Faculty and Staff/AAP Cultural Climate Surveys
Georgetown University administered its first cultural climate surveys for faculty and for staff/AAPs from October 12 through November 9, 2022. The assessments will enable the University to gain a better understanding of the experiences of all faculty and staff/AAPs related to issues of workplace experience, inclusion and diversity.
Frequently Asked Questions (FAQ)
When will results from the survey be available?
The Office of Assessment and Decision Support (OADS) is leading the analysis of de-identified survey responses according to the approved pre-analysis plan and data protection guidelines.
Publication of survey results is expected in late spring/early summer 2023.
Why did Georgetown administer a survey on cultural climate?
In 2020, the University conducted its first-ever cultural climate survey of undergraduate and graduate and professional students on our Main Campus (including Georgetown University in Qatar), Medical Center and Law Center. The survey data have helped the University to identify areas of strength and areas of concern for student inclusion and belonging in our community.
For example, survey findings helped inspire and inform the creation of the Learning, Equity and Pedagogy (LEAP) program in the Center for New Designs in Learning and Scholarship (CNDLS) to provide faculty with pedagogical skills to enhance their approaches to teaching and learning in their classrooms. Faculty across the Main Campus have also revised their respective syllabi to incorporate diversity, equity and inclusion principles into their classroom discussions, their course materials, their selection of guest speakers.
The Faculty and Staff/AAP Cultural Climate Survey will similarly seek to assess the experiences of our faculty and staff/AAPs to help inform how we can enhance and build meaningful programs and support systems to ensure an inclusive environment for all members of our community. Data collected from the surveys will also be used as a baseline to gauge where Georgetown currently stands on our mission of fostering a diverse and inclusive campus environment, against which we will measure our related efforts over the coming years. Appropriate steps will be taken to address employment practices and workplace modes of behavior that are inconsistent with our Jesuit values.
Who was invited to complete the survey?
All university faculty and staff/AAPs were invited and strongly encouraged to complete the survey. Faculty and staff/AAPs received different questions based on their roles on our campuses.
How was the survey developed?
The survey instrument was developed by the National Institute for Transformation & Equity (NITE) for higher education institutions. It was customized for Georgetown faculty and staff/AAPs in partnership with faculty and staff representatives on the Cultural Climate Advisory Committee, led by the Office of the Vice President for Diversity, Equity, Inclusion & Chief Diversity Officer.
How was the survey administered?
The survey was administered electronically by Georgetown’s Office of Assessment and Decision Support (OADS) in partnership with the Office of the Vice President for Diversity, Equity, Inclusion and Chief Diversity Officer. The survey was open from October 12 to November 9, 2022.
Were faculty and staff involved in the development and planning of this survey?
Yes. Faculty and staff/AAP representatives from our Main Campus, Medical Center and Law Center worked closely with the Vice President for Diversity, Equity and Inclusion and Chief Diversity Officer and OADS teams on Cultural Climate Survey Advisory Committees that reviewed the instrument, added customized questions and offered suggestions on effective means of informing the community about the survey and encouraging employees to complete it.
How were the demographic categories and other terms selected in the survey?
We received helpful feedback from many constituents on campus about the wording of the survey, including categories for demographic information such as sexual orientation, gender identity, race and ethnicity, as well as disability status among others. We appreciate that there is a wide range of terminology in these areas, and that preferences can differ. The use or omission of certain terminology does not indicate an endorsement of any particular term over another.
Is the survey confidential? Who will have the data? Could my data be identified?
We will protect the confidentiality of survey answers. All participants were assigned a randomly generated ID number. The random ID was used to send follow-up email reminders to faculty and staff/AAPs who have not responded. Information about any individual’s name, email or IP address was permanently removed from the data file before any analysis takes place. Respondents will never be associated with their answers in any analysis or reports from this study. The de-identified survey data are maintained in digital form on a secured, password protected site maintained by the Georgetown University Box system. The results will be presented in summary form so no individual can be identified.
Is this survey approved by IRB?
Georgetown’s IRB committee reviewed the study protocols (ID: STUDY00001625) and assigned a determination of Not Human Research. Therefore IRB approval is not required for this study.
How does Georgetown engage on issues of diversity and inclusion?
The Georgetown community thrives by sharing our extraordinary range of life experiences and learning from our differences. We recognize that race, ethnicity, sexual orientation, gender identity, religious affiliation, disability status and other identities uniquely impact the experience of each employee.
The mission of IDEAA is to promote a deep understanding and appreciation among the diverse members of the University community to result in justice and equality, as well as to lead efforts to create an inclusive academic and work environment. President DeGioia has designated the Vice President, Diversity, Equity, Inclusion & Chief Diversity Officer to not only lead and promote institutional diversity, equity and inclusion (DEI) efforts, foster a climate of inclusion in the community, and take proactive measures to ensure that members of our community feel a sense of belonging, but also to collaborate with key stakeholders including members of our University community so that everyone can thrive.
Contacts and Assistance
- Survey technical issues: firstname.lastname@example.org
- Questions about the survey initiative: email@example.com
- Survey accessibility questions: firstname.lastname@example.org
- Survey communications: email@example.com