Employee Culture & Climate Survey 2024

• 36.3% of employees felt they had to work harder than others to be valued at the college, reflecng a mean score of 2.99. • 2.6% of employees felt that their opinions were not valued within the college, with a mean score of 2.51.). There has been either a negave movement or no change in these areas between 2022 and 2024. The data also shows that employees are engaging with others in meaningful ways who are different than themselves. The lower levels of interacon may be aributed to a lack of representaon of those groups in the college, members of the military and individuals with seen or unseen disabilies, rather than conscious decisions to avoid engagement. From 2022 to 2024, levels of interacon increased across all types, demonstrang a shi towards a more collegial, friendly, and open environment. In 2024, 18.7% of employees responded yes to a yes or no queson regarding their experience of discriminaon in the past 12 months, compared to 15.7% in 2022. Using the computed variable, 40.0% of employees reported experiencing at least one of the 14 forms of discriminaon in 2022, while this increased to 46.4% in 2024, represenng a rise of 6.4%. Women, members of the LGBTQIA2S+ community, and BIPOC employees reported the highest rates of experiencing bias or discriminaon in 2024. Among all employees, the most frequently reported forms of bias or discriminaon were based on age, sex, and race/ethnicity. Although most incidents of bias or discriminaon occurred one to two mes, some forms—specifically those related to gender identy or expression, sexual orientaon, and race/ethnicity—may be ongoing for some employees, which is concerning. The overall increase in reported rates may be partly aributed to individuals being unaware that certain behaviors they experienced are considered forms of bias or discriminaon. Addionally, inaccuracies in recall and reporng may play a role, as employees might be reflecng on incidents that occurred over their enre me at the university. This is supported by the high percentages of long-serving employees, those with 10-19, or more than 20 years of service—reporng incidents of bias or discriminaon. While the percentage of employees who have experienced one or more forms of discriminaon is high, it is important to recognize that the specifics of the interacons, events, or decisions leading to feelings of bias or discriminaon are unknown. No member of the university community should ever face any form of discriminaon, bias, or mistreatment. However, some incidents reported may not meet the university's definion of bias or discriminaon; instead, they might be instances of incivility, which are also unacceptable at Michigan State University. Regardless of the severity of these incidents, the college should be aenve to employees' experiences and feelings, and work to address these issues as they arise. In 2024, employees at the college exhibited moderate levels of engagement in various acvies related to their dues and responsibilies, with the excepon of community service. However, parcipaon rates in each acvity were significantly lower in 2024 compared to 2022. The most notable declines were observed in campus service, mentoring/supporng students, and mentoring/supporng faculty. This is an area for improvement for the college going forward not only to increase overall engagement in these acvies, but also find ways to involve more women, as men engaged in all acvies at higher rates than women,