University of Maryland Diversity Survey Findings
Highlights of Campus Survey Findings
Source: from the College Park Office of Human Relations
Posted May 1995
Survey of Campus Unit Heads:
* Diversity related programs had a beneficial effect to some extent on faculty (39%), students (34%), and most importantly, on the staff (55%).
* About 47% of the respondents thought the best way to schedule diversity related programs is to have an ongoing program throughout the year; only 13% preferred a single week.
* Unit heads attended approximately 3 events per year
* The estimates of attendance for each unit's faculty, staff and students are 34%, 35% and 43% respectively.
* Many climate and diversity issues were considered to be a priority for the university: sexism, diversity goes beyond just African Americans, retention of African Americans, the need for an ongoing effort, stereotyping, more diverse faculty, making diversity a day-to-day priority, gays and lesbians, working more on intergroup behavior, the need for curriculum and instruction to recieve more attention, etc.
* Diversity programs affected unit heads in the following ways: Improve climate, increased awareness, knowledge and information, diversifying the nature of diversity, increased sensitivity, increased feeling of unity and tolerance, etc.
Survey for Sponsors of Diversity Year Initiative Programs, Matching Grants Recipients , Diversity Focus Days Programs sponsors
* Sponsors had varied objectives for their programs: Awareness, crossing disciplinary boundaries, sensitization, applying lessons learned, enlighten, celebrate diversity, reach a large and diverse audience, have informal exchanges, promote utilization of resources and materials, providing role models, create intercultural harmony, share experiences
* The mean attendance rate for these events was 236
* Sponsors reported that the best part of their programs were: Interaction of participants, the speaker, in-depth content, "it took place," student participation, the presence of the president (at one program), graphics, handouts, etc.
"One-Minute Program Evaluation"
* Almost 63% of those who completed a program evaluation said they have become more aware of diversity issues as a result of attending a diversity program; only 4.5% disagreed
*55% found the program they attended extremely effective, 41% found it somewhat effective, and only a very few (2%) found the program not at all effective
*Participants reported that the most useful/meaningful aspects they learned during the programs were: Different perceptions, clarified and sharpened issues, historical perspectives (e.g. overview of African American health care), exchange of cultures, seeing I-House in action, the significant differences that cultural background brings to analyzing complex problems in history and philosophy, shared experiences, commonality and diversity in women's experiences, contributions of African Americans to science, etc.
* Comments on aspects that would have made the program more useful/ meaningful were: More publicity, more focus, more diversity of opinion (more balance in discussions), more time better sound systems, more interaction between cultural groups, more groups represented, larger attendance, organization of program, more handouts, etc.
*Over half of those who responded (56%) reported that the effort made on diversity issues by UMCP is about right; however, 29% thought the effort was too little and 8% thought it was too much.
