| 2007 STAFF SURVEY PART 3: Diversity |
|||||||||||
| University Total | President Staff | Academic Affairs - College Staff | |||||||||
| President | Advancement | Commerce | CTI | Education | Law | LAS | Music | SNL | Theatre | ||
| N | 662 | 32 | 29 | 26 | 12 | 15 | 22 | 56 | 7 | 18 | 17 |
| DePauls recruiting, hiring and retention practices promote a diverse work force | 3.54 | 3.39 | 3.65 | 3.67 | 4.09 | 3.00 | 3.09 | 3.45 | 3.33 | 3.22 | 3.50 |
| Employees with diverse backgrounds are well-represented in governance positions | 3.05 | 2.96 | 3.04 | 3.48 | 3.64 | 2.79 | 2.80 | 3.00 | 2.57 | 3.13 | 3.15 |
| DePaul values the diversity of its employees | 3.78 | 3.89 | 4.04 | 3.87 | 4.09 | 3.21 | 3.14 | 3.68 | 3.50 | 3.13 | 3.94 |
| There is a supportive culture for employees from diverse backgrounds at DePaul | 3.63 | 3.54 | 3.79 | 3.91 | 4.08 | 3.07 | 3.00 | 3.60 | 3.33 | 3.24 | 3.53 |
| Appropriate accommodations are made for persons with disabilities | 3.58 | 3.46 | 3.64 | 3.64 | 3.80 | 3.00 | 4.00 | 3.15 | 3.83 | 3.79 | 2.62 |
| Scheduling concerns for cultural/religious holidays are handled with flexibility and respect | 3.82 | 3.80 | 3.82 | 3.91 | 4.00 | 3.69 | 3.95 | 3.81 | 4.17 | 3.31 | 3.47 |
| DePaul handles harassment/discrimination grievances appropriately | 3.58 | 3.75 | 3.86 | 3.63 | 3.67 | 3.67 | 2.78 | 3.44 | 3.57 | 2.69 | 3.20 |
| DePaul is able to protect the rights of employees by providing a discrimination-free workplace | 3.66 | 3.75 | 3.92 | 3.74 | 3.92 | 3.31 | 3.00 | 3.56 | 3.57 | 2.87 | 3.56 |
% AGREE/STRONGLY AGREE |
|||||||||||
| DePauls recruiting, hiring and retention practices promote a diverse work force | 62.8% | 53.6% | 61.5% | 70.8% | 81.8% | 42.9% | 45.5% | 53.2% | 33.3% | 44.4% | 62.5% |
| Employees with diverse backgrounds are well-represented in governance positions | 41.2% | 39.3% | 44.0% | 52.4% | 63.6% | 28.6% | 30.0% | 38.3% | 14.3% | 31.3% | 38.5% |
| DePaul values the diversity of its employees | 73.2% | 78.6% | 77.8% | 78.3% | 90.9% | 57.1% | 47.6% | 66.0% | 33.3% | 31.3% | 82.4% |
| There is a supportive culture for employees from diverse backgrounds at DePaul | 65.1% | 67.9% | 66.7% | 69.6% | 91.7% | 42.9% | 52.4% | 62.5% | 50.0% | 41.2% | 52.9% |
| Appropriate accommodations are made for persons with disabilities | 58.7% | 37.5% | 57.1% | 68.2% | 70.0% | 41.7% | 72.2% | 37.5% | 66.7% | 57.1% | 15.4% |
| Scheduling concerns for cultural/religious holidays are handled with flexibility and respect | 72.5% | 64.0% | 72.7% | 72.2% | 72.7% | 76.9% | 78.9% | 72.3% | 100.0% | 50.0% | 53.3% |
| DePaul handles harassment/discrimination grievances appropriately | 58.1% | 62.5% | 66.7% | 57.9% | 55.6% | 75.0% | 38.9% | 50.0% | 57.1% | 23.1% | 30.0% |
| DePaul is able to protect the rights of employees by providing a discrimination-free workplace | 64.2% | 71.4% | 80.8% | 65.2% | 75.0% | 61.5% | 38.1% | 54.2% | 57.1% | 26.7% | 56.3% |
| |
|||||||||||
| Academic Affairs - Non-College Staff | EVP Staff | |||||||||
| Provost | EMM | IS | TLR | EVP | Facilities | Finance | GC | HR | Student Affairs | |
| N | 50 | 117 | 48 | 38 | 14 | 37 | 34 | 5 | 6 | 47 |
| DePauls recruiting, hiring and retention practices promote a diverse work force | 3.47 | 3.53 | 3.80 | 3.12 | 3.64 | 3.92 | 3.71 | 4.00 | 3.25 | 3.52 |
| Employees with diverse backgrounds are well-represented in governance positions | 2.77 | 3.03 | 3.58 | 2.89 | 3.00 | 3.63 | 3.33 | 3.00 | 2.60 | 2.41 |
| DePaul values the diversity of its employees | 3.82 | 3.82 | 3.98 | 3.27 | 3.77 | 4.17 | 3.90 | 4.00 | 3.75 | 3.80 |
| There is a supportive culture for employees from diverse backgrounds at DePaul | 3.65 | 3.61 | 3.93 | 3.19 | 3.83 | 3.94 | 3.83 | 4.00 | 3.60 | 3.56 |
| Appropriate accommodations are made for persons with disabilities | 3.51 | 3.61 | 3.74 | 3.21 | 3.64 | 4.15 | 3.91 | 3.60 | 4.25 | 3.54 |
| Scheduling concerns for cultural/religious holidays are handled with flexibility and respect | 3.86 | 3.91 | 3.98 | 3.50 | 3.92 | 3.91 | 3.89 | 4.20 | 3.25 | 3.82 |
| DePaul handles harassment/discrimination grievances appropriately | 3.72 | 3.56 | 3.73 | 3.18 | 3.91 | 3.79 | 3.86 | 4.40 | 4.00 | 3.77 |
| DePaul is able to protect the rights of employees by providing a discrimination-free workplace | 3.68 | 3.68 | 3.76 | 3.14 | 3.83 | 3.89 | 4.04 | 4.00 | 4.00 | 3.82 |
% AGREE/STRONGLY AGREE |
||||||||||
| DePauls recruiting, hiring and retention practices promote a diverse work force | 62.2% | 62.1% | 72.7% | 48.5% | 71.4% | 80.6% | 74.2% | 80.0% | 25.0% | 65.2% |
| Employees with diverse backgrounds are well-represented in governance positions | 34.1% | 39.4% | 65.0% | 29.6% | 38.5% | 68.6% | 53.3% | 40.0% | 40.0% | 20.5% |
| DePaul values the diversity of its employees | 75.0% | 74.5% | 84.1% | 54.5% | 76.9% | 91.4% | 83.3% | 80.0% | 50.0% | 77.8% |
| There is a supportive culture for employees from diverse backgrounds at DePaul | 62.8% | 63.0% | 77.3% | 45.2% | 83.3% | 82.4% | 79.3% | 80.0% | 60.0% | 60.5% |
| Appropriate accommodations are made for persons with disabilities | 59.5% | 56.8% | 68.4% | 50.0% | 72.7% | 91.2% | 78.3% | 60.0% | 100.0% | 56.4% |
| Scheduling concerns for cultural/religious holidays are handled with flexibility and respect | 72.2% | 76.0% | 81.0% | 73.1% | 83.3% | 76.5% | 77.8% | 100.0% | 50.0% | 71.8% |
| DePaul handles harassment/discrimination grievances appropriately | 62.5% | 57.0% | 57.6% | 42.9% | 72.7% | 70.6% | 68.2% | 100.0% | 100.0% | 64.5% |
| DePaul is able to protect the rights of employees by providing a discrimination-free workplace | 65.8% | 64.8% | 66.7% | 34.5% | 75.0% | 74.3% | 82.1% | 60.0% | 100.0% | 69.2% |
| Responses made on a 5-point agreement scale coded such that 1=Strongly Disagree and 5=Strongly Agree | ||||||||||