increased by 8.8%. However, there is s ll room for improvement, as 15.8% of employees in 2024 indicated some level of dissa sfac on with the climate. Certain groups reported lower levels of sa sfac on, including men, faculty, and employees of color. On a posi ve note, women and LGBTQIA2S+ employees expressed high levels of sa sfac on with the climate. Employees were more posi ve than nega ve in their assessment of the college climate using 15 paired adjec ves. On the seven-point scale used, no mean score fell into the nega ve range (3.99 or lower). The highest mean score in the posi ve direc on was 5.52. Nine mean scores ranged between 5.00 and 5.62, while six scores fell between 4.00 and 4.99. This suggests that both nega ve and posi ve aspects related to the adjec ve pairings are present in the campus culture. Increases in mean scores between 2022 and 2024 across all 15 adjec ve parings indicate that a posi ve change is occurring in the college. The increases ranged from 0.41 to 1.66, with the largest changes noted in the adjec ve pairings of Disrespect: Respec ul, Ableist: Accessible, and Unsuppor ve: Suppor ve. In 2022, nine out of the 15 mean scores fell into the nega ve range of the scale (3.99 or lower); however, none of the scores fell into this range for 2024. In 2024, the lowest mean scores were on the items: Compe ve : Coopera ve, 4.55, Individualis c: Collabora ve ,4.47, and Eli st: Non-Eli st, 4.38. The remaining pairs that scored between 4.00 and 4.99 included Homogenous: Diverse (4.75), Conten ous: Collegial (4.95), and Sexist: Gender Inclusive (4.98). While the college can take steps to foster a more collegial, diverse, and gender-inclusive community, along with crea ng a more welcoming, suppor ve, and respec ul atmosphere, it may be challenging to reduce the compe ve and individualis c environment, as academia is o en characterized by these traits. There were notable differences among demographic groups that likely reflect actual dispari es rather than being solely a result of underrepresenta on or overrepresenta on of those groups. Women were much more likely to perceive the college as sexist rather than gender-neutral. Addi onally, mean scores for BIPOC employees were consistently lower compared to those of white employees. On a posi ve note, LGBTQIA2S+ employees felt that the college's culture was more suppor ve than unsuppor ve. Furthermore, newer employees, those with less than five years of service, 13 out of 15 items, the highest. The data indicates that the college has posi vely influenced employees' professional growth. It is a place where employees generally feel respected, valued as individuals, and experience a sense of belonging. Addi onally, employees believe it is an environment where they can reach their full poten al. However, there are mixed opinions regarding the college's emphasis on diversity, equity, and inclusion (DEI) and whether opportuni es for professional success are accessible to all employees. Many agree that the college struggles to provide the necessary programs and resources to support a diverse faculty and staff. Between 2022 and 2024, mean scores improved for eight out of ten items measuring these concepts, indica ng that the college has made progress in this area. The most notable increases were noted in employees' sense of belonging and their percep on of the college as a place where they can achieve their full poten al. Conversely, there was a decrease in mean scores related to the college's provision of sufficient resources for suppor ng a diverse faculty and staff, as well as in its emphasis on DEI. This series of ques ons revealed some areas of concern and opportuni es for improvement: • 20.0% of employees reported they were considering leaving the college due to feeling isolated or unwelcome, with a mean score of 2.20.
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