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Inter-cultural Inter-Religious Inter-racial Relations at Carleton

Inter-cultural Inter-Religious Inter-racial Relations at Carleton. Preliminary Survey Results. Methodology. Questionnaire designed with OIRP and Equity Services Approved by the University Research Ethics Board Survey administered by OIRP Fielded Nov. 11th to Nov. 22nd Employees

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Inter-cultural Inter-Religious Inter-racial Relations at Carleton

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  1. Inter-cultural Inter-Religious Inter-racial Relations at Carleton Preliminary Survey Results

  2. Methodology • Questionnaire designed with OIRP and Equity Services • Approved by the University Research Ethics Board • Survey administered by OIRP • Fielded Nov. 11th to Nov. 22nd • Employees • Sent to 1,805 with 546 responses – 30% response rate • Students • Sent to 12,939 with 1,495 responses – 12% response rate

  3. Awareness of Human Rights Policy

  4. Perceptions of Climate (Q1 –Q10) • Respect in class and on campus

  5. Perceptions of Climate Cont’d Relations on Campus among groups

  6. Perceptions of Climate Cont’d • Ethical treatment of students and count

  7. Perceptions of Climate Cont’d • Treatment of faculty and staff

  8. Perceptions of Climate Cont’d • Overall rating of respect at Carleton and Program

  9. Perceptions of Climate Cont’d • Carleton Environment

  10. Highlights: Perception • Many students are unaware of our Human Rights Policy • Generally, there is respect during classes • There is a little less respect perceived at campus events • Religious relations are perceived to be a bit less respectful than those of culture and race • Very little difference between employees and students on respect

  11. Personal Experiences % Experience and Perceived Basis for treatment

  12. Personal Experience • Effect of the experience

  13. Personal Experience • Student Assistance

  14. Personal Experience • Employee Assistance and Satisfaction

  15. Highlights: Personal Experience • Religion appears to be the most likely conflict point • Employees who felt racial discrimination were the most affected by it • Students did not seek assistance very often • Half of the employees who were treated disrespectfully sought assistance • Employees who felt racial discrimination were least likely to be satisfied with the assistance they sought

  16. Gender differences and Perceptions

  17. Gender differences and experience

  18. Religious differences and Perceptions

  19. Religious Differences and Perceptions

  20. Religious Difference and Perception

  21. Religious Difference and Personal Experience

  22. Religious Difference and Personal Experience

  23. Racial Difference: Overall Climate

  24. Racial Differences and Personal Experience

  25. Highlights: Gender and Religion differences • Male employees and students were more likely than females to say race was the basis of disrespectful treatment • Female students were more likely than males to say religion was the basis of disrespectful treatment • Jewish students and employees rated the climate at Carleton lower than other religious groups • Muslim students rated the climate of their department lower than other religious groups • Muslim employees were more likely to say they had been treated disrespectfully • Jewish students were more likely to say they had been treated disrespectfully

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