated by my educational background.
39.   In whose opinion?
40.   I've experienced some poor service as a customer sometimes because of my background
41.   I've never been treated that way.
42.   Just the opposite, actually. I think my bosses view my background as an asset.

                                                                                               44
43.   My background does not interfere.
44.   My background in my response refers to my history as an employee here, and negative
      comments from customers, no matter how valid, outweigh positive accomplishments.
45.   My background is an asset for customer service
46.   My background is considered an asset to customer service.
47.   My background is in customer service.
48.   My background is my asset to my customer service abilities.
49.   My job is to insure that an adequate amount of steam is in the pipe that leaves the plant.
      Everything in my background and training is to ensure that I can do this. So there is no
      possibility that it is a barrier to my customer service.
50.   N/A
51.   No barriers
52.   No one has ever questioned my background, if anything it has added strength to my
      position.
53.   NO!
54.   No, that is not true in this office.
55.   Not a good question. Define "background." I don't feel I have any barriers customer
      service - either giving or receiving it.
56.   Not an issue.
57.   Not at all.
58.   Not at all. We are here to service the University Community.
59.   Not really sure what this is asking.
60.   Not sure as to how to answer this one...I come from the private sector and had a customer
      base of 30,000 clients and never had the problems that they have here in scheduling and
      invoicing....need for improvement
61.   Not sure if the question even makes sense.
62.   Providing good customer service is expected of all staff members. My background has
      nothing to do with being able to provide customer service and no one has ever suggested
      such a thing about me or other employees.
63.   Self-explanatory
64.   Sometimes, people out of the "chain of command" seem to be making decisions for me
      and creates difficulty for us.
65.   There are no barriers.
66.   The opposite is true.
67.   This is not applicable.
68.   We are all treated fairly.
69.   We produce a product and send it to the customers
70.   What the [blank] is this supposed to mean?
71.   What the [blank] are you trying to say?
72.   What?
73.   Women and men are expected to give different levels of service

Q22. We have a workforce with a dive rse background in Finance & Administration
     (employees coming from a variety of work experiences and e nvironme nt). In
      what ways can you use your background to create a more diverse work

                                                                                              45
      environme nt in your department and Finance & Administration (F & A)?

1.    Ability to see big picture
2.    Acceptance of people of different cultures and ethnic values More
3.    Applicant referrals
4.    As individuals, we are equally diverse in our backgrounds. Even my twin, should I have
      one would be different from me. Regardless of who you have employed, you cannot
      increase the diversity of the work environment. Perhaps you should be addressing
      tolerance, understanding, and respect instead.
5.    Basically I have always felt that to serve you have to be of the mind set that everyone is
      your customer and that to serve you must be willing to accept them for who they are and
      solve their problem...never allow them to make you feel that you must take on their
      problems....Respect...honor...honesty...and the big one...communication...
6.    Be aware of and know a bit about different methods and customs used in communications
      from different cultures.
7.    Be open to change as needed.
8.    By allowing diversity to thrive
9.    By creating respectful and mutually acceptable methods of discussing our diverse
      opinions on a regular basis.
10.   By definition, we are already diverse.
11.   By doing my part with the best of my ability. To have the resources available to keep the
      motion moving forward.
12.   By my unique life experiences and background I bring to the job.
13.   By treating everyone respectfully and insisting everyone do likewise.
14.   By treating everyone with respect
15.   Coaching and encouraging consideration of diversity - recognition of issues related to
      diversity and tools to manage oneself in a diverse environment.
16.   Continue to respect people based on what they contribute or can contribute...not any other
      factors.
17.   Do we really want a diverse work environment? I think we should enjoy and respect each
      other's differences, but we should all work together for a common goal or nothing gets
      accomplished.
18.   Drawing on the knowledge gathered over the years - using ideas from situations which
      have or have not worked - being open to new ideas
19.   Each person comes with different experiences and expectations. Being open to different
      concepts, ideas, and ways is part of learning, it does not mean that I must agree or
      become a copy of someone else.
20.   I am a Christian and from rural Oregon. Just taking those two things into consideration I
      would probably bring a more conservative, moral aspect to the work environment.
21.   I am a returning undergrad here at OSU, I feel my 6 years in corporate communicatio n
      provides a unique perspective to work flow communication customer service and insight
      in to what employees with out traditional degrees can offer this University and its
      customers.
22.   I am happy to share my customer service background with anyone who wants to learn.


                                                                                             46
23.   I am the only female, I was raised on a cattle ranch, and I have a number of non
      traditional interests. I share this with the guys at work as well as compassion and humor
      as needed.
24.   I am willing to bring my personal experiences to the table for others to hear and learn
      from.
25.   I began my career in the 70s and have experienced sexual harassment. Because of those
      experiences I feel that I am more sensitive and watchful for this problem.
26.   I believe in acting in the interest of the University. We need to realize we work for the
      University, not just Business Affairs. We have common goals to improve our service to
      campus. We need managers who are willing to work with other units toward those goals
      without worrying about whether they would get "credit" for their work.
27.   I believe that it is important to be accepting of people with their experiences and
      environments that they bring to our group
28.   I came from industry and I know how the "Real World" operates, sometime the cloud of
      Academia obscures the vision.
29.   I can bring my skills/knowledge to the work place to make OSU a more successful
      institution on all levels.
30.   I can contribute to the diversity of the department by being who I am freely.
31.   I care about OSU
32.   I don't feel my background is diverse.
33.   I don't know how I would use anything in my background to create a more diverse work
      environment. What would you suggest?
34.   I don't understand this question.
35.   I feel my background gives a different perspective "outside" the box. It's important to
      remember things can be done with different approaches and have the same end results.
36.   I have an abstract way of thinking and would like to remove boundaries and boxes that
      people and departments put themselves in when coming up with solutions. Our system is
      stifling in the physical way, but does not have to stifle our ideas and creativity.
37.   I have lived and worked overseas, and I grew up in a racially and culturally diverse large
      city. I am the first in my family to obtain a master's degree. I can and do use this
      background to encourage people to further their education, to embrace other cultures and
      points of view, and to enjoy the differences as well as similarities between people and
      styles of communication.
38.   I have no problem with this
39.   I have worked in the private sector and can share the experiences I have from that time in
      my life.
40.   I have worked with many different people and in very different places and I believe that it
      makes me a better employee who can relate better with others.
41.   I have worked with Special Needs kids & adults, with many different types of "special
      needs" for many years.
42.   I keep the light of Sam Beckett, Mark Rothko, Fassbinder, Kubrick alive and well in the
      minds of my co workers - and what greater thing can a person do in this life?
43.   I know how hard it is for young mothers to make a go of it, I know that given the benefit
      of the doubt they will do an outstanding job and work harder than most. I understand that
      in dealing with others from every walk of life, we have to be open, not necessarily agree

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      with them, but respect them. Only then can we be able to create a peaceful environment
      to live in. My background has taught me this, I do have to say I am not perfect and still
      have a lot to learn.
44.   I read a lot and I try to leave the ignorance at the door.
45.   I really have a problem with the current usage of "diverse."
46.   I represent the majority, in term of ethnicity, so have valid input into how the majority
      may view things. The views of the majority never seem important when speaking about a
      more diverse environment.
47.   I share my farming tips, wisdom and baking skills.
48.   I talk with others who I know share similar backgrounds or life experiences. Everybody
      has something in common. It is just talking with others to find out what that "something"
      is. I find that we do a good job of this in OHR with our Employee Spotlight part of our all
      OHR Meetings.
49.   I think the department would be helped if there was a more formal training program or
      mentoring program where new employees are teamed up with experienced staff to assist
      them in learning the information and skills they will need to be successful at their new
      job.
50.   I think we are fully diverse
51.   I treat everyone equally, even the good old boys at OSU, who I honestly believe, work
      for themselves and not for the overall good of the University.
52.   I treat others fairly and treat them as I would expect to be treated if I were the customer.
53.   If I as an employee had a voice in how my job is done it would help.
54.   If the diversity of F&A is compared to the demographics of our region, I do not know
      what that looks like. I notice that areas within F&A have more women than men and
      other areas it is the reverse. Cultural and ethnic backgrounds could be more diverse, but
      again, are people choosing to work at OSU because they live here or are the moving to
      Corvallis because they have found a job here. How welcoming is the Corvallis area to
      minorities?
55.   I'm not sure how much more we can do since we have already done so much. We didn't
      need this program to teach us that we should be more diverse, since our director has
      already had us there years ago. I guess I would just keep doing what I'm doing.
56.   I'm not sure why this question is here.
57.   Just become more aware of how I perceive others and be open. I think we could use more
      inter-departmental activities in F&A also.
58.   Keep in mind that everyone has had their entire life experience to shape their attitudes.
      You can never tell what a person has been through, what their sensitivities are, who they
      feel they are, just by looking. Be empathetic. Listen carefully. Acknowledge that my life
      has been relatively easy/charmed compared with others', and to make allowances for that.
59.   Keep working to see and enjoy others in the team with whom I do not regularly interact
      i.e. it is easy to just let students or part time people you don't work with directly just pass
      through without getting to know a bit about them.
60.   Laugh and smile
61.   Learn, Learn, Learn
62.   Listen to others ideas and questions as if I am hearing them for the first time and try to
      employ those ideas in some way and answer the questions as best I can.

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63.   Lots of good customer service training
64.   Maybe if I get some courage, I can speak up and let others know that not everyone leans
      to the left, not everyone is opposed to the war in Iraq, and not everyone thinks our
      President is a dolt.
65.   More in house training and teaching using the people we have instead of going "outside"
      for teachers/trainers
66.   My background has been diverse and I have worked and lived in New York almost all my
      life, with people of all colors and nationalities. I have experience in Public Relations, the
      Insurance (Property and Casualty areas) industry working as a Claims Specialist for 10
      1/2 years, worked in the State Attorney's Office in FL and came to Oregon in 1995,
      worked in HP for 2 years and have been here in Public Safety Department for over 6
      years. See Below #23.
67.   My background/ education is from the East coast, I can offer another perspective for most
      Oregonians........!
68.   My faith based background has taught me to treat others as I wish to be treated.
69.   N/A
70.   Not really sure
71.   One of the things we do is hire 4 to 6 students a year from the CEM program. We attempt
      to give the students life experiences, treating them as a part of our work force, not "just
      students". We all come from different backgrounds and it provides the students an
      opportunity to see how each of us approaches our tasks. We feel it prepares them well for
      their future work. In fact I cannot remember when one of our students did not have
      position with a company before they graduated.
72.   Opportunity has to be given and more responsibility with no more pay for classified staff
      has to be considered.
73.   Other than in my own attitude I have not thought about this. But will volunteer to help in
      any way on focus groups, etc.
74.   Please see #23. I think with this experience, I can work with my fellow employees
      showing by example that diversity is a way of life. Treating everyone with respect and
      honoring who they are is one of the first steps.
75.   Primarily the 25 years of experience I have in private industry can serve as a balance
      from a business perspective. On the cultural side, I too have worked in and lived in
      diverse settings which can help give a broad perspective in my work group.
76.   Promoting diverse hiring practices and creating positive environment
77.   Public Safety has for the most part been looked upon as someone you contact when
      something bad has occurred. I think that the stereotype can be greatly modified or
      eliminated by Public Safety employees interacting with other members of F&A and the
      campus community in ways that project a more positive "team player" attitude.
78.   Reasonable diverse in experience but not diverse in race or ethnicity
79.   Recruit and retain staff from diverse backgrounds. Respect and appreciate different points
      of view. Participate in activities that celebrate diversity.
80.   Sharing of individual experiences (professionally and personally) and listening intently to
      others doing the same.
81.   Show consideration and understanding
82.   Show new people the work frame.

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83.   Teaching others about differences other than race, color and sex (I b elieve these are
      clearly understood, not agreed upon, by all). I think personality and communication styles
      are key to appreciating each other.
84.   This is an interesting question. I can honestly say that I've never thought about this (in
      these terms). See below to understand more of my philosophy.
85.   This question makes it seem that you are defining diversity as work experience and
      environment. I thought we were talking about differences in people. I guess I don't really
      know what we are supposed to be talking about or accomplishing in this exercise.
86.   To be very honest, I always thought that I knew the definition of Diversity. But after the
      training with Mr. Ross I have learned I have the wrong definition! So this has been eye
      opening and I'm learning a lot.
87.   To open up other to the wealth of experience that is available.
88.   Treat everyone as I would want to be treated.
89.   Treat everyone, the way I would like to be treated in return.
90.   Trying to understand where other people are coming from.
91.   Unknown.
92.   What?

Q23. What have you done or experienced to create a more dive rse environme nt in
     your work and life experiences?

1.    Allowing an atmosphere of diversity to thrive
2.    To keep smiling no matter how rude or ill behaved someone becomes and stick to the
      rules about the procedures.
3.    As I stated in #21, I have many years in customer service dealing with all types of people
      plus I have had the opportunity do take classes that deal with other cultures and people
      from all walks of life. This has given me a perspective that I really appreciate
4.    At work, actively recruited staff from diverse backgrounds.
5.    Attempted to treat all people I deal with fairly and made them feel comfortable.
6.    Awareness of the issues has hopefully allowed me to help in this regard. As a supervisor,
      I have an opportunity to coach others in this regard. Generally I find it easier to discuss
      the concept of "community" (sense of belonging, responsibilities to the group, etc)
      instead of "diversity."
7.    Be open to learning. Try (hard) not to judge. Remember that the "jerk" you just
      encountered may have just come from chemotherapy, a funeral, a layoff planning
      meeting, etc.
8.    Been ultra sensitive to foreign students and faculty who do not have a command of the
      English language.
9.    Developed good listening skills and take every individual as they are.
10.   Education of the ignorant.
11.   Encourage students to apply for positions in Public Safety (both genders, students of
      color, etc.)
12.   Expose myself to different settings and people different from me; force myself to
      confront my fears or lack of understanding to gain a different perspective.


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13.   extensive travel, hosted exchange students, learned several foreign languages, voluntarily
      participated in diversity classes and seminars, hired from protected class in over 40% of
      all career hires
14.   Food and music come to mind
15.   Having potluck lunches.
16.   Hiring student employees and also Promise summer employees.
17.   Huh? I'm not sure I understand the question.
18.   I am a host family for the English Language Institute. I seek areas outside of what I
      currently do for training and education.
19.   I am honest and open with my opinions and I encourage others to open up as well.
20.   I believe in free expression therefore I try to listen and understand where someone is
      coming from. What they are saying or doing might not be what they are trying to convey.
      I ask questions and try to state back what I heard them say.
21.   I bring with me all of my experiences (good, bad, or otherwise). Each of these
      experiences have made me who I am. By being "me" and not trying to copy someone
      else, I bring diversity to my work place. It takes each of us working together in harmony
      to make a good place to work.
22.   I come from a family that is very diverse. I never (and still don't) see color lines, rather
      embrace people for who they are and what they bring to the table.
23.   I come from a very diverse background and bring that as an integral part of everything I
      do.
24.   I encourage listening to the Grateful Dead
25.   I expose my coworkers to the substance of my work, which is different than theirs.
26.   I feel I give everyone a fair chance and some people you have to have more patience
      with.
27.   I grew up in the 60's & 70's when people were recognized for their individualism
28.   I hang out with people of different ethnicities, backgrounds, and belief systems. My
      friends and coworkers are all of different backgrounds and I try to be friendly to most
      people.
29.   I have always treated others as I want to be treated, making sure that I treat others with
      respect and work in a way that supports them as much as possible.
30.   I have always tried to treat everyone fairly, no matter what their race, gender or beliefs. I
      have always tried to keep my opinions unbiased until I get to know a person better. I try
      not to be influenced by others that jump to the conclusion that this individual is no good
      or what ever.
31.   I have been through many trials in my lifetime and it has shown me many areas of a
      person’s life. Understand and showing honest concern about other is a good way to start
      improvement anywhere.
32.   I have come from a very small logging community where politic al views and opinions are
      much more than that for me. It was a way of life and surviving. Quite often on college
      campuses there are liberal views being expressed by special interest groups because at
      that moment in time it is something that they can belong to and feel a part of. For me it is
      much more than that. It is about being the underdog and standing up for my beliefs not
      because it is the "in" thing to do, but because I have lived it and it is a matter of survival
      for the town that I grew up in and the family I belong to.

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33.   I have learned to accept, communicate and befriend all kinds of people. I have strong
      ethics, am trustworthy, loyal, raised 3 daughters, am a family oriented person, enjoy
      working and having a family work environment surrounding me (as I do now).
34.   I have lived & worked in many different locations. I feel this gives me a wide vision for
      my work environment.
35.   I have lived and gone to school oversees, learned other languages, attended culture
      programs on campus, reach out to people not in the mainstream both at work and in my
      personal life on a one on one basis.
36.   I have lived and traveled throughout the USA. Life is very different in other parts of the
      country.
37.   I have lived in a couple of foreign countries and have experienced the feeling of being the
      person who stands out because of the way I look and/or speak. I have also been judged
      (unfairly, in my opinion) based on my nationality. I try to keep these things in mind when
      I am interacting with others.
38.   I have lived in many countries and learned different values while living there. From this
      experience, I learned to listen with an open mind, always reminding myself that each
      person's point of view is valuable even if my final decision is contrary to the input. My
      job is to make sure the person understands that his/her input is always welcome whether
      or not it is implemented in operations.
39.   I have made it a point to meet my neighbors.
40.   I have made the attempt to understand myself and others. This is a lifelong process, and
      no one will ever achieve perfection in it.
41.   I have no control over who I work with, but in life - my husband and I have purposely
      entertained and welcomed foreign students into our home and have continued those
      friendships outside of our home.
42.   I have not had an opportunity at work. But part of my adult life was spent as a military
      spouse which was very diverse and I came away from that with better understanding.
43.   I have provided new officers with campus information that I have collected over the
      years. This information was not readily available to them and would have required years
      of on-the-job experience to collect. On a personal level, my family and I have enjoyed the
      experience of having foreign exchange students live with us at various times over the
      years. This was a wonderful experience for my family and me.
44.   I have respected other people's experiences and always tried to use that to make
      interactions with others better.
45.   I have taught work-skills classes at a community center and have organized house
      renovations for homeowners with needs.
46.   I have the opportunity through my job to meet with and work with all kinds of people
      around campus which I thoroughly enjoy.
47.   I have traveled quite a bit. My husband and I have friends who we keep in touch with
      around the world - Costa Rica, Albania, England, New Zealand, the Netherlands...
48.   I have traveled some and understand what it can be like being on the "receiving" end of
      less than open or welcoming cultural behavior. So that makes me more aware of our OSU
      environment and how we treat others.
49.   I have visited other departments that seem like a different culture than Business Affairs


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50.   I have worked with a variety of people throughout my life experiences in different jobs.
      Being able to work in a diverse environment allows for growth professionally and
      individually.
51.   I interact with mgt on a personal level often.
52.   I just got to the university.
53.   I let my culture come into work with me. I let people ask questions and not get offended.
54.   I married a person of the opposite sex, from a different social background who has a
      physical disability. I work in an environment where my religious and political beliefs are
      not in the mainstream.
55.   I must "cover" my views regarding diversity in order to keep my job.
56.   I participate in community event.
57.   I study foreign languages and enjoy travel and experiencing different cultures.
58.   I talked a little bit about work above, in my life we adopted a young boy from a very
      rough background when he was five. This changed me, my wife, and our other two boys
      greatly. He changed our outlook on life to the extent where we cannot imagine not
      adopting him. He taught us all something, specifically not to take life for granted. He is
      now a senior at Portland State and a terrific young man.
59.   I think one must be on time and look for different ways to do the same job.
60.   I think that developing personal friendships in addition to professional relationships
      allows for people to learn about people
61.   I tried other jobs early on in my career to broaden my experience; new job duties that I
      learned in one job were used to move on to other better-paying or prestigious jobs.
62.   I try to be open to new people and new ideas. I give everyone a chance.
63.   I try to be respectful of everyone's backgrounds. And no matter how I may feel about a
      particular subject, I try to listen. There is always something to be gleaned by listening.
64.   I try to get people to think bigger and share my computer skills with them.
65.   I try to make all people feel welcome
66.   I try to make sure that all candidates for open positions are given equal considerat ion,
      based on experience.
67.   I try to treat others the way I want to be treated
68.   I volunteer with local groups that envelope a vast amount of individuals from all over. I
      have worked in several areas that required open mindedness and dealing with people
      from different cultures and backgrounds.
69.   I'd like to think that I listen to the folks in my unit and make a big effort to understand
      their opinions and perspectives. I'd like to think that when people are talking to me they
      feel comfortable enough to deliver tough feedback to me and they feel encouraged to tell
      me what is important to them. I am sure that this does not always occur, but I hope that it
      occurs more than not.
70.   I'm not a manager, there are very few employees in my office, not sure what I can do. I
      work well with anyone that management hires, because I just come to work to work.
71.   I've lived in different states.
72.   I've made many friends from different ethnic backgrounds and I've shared a part of my
      culture with others.



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73.   I've worked in a number of different departments, so that gives me some sense of how
      business processes are seen around campus & allows me to have some empathy for how
      departments respond to me in my current position.
74.   Just lived it with an openness to enjoy the wide variety of people I have me t along the
      way.
75.   Kept as open a mind as I was capable of.
76.   Learned how to celebrate the differences we each have. Through travel, various jobs, etc.
      I have developed a desire to learn about others. There are common threads we all share -
      sometimes it just takes a bit more unraveling to find them.
77.   Lived and worked overseas for 21 months, Immersed in different culture and language,
      Had many foreign guests visit and stay in my home, be part of my family.
78.   A lot of stuff...I have lived in various areas in the United States. Served in the U.S.
      Military. Worked in areas where there were a variety of cultures and nationalities.
79.   Married a woman from another country and different religious background who speaks
      English as a second language
80.   Married into a multi-cultural family. Maintain many cross-cultural friendships. Host
      international students. Travel.
81.   Military. The most diverse employer in the United States. Except not a lot or trust fund
      babies. They mostly went to University....
82.   Moved a lot and attended several universities. The more involved one is in the
      community, the more one is exposed to different ideas and cultures.
83.   My approach is generally varied. There was a pipe protruding from the floor about an
      inch and was a potential tripping hazard. I painted a large set of lips around the pipe...you
      can't miss it on the grey floor and when steam wisps up, it, generally, makes you smile.
84.   My personal behavior is governed by my principles. Those principles spring from a well
      of intellectual, behavioral and spiritual pursuits. I believe I am an agent to myself,
      responsible to myself and I work to value each and everyone I interact with as a whole
      human; valued, honored, loved.
85.   My work life and my personal life are two separate entities. My workplace is again,
      diverse by nature. A professional approach to my job negates interjection of my personal
      beliefs about another person's background. I treat all people with the same respect.
86.   N/A
87.   Not being biased, treating people fairly.
88.   Our department includes encouraging statements on position announcements.
89.   Participate in workshops and discussion groups.
90.   Participation in a variety of positions and situations that were non-traditional,
      participation with diverse organizations and groups.
91.   Read
92.   Respect others.
93.   Respecting everyone and treating them as I would like to be treated.
94.   See question # 22
95.   Since coming to Business Affairs and experiencing the diverse student population we
      serve, I try to treat everyone fairly and equitably, regardless of whether they appear the
      same as me or if they appear different than me.
96.   Team building, work style analysis.

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97.    The Bible states it pretty clearly. "Do unto others as you would have them do unto you.
       Pretty basic and simple, don't you think?
98.    The previous answer
99.    To treat all people with respect when it is race/sexual orientation or gender.
100.   Travel
101.   Traveled, talked, listened
102.   Traveled thru Europe, joined the Coast Guard, Manager of Pinkerton with 800 officers
       under me from all walks of life 400 were trained be myself.
103.   Treat everyone as you would like to be treated
104.   Treat everyone with trust and respect.
105.   Trying to understand where other people are coming from.
106.   We brought an Albanian professor here last year to teach for one quarter at OSU. We
       have helped to bring Albanian high school students to the US and we started a nonprofit
       organization to help improve the educational opportunities for the poor children in the
       northern region of Albania.
107.   Welcomed new people and treated them as well as every one else.
108.   When I arrive at the beginning of the work day, I increase the diversity of the
       environment. Diversity is always increased with each additional person. The same
       phenomenon would hold true for a pond of frogs.
109.   When I have been exposed to someone "setting" some one else up to fail, I intervene on
       the victims side and "call the bull----t of the ones that should be helping to train the new
       person, or the ones that have the experience should help others to do the best job as
       possible, but it seems that the mind set here is "it will never change, so I am only going to
       do what is good for me ...and at times shift the blame...


Q24. What prevents you from practicing, e mbracing or developing diversity whe re
      you work?

1.     "Reverse Darwinism" My department tends toward hiring people who are less
       knowledgeable and thereby less threatening than their superiors. As people retire the least
       threatening of the previously hired group of less knowledgeable is the replacement who
       in turn hires even less knowledgeable and thereby less threatening middle aged middle
       class white men like himself creating a gene pool that someday is threatened by anyone
       not from the "inside".
2.     ....When I have removed my shoes, I’m then tied to my desk...
3.     A bad experience can prejudice me in one way or another to some extent. However, it is
       within my ability to say/do things that can make those experiences positive or negative in
       the long-term.
4.     Can't think of anything that would prevent, we have so many meetings and committees -
       there is plenty of opportunity to share diverse backgrounds.
5.     Can't think of anything!
6.     Define what you mean by diversity and I'll answer the question.
7.     Funding, interest, and equal opportunity to knowledge and training.
8.     Good ol' boys.

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9.    Have to be extra friendly to people of other races and those with very different ideas from
      the norm, they tend to interpret many actions as being directed to them as slights.
10.   I am too busy working to worry about it.
11.   I do embrace ideas and ways of practice.
12.   I don't know what is meant by "practicing, embracing or developing diversity."
13.   I feel I do this. What prevents me from doing it more is the challenge to stay on top of
      current workload.
14.   I feel that I do practice diversity at work.
15.   I haven't noticed anything per se, but this is a work environment and I'll wager that most
      people do not act the same when they're not at work.
16.   I no road blocks to embracing diversity that I know of.
17.   I only work with three other people and all the interaction I get with anyone else is in
      passing with a smile or hello, and when the warehouse guys are at the break table. Lack
      of interaction with people at work.
18.   I think that the negative feelings about diversity and how it was perceived in the past has
      created a roadblock for some and their willingness to embrace it, therefore creating a
      challenge, not an impossibility, for those that have.
19.   I would like to have more time to participate in activities and events but the workload is
      too pressing, particularly since I have a job were there are time sensitive needs to be met
      or employees are directly impacted.
20.   I would say time prevents us from focusing on diversity. We have so many things going
      that it's difficult to make time for any one thing in particular.
21.   I'll like to know more ways I can develop diversity in myself or others.
22.   Lack of time and resources to do anything but deal with the daily grind.
23.   Lack of time, foresight, and planning. If it doesn't directly impact you, it doesn't cross
      your mind.
24.   management...co-workers that are unwilling to embrace the change that is coming....
25.   Maybe just making the time to do it -- but the desire is there to do what I can to be
      successful at being a more diverse person.
26.   My workload here and some personal issues prevent me from branching out further but
      I'm striving to do my best here in the department.
27.   N/A
28.   N/A
29.   No barriers
30.   No interest
31.   No time to think about it. Too much work to do.
32.   Not everyone seems to have a true interested in diversity. I thought the workshop was
      very good. It pointed out that diversity is not quotas and minorities. I believe this will
      make diversity easier to embrace for some people.
33.   Not sure, overall. A few folks are pretty closed minded, but for the most part they're
      open.
34.   Not to much
35.   Nothing
36.   Nothing here prevents me from embracing diversity; but let's face it, Corvallis is really
      not very diverse culturally.

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37.   Nothing I'm aware of.
38.   Nothing prevents me from doing anything anywhere.
39.   Nothing prevents me from this practice. It is encouraged.
40.   Nothing really, except myself.
41.   Nothing really.
42.   Nothing should prevent me from practicing or developing diversity in my workplace. I
      strive to practice my belief. Practicing diversity gives me personal satisfaction of making
      friends and having genuine interest in them.
43.   Nothing that I can see.
44.   Nothing that I know of.
45.   Nothing that I know of-It just has not been an issue before
46.   Nothing, I attempt to do this everywhere in life by learning about people, getting to know
      them, etc., to help me better appreciate our differences.
47.   Nothing, I have been diverse for a long time. I have been around many other groups of
      people in the past.
48.   Nothing, in fact it is encouraged here. Hold the basic concept of treating people as you
      yourself would like to be treated. The answer to everything is "Yes or Maybe, but never
      No." Find alternate ways to accomplish the objective.
49.   Nothing, my department is wonderful when it comes to embracing people's individuality.
50.   Nothing. I am a bit busy filling out surveys though, this is the third one this week. I love
      culture (except for modern art).
51.   Nothing. I do have to be vigilant within myself to make sure I do not fall into the trap of
      ambivalence.
52.   Nothing. I feel it is very diverse in my department
53.   Nothing. I'm a fair person and feel everyone needs to be valued.
54.   Old habits, stereotypes, judging others.
55.   One cannot practice, or develop diversity. Understanding, tolerance, and respect are the
      real issues.
56.   Only limits I put on myself.
57.   Others attitudes or ignorance about what diversity is or isn't.
58.   Practicing and embracing it would be easier if more diversity existed where I work. But I
      need to keep in mind that diversity doesn't just mean race, gender, religion. There's lots
      more to it, and that's what needs to be addressed, embraced, and developed.
59.   Quite frankly, I don't know what I'm expected to DO!
60.   Reluctance from others. Time is also a factor. The department that I work in is
      understaffed and we all have bigger work loads making time a big factor.
61.   Right now, I come to work in a bubble. It is not safe to do this any other way. My
      supervisor is mean, disrespectful and unethical. Any time we try to do this it creates an
      environment that makes us to vulnerable.
62.   See question # 22
63.   Some who have closed minds that can’t be opened.
64.   Sometimes people may not have the same views as everyone else so being in a smaller
      environment sometimes makes it difficult to embrace diversity. Everyone wants to be
      different but sometimes being different can also pinpoint an individual at the same time.
65.   stronger trust in management to do the right thing.

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66.   There is very little diversity in our shop.
67.   Time and job focus.
68.   Time obligations, business
69.   Too much work, not enough time
70.   What?
71.   When deadlines are looming and time is short, I don't think I take enough time to listen to
      my colleagues and be thoughtful in my communications.
72.   Wish I spoke more than one language!
73.   Workload

Q25. What actions or goals do you suggest to promote ongoing diversity?

1.    "Experience" sessions - like the poverty experience, where you have to be in someone
      else's shoes.
2.    A good start would be for someone in a position of authority to define diversity so that
      we could all have an un-diverse clue as to where we are going. Perhaps that is the
      problem, how does one define a policy for something that by its very nature rules out the
      possibility of a commonly held definition? And how can one know when one has arrived
      at the goal when diverse opinions of what and where the goal is are the acceptable
      standard?
3.    A perpetual motion of moving forward. New technology, new ideas, new concepts. Think
      outside of the box and know that there is more than one way to do something.
4.    Acknowledge the diverse groups on campus.
5.    Agree to disagree when talking openly and candidly with others. Make each other feel
      comfortable talking about diversity. Once we get over that, the end result comes more
      easily.
6.    Annual F&A wide retreat/training/conversation on our progress in promoting diversity.
      Quarterly retreats/meetings/trainings within each unit to do the same. Set a time for
      another survey to monitor progress, or status in the division.
7.    Awareness first, then involvement and exposure to Diversity.
8.    Awareness most of all.
9.    Be nice to people, whoever they are. Diversity is easy-just accept & respect folks no
      matter what they look like, speak like, or believe. It's just that simple.
10.   Beats me.
11.   Continue things such as "Employee Spotlight" that teach us more about the people we
      work with.
12.   Continue to encourage and insist that people respect one another and to not tolerate
      intolerance.
13.   Continue to have meetings, educational opportunities, communication seminars, etc. It’s
      good to get people out of their usual routines. Tolerance, acceptance a nd understanding
      must be focused on continually.
14.   Continuing with annual all staff half day meetings with activities designed to get to know
      each other better
15.   Demonstration of the positives, not warnings of the negatives.
16.   Discussions, books, putting into practice what diversity is to yourself.

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17.   Diversity is a constant that cannot be encouraged. Understanding, tolerance and respect
      are increased through an educational process. However, those who wish not to embrace
      understanding, tolerance, and respect are also adding to the diversity of the group and
      should deserve equality.
18.   Do Your Job
19.   Don't push people, I think that when changes are made that the trickle down effect will
      work without making people feel they are being made to do something.
20.   Each person views the glass as either half full or half empty. Each person individually
      subscribes to tenets of life that include or exclude. My beliefs do not have to be your
      beliefs, but I have to respect you as a person to value your opinion. Respect is a fragile
      thing and is easily destroyed and almost impossible to rebuild. I can respect a position
      while having no respect for the holder of that position. Being honest and open are
      qualities I can respect. Integrity is a goal we all need to attain.
21.   Eliminate the Race question from all applications, who cares, besides I am not Caucasian,
      I am neither from the Caucus Mountains or Asian. Actually I not really white either,
      more of a peachy pale, red in the summer when I forget sun screen, and tannish brown
      after the initial sun burn.
22.   Eliminating the favoritism would go a long way to creating a more favorable
      environment.
23.   Encourage further education of all OSU employees. This broadens people's
      understanding and appreciation of the world. This also confirms their value to the
      organization by investing in them as people. View diversity as more than race or
      nationality - diversity is upbringing, economic background, cultural values. Even
      someone raised in the US with parents from European background can retain values that
      are far different than mainstream North America.
24.   Encourage minorities to apply for positions
25.   Experience more empathy for the other person. Perhaps we should all sit in wheelchairs
      for a day and try to get through the doors that are not handicapped accessible
26.   F&A book club, led by employees, would be a good thing. Try to recruit more diversity -
      seems like we do that in OHR but often aren't able to attract persons of color or other
      cultural backgrounds. Not sure why.
27.   Fair treatment...discipline for inappropriate actio ns/ comments...
28.   Find the bad apples and get rid of them.
29.   Follow our lead???
30.   Get diversity in the work force if that's possible. Hiring.
31.   Get to know your neighbor. Ask questions, the only way to know is to ask.
32.   Getting everyone on the same page as a starting point, then ongoing education and dialog.
33.   Getting people to see that this will impact them and that they better be ready to embrace
      diverse cultures, languages, etc. I think once people get it--really see how this will impact
      their daily lives, they will come up with their own solutions and possibilities.
34.   Have small get togethers with all of the groups on campus (Black Cultural Center, Native
      American Longhouse etc) and have someone from each center talk to us about their
      culture.
35.   Haven't thought about this yet.
36.   Having many different backgrounds working in the same environment.

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37.   Help people to understand what this all means and how positive an open mind can be as
      well as enriching one's life.
38.   Hire and fire on competent work skills and performance and let the diversity happen
      when successful employees perform their job.
39.   Hopefully the University has matured in its understanding of diversity to accept the
      reality that people hold their beliefs strongly. As a Christian, my relationship to Christ is
      central to who I am as an individual. I am certain that a person who is of another religious
      faith holds his or her beliefs just as strongly. I would not be willing to alter my beliefs for
      the sake of unity, nor do I expect anyone else to do that. In the work environme nt, I
      expect to be treated with respect and to treat everyone else with respect.
40.   I believe that the most important thing is to try to get everyone involved, and make it
      seem more fun. I think that the problem now is that everyone feels like we were pushed
      into this.
41.   I have no suggestions with this question
42.   I still think sharing food is great. This is where we get the different foods from different
      country/ethnic groups. The raw materials may be the same, but the finished dishes are
      nothing alike. And when we do sit down to eat, we talk of our different cultures and
      traditions. An understanding of a person's culture may lead to understanding his/her
      thought process or action in the work setting.
43.   I think that a good job is being done so far. Just keep hiring people with different
      backgrounds, beliefs and ethnicities.
44.   I think we all get hung up in our own specific positions. One item I believe we could do
      better is seeing how our other groups work/fulfill their jobs. There are many
      misconceptions on what we actually do. So perhaps some cross training or something like
      that could promote our work environments
45.   I think we should continue to have the opportunity to attend workshops or training in
      diversity. As long as we have diversity in the forefront, we can practice until it becomes a
      part of who we are.
46.   I would like to see more emphasis put on abilities and experience than just whether a
      person has a degree or not. I know of a few key positions that were filled by lesser
      individuals because they had degrees, while people that had the skills but not the
      education were passed over. Degrees aren't everything.
47.   Identify the uniqueness of each employee
48.   I'm not sure.
49.   In my job I wood like more information.
50.   Include elements of diversity in performance goals; include discussions related to
      diversity in staff meetings; encourage participation in diversity related activities/groups -
      both on and off campus; recognize those who best represent efforts to promote diversity.
51.   Including more community events with the workplace staff - having a presence in our
      community.
52.   Keep an open mind and educate myself about others.
53.   Keep going with the existing F&A effort.
54.   Learning about others is a good start and that begins by listening and more learning.
55.   Listening.


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56.   Maybe having the students interact with staff and faculty by inviting some of us to some
      of their functions
57.   Make the action plan real and meaningful
58.   Making a point of talking/spending time with a person that is different than I am i.e.,
      cultural, religious.
59.   Maybe a few more meetings like the one we had ... maybe even smaller "in department"
      meetings
60.   Maybe have guest speakers with different backgrounds than the majority of us in
      Business Affairs come in and tell us their experiences and how we can better relate to
      them and understand them.
61.   Merit raises for classified staff and more opportunity and encouragement for diversity
      training.
62.   More Grateful Dead
63.   More inter-departmental projects, perhaps some job swapping
64.   More personal SMALL GROUP times.
65.   More teaching and training
66.   No one of a minority class should expect to receive any special treatment or to receive an
      exception to the rules that apply to everyone. True respect is impartial to all and based
      solely on behavior.
67.   No suggestions.
68.   Ongoing education
69.   Oversee hiring practices in my department.
70.   Participating in diversity activities. Staff training in the different ways that we experience
      the world due to culture, gender, and generational differences
71.   Recognize different views continuously. Have a day or week to recognize every diverse
      group, not for just the minority or outlandish. When is Oktoberfest? Fish & chips day?
      Day o' the kilt? Vodka spirit's day? Curry day? Maple leaf jousting, eh? Scandinavian
      festival of lights?
72.   Recruiting, making each staff and student feel welcome and respected
73.   Remembering what diversity is really all about. It is embracing each other for our
      differences. Accepting and enjoying each other because we are different. There is so
      much to be learned because of our differences. Perhaps we could have activities that
      require staff to get to know people that are different from them in some way.
74.   The hiring of a more diverse work force and more interactions with others in the
      department and among other departments.
75.   The only thought I have is to somehow encourage the various units within the Business
      Affairs department to interact more often to reduce some of the isolation. Also, good
      working relations with other units in the F&A unit should be promoted and encouraged.
76.   The opening speaker did not introduce himself in Div101. Actually, I would not choose
      him as the opening speaker for diversity since it was clear that this was the first time he
      was reading it. There was no enthusiasm, no passion behind his words. It is hard to buy
      into diversity with that kind of selling.
77.   The practice of coaching a previously hired temporary "safe" worker and screening all
      others with an essay question that favors the Anglo-American should be looked into.
78.   There are a lot of intelligent people on campus working on this. I support their goals.

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79.    There are some women qualified in non traditional fields. I suggest they be encouraged
       but that human resources examine their backgrounds to ensure that they will be capable
       of working in a predominantly male environment.
80.    There is no replacement (that I know of) for EDUCATION; continued, comprehensive
       and candid.
81.    Tie it into the reward structure and performance evaluations.
82.    To continue to treat all with respect and understanding
83.    To promote diversity is to embrace people's individuality. In essence, departments should
       not constrain the way their employee's think or act, provided it is within the reason.
84.    Training workshops try to get people to empathize
85.    Treat everybody fairly. Respect the fact that everyone is different and may not have the
       same opinions that you do.
86.    Treat people how you would like to be treated. Have patience.
87.    Try to remind people that life experience affects who people are as much as genetic traits
       do. Rape, cancer, war survivors; older or younger; only child or one of many children;
       over- or under-weight people; divorcees; tattooed and pierced people; AIDS/HIV
       sufferers; economically advantaged or disadvantaged backgrounds; family experiences
       with drugs/alcohol or any of the above; etc. Most of these things are invisible.
88.    Unfortunately, I am not able to focus on this due to the disruption in our department, it's
       all I can do to come to work every day.
89.    We are all part of a team, hired to do the job that keeps the University wheels turning,
       and we should do it with harmony, respect, and be efficiently.
90.    Welcome other people and their ideas.
91.    Will discuss later.
92.    Work more closely with the RAs and RDs and students and Student Conduct

Q26. Please define what diversity means to you, be as detailed as possible.

1.     "Love thy neighbor as thyself"
2.     ....different colors and patterns woven into the same piece of fabric
3.     Accept everyone for who they are. Put yourself in their place. Treat them as you would
       want to be treated. Everyone is human and have most of the same emotions you have.
       Respect them.
4.     Acceptance
5.     Accepting and embracing everyone.
6.     Accepting everyone & treating them with respect.
7.     Accepting of others (regardless of opinions or beliefs). Don't necessarily have to agree
       with them, but allow each to have their own opinion.
8.     According to the University's definition, diversity is that we need to "love our neighbor"-
       get along with the people we work with, be open to different backgrounds, to find
       different ideas interesting, and to want to learn new ideas and ways of doing things.
9.     Again - Treat everyone the way you want to be treated.
10.    All people are different, and those differences should be embraced
11.    An understanding that events and effects are not always as perceived and to be open-
       minded to different interpretations of the physical and spiritual world

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12.   Another politically correct buzz word.
13.   Appreciating everyone for who they are, including myself.
14.   Appreciating others views in a non-critical way.
15.   Awareness of differences in beliefs, cultures, religion, styles, habits, etc. That does not
      mean one must support and embrace all of those. However it does mean that one should
      not attack nor be attacked based on any of those believes, etc. etc.
16.   Being inclusive -- making the effort to understand why people are different, then taking
      the time to learn more about why they are different, and finding ways to make it all work.
17.   Being open to someone else, their beliefs and culture and life experiences. I don't have to
      agree or necessary like what they are about, however, I don't have a right to treat them
      badly or ignore them.
18.   Blending human beings from all walks of life together to form a microcosm of the world
      as we know it.
19.   Diversity is respect.
20.   Diversity cannot be defined. It is not a person, place or thing. Diversity is an attitude and
      action. It is the way we treat the people around us, in our workplace or outside.
21.   Diversity is accepting and celebrating differences.
22.   Diversity is being able to put aside your personal and professional thoughts and ideas to
      allow others in. You must be able to take ideas from someone else and work with them to
      solve the problem or task at hand.
23.   Diversity is differences in race, gender, beliefs, background, and experiences.
24.   Diversity is differences. Everyone has differences, nobody is the same. Therefore, we are
      all different and need to learn and appreciate all aspects of the differences, whether it be
      age, race, sex, communication styles, educational background, work background, birth
      place, etc.
25.   Diversity is finding the value in our differences and the celebration of being a unique
      individual.
26.   Diversity is not just ethnicity or age or sexual orientation, yet it is those things and so
      many more. My old dictionary says diversity is "1) a state or an instance of difference;
      unlikeness. 2) Multiformity; variety as diversity of opinion." We don't need to be "color
      blind," we need to have an open mind; a respect for others.
27.   Diversity is recognizing the huge variety in our unique experiences.
28.   Diversity is simply the differences between things. We have that. The focus should be on
      offering mutual respect to all. Not acceptance, not understanding, just plain respect and
      good manners.
29.   Diversity is the mix of ideas, opinions, and experiences that make up a person or group.
30.   Diversity is variety. We are all different people, how we think, our life experiences,
      where we come from make up who we are. I grew up in rural Oregon, so my life
      experiences are different from someone from inner Los Angeles. To me it is all about
      respect and getting to know the person next to you or in your work group. One of my life
      lessons from my father was it did not matter if the person was the richest person in the
      city or the poorest they were still a human being so treat them all with respect and
      appreciation.
31.   Diversity is what makes each one of us different and unique. It is perso nality,
      background, lifestyle, interests, etc. It makes it a unique and enjoyable experience to talk

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      with someone. It is an opportunity to learn new things, new ideas, new ways of doing
      things, trying new foods, the list goes on and on.
32.   Diversity means anything that makes another different.
33.   Diversity means being able to accept others as they are, no matter what their nationality,
      gender, color of skin, religious beliefs, education, etc are. Everyone should be treated as
      equals and with the same level of respect.
34.   Diversity means celebrating, embracing, and benefiting from the differences of others.
      Diversity is to collaborate with a group of people of different cultures, ages, genders,
      socioeconomic background, etc., in order to produce the best results.
35.   Diversity means recognizing differences and being understanding of where people are
      coming from (why they may have a different opinion on something than you do, why
      they may talk differently, behave differently, etc.)
36.   Diversity means recognizing the worth of every human person as a creation of God. Not
      special, not above or below me but equal in my respect with all of God's creation.
37.   Diversity means respect to me, respect for other people without regard for how they are
      like or unlike me. And acknowledgement that they are just as entitled to their thoughts,
      feelings and opinions as I am mine, but neither theirs nor mine entitles either of us to
      disrespect the other.
38.   Diversity means that the way a person is treated is based on how they choose to behave,
      and not on anything else. I believe that people should be rewarded/held responsible for
      their actions and given special treatment because of something they had no control over.
39.   Diversity means to me to be respectful and understanding of peoples' experiences and
      different backgrounds.
40.   Diversity means trying to understand someone's view of the world relative to their
      background and experiences.
41.   Diversity to me is having people with different beliefs, ethnicities, and backgrounds.
      They all don't have to be different for example: Two people can be Catholic but one grew
      up in the suburbs and the other in the ghetto. They have one aspect that is the same but
      the other makes their whole life and how they think and act on things different which
      creates diversity.
42.   Diversity to me is one family including many members all with differences in opinions,
      etc. who work on living together and making the best out of all situations to make the
      world a better place.
43.   Diversity to me is the acceptance, tolerance, and the perspectives of people who come
      from many backgrounds and experiences. It appears to be an expansion from our ethnic
      origins.
44.   Diversity to me is treating all people with respect and honoring who they are as fellow
      human beings.
45.   Diversity to me means that we are all created equal, that we all have the right to our
      opinion and that a right to be heard. Right to be respected even though we are different.
      Diversity is allowing yourself to be open; open to listening, open to understanding and
      open minded. Diversity is appreciating your differences and learning from them.
46.   Diversity to me means treating others as I want to be treated. Showing respect and civility
      to all I come in contact with. That doesn't mean that I will always agree with others or
      that they will agree with me, but finding a common ground to work from and then

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      constantly keeping a dialog open to understand and deal with differences as they arise.
      Listening with interest.
47.   Diversity to me, means working with people from all walks of life. It means embracing
      everyone's differences and trying to understand them. It means learning about new ways
      of looking at the world and being open minded to new experiences. It means trying to
      make my perspective on life mean something while understanding the perspectives of
      others as well.
48.   Diversity, as applied to people, means not only the recognition of a heterogeneous
      population, but the acceptance and appreciation of differences. It also means that
      celebration and enjoyment of cultural differences is part of daily life. Tolerance and
      respect for differing ideas and perspectives allows for continuing opportunities for
      learning and societal development.
49.   Diversity, to be truly impartial, must not see people in classes, groups or according to any
      observable characteristic. Diversity should be based solely on performance and behavior.
      Promotions within the work environment must be given in direct relationship to
      performance and qualifications. To separate the rewards from work destroys the
      motivation to work. This is why communism/socialism fails.
50.   Diversity, to me, means simply different from the norm. In retrospect, I have been diverse
      all of my life.
51.   Embracing all backgrounds.
52.   Everyone contributes in their own way. They are all cogs in a gear, if one cog is missing
      the wheel doesn't turn
53.   Excepting that in life things are changing...integrating.., we live in a world that is
      shrinking and there are significant changes in population groups ....there will be a time in
      the future where there will be no single significant race.....look to the future and be
      accepting of the all...for they have something to offer...all of us...
54.   From various or different sources.
55.   genuine consideration, acceptance, openness to others opinions, ethnicity, etc...
56.   Hip hop and rap as well as Island tunes are music too.
57.   Honoring each individual's unique perspective. Being respectful to all. Listening to each
      person with intensity.
58.   I am very open minded to everyone's background, we are all human. There is no one
      book that I read that instructs me as to how to lead my life. We are all descended from the
      same branch of the evolutionary tree, and color, sex, ethnicity, does not make us any
      difference in how we should live and work with each other.
59.   I don't require details and everyday examples to define diversity. I see a huge transparent
      gem with an enormous number of facets and in the middle, life. Diversity is being able to
      move around and view life from any other facet besides your own.
60.   I think it is the whole that we bring, it is not one thing.
61.   I view diversity as more than race or nationality - diversity is upbringing, economic
      background, cultural values, life experiences. Someone raised in the US with parents
      from European background can retain values that are far different than mainstream North
      America, even though from all appearances they look like a mainstream white, middle
      class American. Diversity is more than skin deep, and diversity paradoxically is what
      unites us all - in our uniqueness, we are one.

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62.   In my relationship with Christ, I pursue Him because I have found Him to be of the
      highest value. I strive to treat people the way I would like to be treated. Their worth is
      derived from their being made by Christ. Their worth is not in any way connected to their
      appearance, intelligence, status or accomplishments.
63.   Includes many varieties of opinion, color, gender and race etc.
64.   Including a wide variety of backgrounds and racial mix in the work environment
65.   It is acknowledging a person and their respective culture in a positive way.
66.   It is looking at the world broadly, appreciating our differences, and respecting them.
67.   It isn't affirmative action. It is recognizing everyone has a different view of life. It does
      not mean I have to accept that view, but recognize it exists.
68.   It means difference in every aspect whether physical, economic background, ethnicity,
      age, and personality
69.   KNOWLEDGE--Understanding other cultures. "Walking in someone else's shoes."
70.   Learning and Acceptance
71.   Learning, listening, understanding and action.
72.   Living/working/sharing with a group of people in a relax environment
73.   More importantly . . . what does diversity mean to you? Obviously, we are not on the
      same page.
74.   People from all walks of helping others from all walks of life to see the power that is
      available to people from all walks of life.
75.   People from different backgrounds (culturally and economically) working together
      harmoniously, (hopefully).
76.   People from different backgrounds, culture and races than myself.
77.   People with different ideas, backgrounds, and races.
78.   Recognizing value in each individual and being open to consider solutions that come
      from a different perspective that we have been exposed to in our experience to date.
      Opening the mind to consider and support others opinions and personal feelings.
79.   Respecting all backgrounds and perspectives regardless of other factors.
80.   Respecting everyone as they are
81.   Respecting others and appreciating each person for their unique contributions.
      Celebrating and learning from our differences.
82.   Respecting, appreciating and finding value in differences; particularly where I may
      disagree or have a different belief system from another person or group.
83.   See 25. Being willing to share with others the things that have influenced who you are,
      and to feel comfortable and safe in doing so. Allowing others the same opportunity.
84.   Seeing a working, competent and positive individual regardless of race creed color or
      religion.
85.   Seeing and understanding through another's eyes.
86.   Standard definition works for me
87.   The applied appreciation of differences in background, culture, style, preferences - and
      the capacity to actively utilize these differences in ways that improve the work
      environment and personal activities.
88.   The dictionary defines it as "the condition of being different." This is all beginning to
      make sense in a perverted sort of way. No one is defining the goal because to set an
      absolute definition for diversity is to deny that there can be diverse opinion of what

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       diversity is. It occurs to me that "diversity" has become the antithesis of absolute truth. I
       believe in absolute truth. Does "diversity" allow me to maintain my diverse belief?
89.    The future and what it holds. The world as a whole and not a division of nations. The
       many colors it takes just to make one rainbow. How can you define something that has
       many applicable options. Each person has their own definition and you will not have two
       answers the same.
90.    The stew of life, Meat, Vegetables and Spices, Chuck it all in the pot, let it cook, the
       flavors all come together to make one meal. Other wise just eat a block or TOFU
       (odorless colorless flavorless)
91.    The total absence of bigotry and the ability to extend opportunity to everyone you meet.
92.    There is some question as to your version?
93.    This can vary from time to time, but in short it means not prejudging people based on
       outward appearances or initial behavior.
94.    To let everybody have their say and see just how wide the "rules" can go without the
       infringement on others.
95.    To me diversity is understanding and accepting that everyone brings different beliefs,
       values, backgrounds and lives to the environment in which we are surrounded by. We
       have to be aware, understand and respect these beliefs and values. We have to treat others
       how we expect and desire to be treated.
96.    To me, diversity means being nice and respecting the attitudes and opinions o f those that
       make up our environment.
97.    To realize and practice that all people are treated equal and deserve to be treated that way
98.    Treat Others with Respect
99.    Treating all groups as I would like to be treated, with respect and dignity.
100.   Treating all people fairly and respecting their beliefs even if they differ from our own
101.   Treating others as important , valued and treating all the same
102.   Understanding and accepting people of different races, ages, life orientations, cultural
       values, social/economic groups, etc...
103.   Understanding, acceptance, acknowledgement, self-awareness, self-respect, openness.
       Diversity isn't a state of mind, it's a state of being.
104.   Will discuss later.
105.   Young, old, ethnic & religious background, rich, poor, educated at different levels, race
       and skills.

Q27. This is an opportunity to s hare any feelings, opinions or suggestions about diversity
     in your department and/or in F & A. What topics would you like to see discussed
     during focus groups? Please be as candid and detailed as possible.

1.     Acceptance - not just for certain groups but for all groups.
2.     Age diversity.
3.     Any efforts made at the university are a hopeful outreach to people who in their heart
       already believe these things. It will be the rare person who is "converted", but only by
       becoming diplomats and ambassadors can we be a living example. You would not follow
       a food plan for weight loss that someone who was obese was using with no success.


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4.    Are we top heavy? Since we don't have enough front line staff to care for this campus,
      what do we do about it? How do we better compensate the people we have on a more
      consistent basis?
5.    As I said earlier, as a white male I have not experienced bias to any great degree.
      Consequently, I don't have any specific areas of concern. If o thers feel that they have
      been taken advantage of, then we should start there.
6.    Check the economics of the state. Have areas per capita lost financial spending? Cost of
      living increases and the job market would also play a major factor.
7.    Discuss whether the survey is another self serving attempt seeking to fix blame on an
      individual or is the focus broad enough to fix the problem.
8.    Diversity in terms of gender and ethic background.
9.    Diversity in terms of status - for example, management or unclassified versus non-
      management or classified. It at times seems as though there are two opposing groups at
      odds with each other.
10.   Diversity is an important topic, but there are many other things we do that are equally as
      important. I would hate to spend required time focusing specifically on diversity (as
      opposed to integrating it into other activities) to the exclusion of being able to do the
      other important things.
11.   Diversity is started...the next thing is accountability....
12.   Does not appear to be diversity related to hiring different ethnic groups at Fac. Services
13.   Emphasis on what Diversity is and how we, as individuals, can make a difference.
14.   Everyone I work with is supportive of one another and it's a great place to work. Really.
15.   F&A (non- management) never meet outside their immediate departments. How is this
      supposed to support and enhance diversity?
16.   How do we maintain a sense of self or identity, yet be open to others' viewpoints? OR
      How can I walk in others' shoes when there are so many pairs of shoes?
17.   How to develop a greater level of awareness and sensitivity to diversity issues
18.   How to get along with others even though you may disagree or have a differing view.
19.   I am not convinced that focus groups are an effective means of educating the entire
      workforce to be more tolerant, understanding, and respectful.
20.   I can't help but think this is politically driven which makes me very wary of what is
      expected to be accomplished. Management appears to want to make this an issue and an
      expectation that everyone should jump on board. If someone becomes ostracized or
      somehow made less because they don't buy into all of the hub-bub, it seems we've just
      created a worse problem.
21.   I don't think we should call it just a Diversity Initiative - but something like Thrive with
      Diversity or Achieving Diversity or something that talks about what we're moving
      toward.
22.   I feel fortunate to be part of this department. it has a genuine interest in promoting
      diversity.
23.   I feel OSU is great place to work. The people in my particular unit are like a big happy
      family, we all seem to have a say and work together.
24.   I just want to have a calm, friendly working environment. I don't want papers thrown at
      me, I don't want to be yelled at or belittled. I apologize for not having a solution. My


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      head is having a hard time getting to this, all I can do now is try to survive until I find
      work elsewhere.
25.   I not concerned with what is discussed more how it is discussed. It would be good to see
      the discussion be constructive but also step outside of any political correctness box a
      discussion like this could fall into.
26.   I think diversity is a wonderful concept but being from Eugene, I've seen the concept
      become somewhat warped and used to ends that it was never intended. Having been a
      military wife for over 20 years, I have been immersed in the diversity concept for much
      of my life. The true experience of diversity, of honoring and being a part of another
      culture is a wonderful and en- lighting experience. It's sad that certain segments of our
      society think that by shoving their "specialness" into the faces of those of us who don't
      share their beliefs recognize that those of us who don't share those beliefs would like to
      be respected for what be believe as well.
27.   I think it would be interesting to have meetings with people of other cultures, so we could
      get a better understanding of their customs and beliefs. Seems since we have so many
      foreign students & staff on campus that it would be a good opportunity to get to know
      more about their countries & the people of their country. Seems like most people are in
      their own little world and are afraid to accept change or learn anything about others.
28.   I think our department has done a good job at this, already. This will be a good refresher
      course, however.
29.   I think that one of the main areas of focus in OHR that should be addressed is the 1st
      floor vs. 2nd floor attitude that sometimes is felt by some employees. We have a unique
      situation in OHR because we are housed in two different offices. I think this can make
      our employees stronger in the way of diversity because of the challenges that we face in
      our everyday work. I think it creates opportunity for conversations to take place in regard
      to process streamlining and flow. I don't think this is happening as much as it needs to,
      but it is an attainable goal.
30.   I think there is far too much time and emphasis spent on encouraging differences of
      choice that are not job related as a means of getting them accepted into the mainstream.
      "Diversity" should focus on the non-negotiables such as ethnicity, gender and disability.
      Matters of personal preference should not be a part of the discussion.
31.   I think you've touched them all in this survey - it is a long one, but very thoughtful.
32.   I would hope that we can be as honest and open as possible. I hope that all those who
      participate in the focus groups are allowed to feel their voice is important. I hope to learn
      as much as I can possibly learn.
33.   I'm not sure.
34.   I'm picturing a "game" where everyone picks all the labels that apply to themselves, and
      physically sticks them (post- its?) all over their faces and bodies. Then having other
      people try to identify who it is under all those labels. A very visual and literal exercise
      pointing out that it's a good idea to look past people's labels to see who's really there.
      Puzzle pieces would work as well. There could be "standard" labels (Christian, Hispanic,
      Pisces, left- handed, college-educated, etc.) and blanks to fill in rarer identifiers. Could
      also be interesting if done as a group, which labels ran out first. Or last.
35.   In Facilities in particular, I cannot stress enough the lack of respect and hatred for women
      in this department. I suppose fortunately, there are very few women in the department

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      that have to deal with the abuse and harassment. I have even heard comments that we
      should not hire women in certain positions because they will get eaten alive and spit out
      by the tradesmen. There is definitely truth to that, but rather than dealing with the truth
      and those inappropriate people, Facilities chooses to leave women in the minority I
      suppose to try to protect them.
36.   Integrity, honesty, and truthfulness need to be at the top of the list. Positive
      communication and tolerance need to follow hard on their heels. These are core values
      and everything else will flow from them. Different cultures have different societal values,
      but they all come back to the core values mentioned above.
37.   It may not seem that manager/employee relations has to do with diversity, but I feel it
      should be considered
38.   Look at the issues that have arisen in the past to prevent them from popping up in the
      future. Review past enrollments and check the boost in diversity regarding the population
      of the University community. What was the main factor in the boost? What was going on
      with Oregon, and the nation? This may assist you in finding the answers you are looking
      for. Logic has it, that during war time, there would be an increase in student population,
      especially for the 18-25 year old age group. Then postwar, there would be an additional
      increase due to the assistance of the GI bill.
39.   Many in this department are unwilling to take full responsibility for their own behaviors
      (as it pertains to doing their work) and would benefit from being exposed to the "big
      picture" regarding other work environments and the cha llenges many people face.
40.   Meeting needs of diverse customers (language barriers, cultural differences, etc.)
41.   More empathy for handicapped people and their lack of mobility
42.   More information as to how job candidates are screened
43.   More training on management and classified relationships.
44.   Most who work here have time to express their views.
45.   No Comment
46.   None
47.   Our office depends on its staff to do the job assigned with little or no supervision. Some
      feel they can do less than is expected and then want co-workers to cover, lie or do their
      work for them. In our business the bare minimum is not enough.
48.   See question # 22
49.   Since I am incredibly happy with my work environment, really not fond of meetings, I
      like things as they are.
50.   Stop religious fanatics.
51.   Strategies to prepare for the changing demographics in Oregon.
52.   The ineffectiveness of acting "politically correct."
53.   The issue of people with different ideas getting shot down
54.   The way we communicate with each other both in person and in writing. Sometimes we
      are harsh towards each other in written e- mail communication
55.   This is an American school in an American state. I think discussions of education in other
      countries different from our own would be interesting, especially considering the number
      of students, faculty, and staff that come from other countries.
56.   To follow later.
57.   Treat all new employees the same.

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58.    Unsure at this time.
59.    Waste of time - Why?
60.    We all work at being a team player.
61.    We as law enforcement, no matter how small, need to be working as one team instead of
       separate units with no interaction.
62.    We cannot "force" diversity on other people. I believe exposure to different values is the
       minimum we can do, then build on to better understanding and acceptance. I cannot
       control others' behavior, but I can influence people within my circle such as co-workers,
       friends and acquaintances.
63.    We need to create two parallel goals - one focused on F&A internally; a second on the
       ways F&A can assist other units achieve their diversity goals.
64.    What is the role of education in other cultures? How do other cultures perceive the role of
       women? For instance, are men studying at OSU from Saudi Arabia offended by the large
       number of women employed by OSU?
65.    When political correctness gets in the way of real dialog
66.    Why not celebrate people for who they are not what they are. How about some employee
       recognition. Why not have a Chesty Puller Day [note: a decorated Marine], get
       management out of a meeting and give them a chance to get dirty for a day, see what’s
       going on with the worker bees. When you see a 4 star General raking sand.....
67.    Will discuss later.
68.    Without retribution, the divide between professional faculty and classified. How can we
       lessen this division?


Q28. Please list your ethnicity.

1.     100% all American. I bleed red, white and blue.
2.     Amer./ Caucasian/ Italian/ Catholic
3.     American
4.     American - Caucasian
5.     American.
6.     Anglo
7.     Asian
8.     Asian American
9.     Caucasian
10.    Caucasian - English and Swedish
11.    Caucasian (white)
12.    AMERICAN. But if I must be labeled …..Dutch, German, Belgian, {Canadian (German,
       Indian (Chippewa))} Jew, Catholic, Protestant, Lutheran. Just call me a Mutt then
13.    English, Irish, German, Scotch, French Huguenot, and probably a dozen others I don't
       know about. Those could include American Indian and maybe African ancestors. I am at
       least 7 and 9 generations American on my father's side. Maybe as much on my mother's
       side. It's hard to have that many ancestors in this country without including some of those
       in a family tree, acknowledged or not.
14.    Euro-American (white)

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15.    European descent
16.    German, welsh and a wee bit o' Native American from the Midwest.
17.    Heinz 57
18.    Heinz 57 Caucasian
19.    Hispanic
20.    honkey
21.    Human, female, Irish, Choctaw/Cherokee.
22.    I am from the native american family.
23.    I am human.
24.    I could list it as Asian descent, depending on one's definition, but do not - I do not appear
       Asian. This one of the reasons I feel that appearance and ethnicity are not necessarily
       indicators of diversity.
25.    Italian/ American
26.    Italian and America Indian
27.    Mexican
28.    Mixed White Scottish Irish Native American Chinese
29.    MYOB
30.    Never fill this section out
31.    No thank-you
32.    Northern Europe
33.    Northern europe white
34.    Norwegian
35.    Polish, German, Nebraskan
36.    This is not an applicable question. We all are treated equally on this survey.
37.    Totally white bread.
38.    U.S. Citizen.
39.    Wasp
40.    WHAT?!
41.    White
42.    White - heinz 57
43.    White European
44.    White mutt (Irish, English, Norwegian, Italian)
45.    White non-hispanic
46.    White with a bit of Native American
47.    White, non hispanic
48.    White
49.    White/Native American

Q29. Please list your gender.

1.      (male)
2.     dude
3.     Elder male
4.     Female
5.     Female ... well, THAT narrows me down doesn't it ? (- :

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6.    Hetro
7.    Human being of the male persuasion
8.    I refuse to allow you to use my gender as a statistical representation from which you may
      draw erroneous conclusions. This is a very un-diverse question. My opinions are my
      opinions regardless of my gender, age, ethnicity, race, creed, or the color of my hair. My
      opinions should never be construed as being associated with any other grouping of
      individuals.
9.    I refuse to allow you to use my gender as a statistical representation from which you may
      draw erroneous conclusions. This is a very un-diverse question. My opinions are my
      opinions regardless of my gender, age, ethnicity, race, creed, or the color of my hair. My
      opinions should never be construed as being associated with any other grouping of
      individuals.
10.   Male
11.   No thank-you
12.   This is not an applicable question. The gender plays no roll in this survey. We all are
      treated equally on this survey.
13.   Why does this matter, more labeling, if I am one but not the other does it make me less
      diverse? Does one gender's opinion out weigh the other, orientation is that what makes a
      difference? This question shouldn't even be on here. But for Statistical purposes Male.

Q30. Please include any other information about you that you think might be useful for
     this diversity audit.

1.    "Promote Oregon, Promote Oregon State University. Promote the future."
2.    (spell check is needed on this application).
3.    A desire to do that which is right, lawful, and proper.
4.    Age 56
5.    Bringing more students and staff to increase the population of the University Community.
6.    Building tomorrow's future with an Oregon State University education today.
7.    Former private sector employee
8.    Hope to retire soon.
9.    I am a 24 year old Mexican American
10.   I am a Mother, Mother- in- law, Grandmother. I have worked at OSU for 20 years. I enjoy
      gardening, watching sporting events, spending time with family, and traveling. I like to
      find solutions for problems. I believe in treating people with respect and try to give them
      the benefit of the doubt. I enjoy listening to people tell about themselves and then
      comparing our similarities and differences.
11.   I am a worker in Surplus division Online Sales.
12.   I am a very busy person with very little spare time, so short sessions would work best for
      me.
13.   I am an American I am damn proud of it, I think this country has made more progress in
      250 years than any other civilization through out history. We have made mistakes yes,
      who hasn't? What has made this country strong is the belief that we are one people, that
      matters to me, every one has something to contribute. Drive on, look to the past to make a
      better future, not to get a free ride. We speak American, not English, the only language

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      that has words and meaning from every written and spoken language ever created, you
      may just not realize it. Stew, it only gets better with time.
14.   I am cool!
15.   I am gay. My swing shift co worker knows I am gay, the others just suspect it and I leave
      it that way and it has not caused me any problems.
16.   I came from a town with very little diversity. I could count on my hand the number of
      people in my town whose ethnicity seemed to be different than mine. I later went to
      college and was involved in collegiate athletics, went on an international exchange, and
      ultimately majored in International Business because I loved to learn about cultural
      differences.
17.   I enjoy the work environment at OSU.
18.   I have heard for years that Facilities has a morale issue and it is all because of
      management. So only the non- management have ever been surveyed or interviewed to
      voice their opinions. However, if you look at the history of Facilities Directors and other
      management, these are some of the highest turnover positions at OSU. The common
      denominator is the lower level workers. What this implies to me is that the bullies or mob
      continues to win as OSU only seems to listen to them and not look at the historical record
      of who is getting pushed out the door and worn down by the constant unjust harassment
      by those feeling entitled to do so.
19.   I hope that embracing diversity becomes a part of F & A and not just lip service to a "fad
      of the moment".
20.   I learned that there are different "lifestyles" and "values" to live in Asia, America and
      Africa. Something "wonderful" in one place may be considered "very bad" in another. An
      understanding of other cultures and values is the best way to promote diversity.
21.   I love people
22.   I think you missed the principle point, and any conclusions that you statistically draw
      from this exercise will only lump individually diverse opinions into like groupings. A
      most anti-diversity proposal.
23.   I was VERY disappointed that Terryl's presentation was taped, and that it was such a low
      quality recording. If you want us to take this seriously, perhaps he could take the time to
      show up. Clearly, his priority was not training that day.
24.   I work to the best of my ability and am disappointed in those don't.
25.   I would like to be in a position to move the college forward ...to be part of the change...
26.   I would like to thank all of those involved in bring this issue to light.
27.   If Oregon State University is not a desirable place to learn, then there are no students,
      there would be no university to support the jobs for the people who live in and around the
      community. Doesn't sound like a "WIN, WIN" situation. Develop a magnet to draw -
      make it positive and some extra incentive for students to come here to learn. This will
      also have to involve the City of Corvallis and surrounding areas since not every one can
      live on campus. This will be a group effort to make it successful. All of us have a role to
      play, if we need to update and modernize, then we will have to spend the money to
      accomplish this goal. With the budget cuts all over the state this may be a harder thing to
      achieve. Being resourceful is the key. This diversity information will be helpful if it is
      used accordingly. Having the information and not doing anything with it will achieve
      nothing.

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28.   Instead of speaking with the support staff, do you not think that it would be better to ask
      the students what they want instead? What would attract the students to come and what
      would it take to keep them here? The staff is to provide a service and for some reason our
      service is not good enough. Maybe we need to upgrade and modernize more than we
      already have. Maybe the town is not providing enough. Maybe the state is not providing
      enough. It would fall under the same concept of Tourism in Oregon.
29.   It is great that F&A has taken an active role in getting the thoughts of the "common"
      worker heard. Thanks!
30.   Keep those cards and letters coming
31.   Keep up the good work. I appreciate the efforts and the message. I hope to see and
      experience more.
32.   More interaction between Management and Line staff for a greater understanding why
      each does what it does so that diversity is not an issue
33.   N/A
34.   n/a
35.   None
36.   None.
37.   Nothing at this time.
38.   Objective:
39.   Please add me to the list of volunteers for the focus groups...I filled out a sheet the day
      for the training
40.   Please maintain my anonymity
41.   Retired Naval Reservist
42.   Single parent
43.   Spend as much time as you can improving yourself and this survey is not necessary.
44.   Spend Budget more Wisely
45.   Straight, over 50, and Roman Catholic
46.   Thank you for letting me voice my opinion (anonymously?)
47.   Thank you,
48.   The main objective of the University as a whole is to provide an educational experience
      to those who so desire.
49.   The presentation and written materials were somewhat contradictory -- During the
      presentation, diversity was implied as being related to different ethnicities, but in the
      written materials diversity was mentioned as not being tied to ethnicity. The presentation
      never defined what exactly the problem OSU is experiencing in regards to diversity. It
      seemed there were things that were not being told to the audience. What is our goal? Is it
      an attempt to decrease 1st year dropouts and thus capture greater tuition revenue? Has it
      been found that most of the dropouts are of a certain ethnic background? I think if the
      problems and goals were articulated to the campus community, more individuals could
      get behind this.
50.   There is not much diversity in town and this is reflected in who there is to hire. Trying for
      diversity when the pool is full of goldfish may not be too easily done
51.   This comment is more relevant to the campus community as a whole, as I don't
      experience this situation within my unit or F&A. I would say we need more conversation
      around it being OK to be a Christian. We appear to be open to all other faiths, but

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      struggling with stereotypes of Christians as close- minded, intolerant, and as foes of
      diversity. Truly I have seen examples of this, particularly in the conservative evangelical
      community, however it appears that "friends of diversity" on this campus are predisposed
      to assuming that these attributes are characteristic of all Christians.
52.   This has nothing to do with diversity, but since management in Business Affairs sees all
      of the responses to this survey, I just wanted to point out that overall, I think the morale
      in Business Affairs (at least on the first floor) sucks. It's hard to get anyone excited about
      anything around here and it always seems like the same few people are organizing or
      planning things...and we're getting tired. I've heard that there used to be an Employee
      Council but it's no longer around. Maybe the first step would be to get that back up and
      running and get suggestions from staff of what can be done to boost morale.
53.   This is off to a great start and I like the employee emphasis on making this action plan
      come together.
54.   This survey seems too easily identifiable.
55.   Will discuss later.




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