Climate and Inclusion Survey

Gender Analysis

9.7%

24.4%

11.1%

16.6%

24.6%

28.9%

33%

35.7%

Of the 120 survey respondents, 31.5% of identified as female. This is a fairly proportional representation, however, it should be noted that due to lower proportion of women occupying higher positions, the views of these groups may not be well represented.

% female

Q1. From your perspective, would you characterize the Physics Department as a welcoming place?

%

%

Q2. I am comfortable with the climate of my primary place of work in the Physics Department.

%

%

Q3. The department leadership of the Physics Department cares about, and is taking steps toward, creating an inclusive environment.

%

%

Q6. During the past 12 months, how frequently have you observed any unwelcome comments, jokes, offensive remarks, or images directed at another person based GENDER:

Q7. During the past 12 months, how frequently have you felt singled out or targeted for different or less favorable treatment due to GENDER:

%

%

Q6. During the past 12 months, how frequently have you observed any unwelcome comments, jokes, offensive remarks, or images directed at another person based on:

Q7. During the past 12 months, how frequently have you felt singled out or targeted for different or less favorable treatment due to:

Qualitative Summary of Comments

Suggestions:

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Mentorship programs for graduate students and postdocs with faculty members who are not their direct advisor or the DGS.

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Issues

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There was an issue with the culture in the 300 labs which was left unsupervised.

Suggestions:

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Mentorship programs for graduate students and postdocs with faculty members who are not their direct advisor or the DGS.

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Promotion of interactions between subfields and levels within the department.

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Prevent more competent students from monopolizing office hours and create study groups for students who may find the subject matter more difficult.

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Provide extra support for 3-4 year graduate students, when they are their most vulnerable.

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Focus on levels of physics education with lowest retention rates (100s). Provide additional support, perhaps in the form of female faculty/postdoc mentors.

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Run seminars on non-academic careers for graduate students.

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Suggestions:

Create teaching spaces where it is okay to ask more basic questions about the content, and “dumb” as well as brilliant questions are supported.

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Hire more women (suggested target 50% faculty hires).

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A few responses expressed support for images of women now displayed around department. It was suggested that at one cookie afternoon, the Department could arrange a tour of the new artwork, detailing the contributions of women and other minority groups to the field.

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Hold end of year and start of year events where faculty can get to know new faculty hires etc, improve connections within the department.

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Listen to the voices of minorities, do not be dismissive.

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Issues

A few responses suggested organizing more social events with less focus on alcohol or at least more options for those who don’t drink.

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Organize social events outside normal working hours (some regular social events start before 5pm for example, when most people are still working).

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Suggestions:

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Ensure all faculty/post docs/graduate students undertake diversity training.

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Help people understand that they don’t know what they don’t know.

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Be more aware of issues facing and limiting staff.

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Display signs for gender neutral and wheelchair accessible bathrooms such that people do not have to ask.

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Suggestions:

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Not to spend any more faculty money on climate and inclusion.

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Issues

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The creation of divisions in the department over the climate and inclusion, as well as the creation of a poisonous culture.