Its too bad we have to even address this issue! I believe its the minority percentage that needs education. We need to be firm with a backbone and stand up those who (the minority) do not allow different people to be who they are. We are ALL diverse n
Allow women to expand their knowledge & place them in more Supervisory positions that are more Commonly held my men.
Being forced to accept others behaviors & sexual orientation
Seeing "diversity" as race or sexual orientation only
We do not hire many minorities at all. I believe there is only 1 Africian-American employee in the entire department.
Agency does not recruit and very few qualified canidates apply
The most pressing problem to ethnic diversity in my work place is tied directly to how few minority students go into engineering and related studies. This is also the reason for a gender equity in my particular career choice.
Management's diversity policy is dictated by lawsuits or threats of lawsuits to the point that they discriminate strongly against the non-lawsuit party no matter what culture, race or religion.
lack of qualified applicants to provide the bilingual / bicultural mental health services.
Our organization has gone too far in promoting new lifestyles. I was repremanded for not signing a wedding card ie: a gay marriage. My religious beliefs are considered bigoted + my coworkers refuse to speak to me if I express my beliefs. My coworker h
Missed commishication by the diverse group - totally doing a diversity out reach without asking for our opinion. For example placing diverse stickers on county cars without letting the employee's know. That was just one example of why I believe that div
Possible bias in promotion of white deputes over a Hispanic deputy co-worker, repeatedly, leaves me unconvinced of agency's commitment to diversity. Treatment of this coworker lowered morale of all who knew him + made the agency appear hypocritical.
Lack of it - we are a "White" homgenous organization. I welcome the opportunity to work in a diverse organization!
Low funding - need more service officers
There's a good old boys system. It's not what you know it's who you know.
Religion. The county is so concerned with celebrating diversity. But apperently only if you lead an alternative life-style or are a race other than white. Religion is not celebrated as a diverse culture. My religion is denied. negative language is us
Lack of cultural differences in co-workers' backgrounds
Lack of unskilled managers - a feeling of as us managers. Talk the talk but very positive environment.
There is a parinoia that exists. An incredible fear that every word said is going to be twisted into a discrimination lawsuit.
Loss of work production to attend continuing training on the topic, no matter how many times you've heard the message, or whether your behavior or performance indicates additional training is necessary or desirable.
Concern that $ are spent to recruit diverse employees with little or no response. Advertising focus for diverse applicants is not cost effective.
We are now only beginning to hire and are including members of diversity committee in the hiring process. Would like to see more qualified applicants of diverse populations/cultures.
Training, encouragement and mandating conscientious attention to respectful personal relationships on a day to day basis.
My company is very disfunctional at the lower to mid management positions. EWEB is a very very political very punitive place to work at this time.
Diversity has different interpetations, it depends on who is in charge, and what social agenda they prefer. Diversity which is forcibly contrived as it has been here has resulted in offering positions to applicants who have performed poorly.
PERS - My retirement has been cut in half. This will have an effect on hiring new people. Diversity will change.
Outside crews and costomer service, two areas will regular opportunity to hire from the outside. Always seem to hire people with some background and prior experience as the hiring managers! Usually they worked together on a prior job. Results in no div
I am part of the TLC group and we don't have a diverse work group. We need to seek out qualified minorities so that they can come in and have a chance at surviving. In the past the training that we had on diversity was on blatant racism, the percentage
We can't attract many women to apply for non-traditional roles.
Not revisting the policies around harassment & discrimination on a regular basis (ie. one every couple of years). We tend to forget what we learn if we don't get a refesher course now and then.
New female employee - Single men finding out if you are single as well ect... Wanting to take "walks" + breaks and ect...
Not having the ability to get rid of people due to poor performance because of conscerns regarding lawsuits or claims of discrimination.
We don't seek or see the need for a diverse opinion or view. We want everyone to think the same.
You use of the term "phobic" (gk. for fear) implies the only basis for bias in fear. Do you really believe that?
Narrow & Regimented definitions of diversity!
Diversity is more important than job qualifications.
The lack of a diverisified population in the community.
Personal views, however dominating, to each individual are not expressed here. Rather a collective environment in and around the essance of "opperation of the facility." In this commitment, communication of diversity is seldom acknowleged.
Hard physical labor limits employment for those with disabilities.
I don't think there is pressing issue or issues related to this organization. I understand that prior to my arrival here a number of problems we caused in this organization because they persued diversity goal to aggresivly. The management at the time, p
We are very well diversified. In our department, each one of us has that ownership type of feeling most of us all, our supervisor's set an example that is non-threatning and is truly a person we all look up to.
That we must conform to laws & regulations require us hire diverse rather than the most qualified.
Need for education with regard to cultural issues, concerns, and respect. We have policies, but no real exposure to what specific groups may find offensive, isolating, or limiting (Their understanding, not ours).
I think people should be looked at as individuals and their differences would not be noticed.
Don't know of any. Diversity is a very clear goal of my org.
Lack of women in the trades - both availability candidates + cultural barriers to success.
Poor communication and leadership from EMT.
Need for more bilingual (Spanish speaking) employees to work with Spanish speaking customers.
No one enforces diversity policy - everyone in management appears to be afraid of HR. Anyone appears to say & do anything they want w/no reprecussions.
Lead time to hire vs. pressure to fire Mgr./Suprv. support in value cultural differences.
Not enough employees speak Spanish to provide good customer service to hispanics.
I hope the organization does not return to the quota system! Or does it still have one?
Mental/physical disablities in a very physically and mentally demanding occupation. The organization, as a whole, is pretty diverse in my opinion.
Breaking down the white male dominated management and bringing in other races and genders
almost too much focus on diversity. sometimes causes a reaction.
*acknowledging diversity as something other than unfair to caucasians *linking organizational productivity & success to diversity *convincing line workers that diversity is important to them (& is not a threat) *getting anyone to listen and empathize w
Management is firmly entrenched in the "old boy" network.
Hiring incompetence for saek of diversity.
For the last ten years the organization has hired the "most qualified from outside the Eugene community, but not necessarily considering diversity of race, culture, etc. as usual, mostly white males are hired.
some departments have an entrenched "good old boys" culture that would benefit from more acceptance of diverse people and attitudes
The organization is not consistent in providing ongoing training throughout the year. Diversity training occurs periodecally. Can go longer than a year or two before they offer the training again.
Managers are only out for themselves. They don't care about the working people or the consumers.
Wherent sexual bias at Top management lever(I.E. Good OL'Boy Network)
proposed move to a new site offers problems for some in increased commute times, But offers an opportunity to increase access for the handicapped
There are no pressing issues related to diversity here.
It's been nearly ten years since diversity training and about 1/3-1/2 of the workforce retired. Need to provide mandatory training to all new employees.
There is a lack of Asian, Hispanic and Black employees. Or I don't see them in my work environment.
The diversity we do have, they get "Special" treatment. They are treated differently, are "Not" held accountable and those individuals know it! Upper Management is paralyzed to address the issue!
finding enough qualified applicants to choose from
Unable to find qualified candidates- so few available, when we offer job, they use it to renegotiate at current employer.
We continue to downgrade job skills and qualifications while reducing salaries. If we also increase minority recruitments they end up with poor quality jobs.
Too narrow of a view of diversity. IE. THe push for diversity seems focused on putting women in non-iraditonal jobs. versus providing opportunities for minorities.
The external/Internal pressure to strap on a "badge" of honoring diversity when there is a lack of true understanding of diversity(it's not just about skin color); existing in a community that paints diversity with exclusive criteria, which pretty much co
I think we do well and spend too much time "worrying" about racial quotas as a nation. Qualifications should count more than race. I have seen two instances(in our organization) where people in "protected" groups underperform or behave poorly but are or
Living in a town with little racial diversity makes it difficult for our organization to recruit and retain a diverse workforce. Women in general are a minority here, especially in non-clerical positions. We need to try harder to recruit and retain a more
To make sure upper management(Div.dir/manager/supv) are all trained and accountable in regard to diversity. How can we soar like eagles when some of us are following turkeys?
EWEB is very much white male and hetero, it could use some variety.
Men at my place of employment are sexist; they use "locker-room" talk, and nobody does anything about it.
Recruiting females into traditional male positions and vize-versa. e.g., Engineering in all male(white male); HR is all female(white female).
Managers and supervisors failure to recognize/value the benefits of hiring someone that doesn't "fit in" with the workgroup.
Lack of consequence for hostile actions.
Lack of training -it's available, but it is optional and infrequent. I don't believe top management has been through the training based on some off-color remarks/jokes. The training is actually excellent; it should be mandatory.
I believe that hiring people to enhanse diversity and not base it on skills, ability and experience is discrimination, based entirely on race, ethnic background, or any other reason.
Having a good pool or candidates different ethnic backgrounds to bid on jobs.
Management retribution - unless you get withthe program - look out - you either agree with management or you go away. Sad, but true.
Dwindling diversity in trades and craft position No change in diversity of management & upper management
Low turnover and budget constraints decrease the opportunity.
I think we're on the right track because of the volumn of technical and craft positions here. I believe it limits opportunities in many cases to diversify the workforce. I also am not sure how agressive we should be without resulting in reverse discrim
Lack of outreach in hiring, and willingness to train new employees if it is needed.
When the GM is not held responsible for his actions, no one takes anything too seriously.
Not providing training to employees equally. CPA's get most of the training budget in the dept.
Not giving in-house applicants for jobs the same opportunities and chance for advancement as when hiring people from the outside.
That productivity will suffer and organizational costs will increase administer to conflicts related to diversity by hiring unqualified personnel for the sake of diversity
Need to make diversity an evaluation requirement of managers and supervisors
Covert hostility within management team regarding racial prejudice. Rules are followed- but the feelings are there among those in charge. Disgusting!! Educate management.
I don't think there are any pressing diversity issues here at EWEB.
Hiring people that have another language as an asset to the utility, especially in customer service! They won't put an emphasis on second language.
Hire more Spanish-speaking or other bi-lingual candidates to work with the customers.
I think there is a genuine lack of diversity in the Eugene-Springfield area in general - large white Caucasion population compared to Portland, Seattle or other larger metropolitan areas.
I still do not understand American's obsession about diveristy! Why this is an issue?!
As a whole, the people who hold the high positions don't seem that "diverse" as a grouping themselves.
The Good Old Boys Club is alive and thriving. Women are not seen as a benefit at the supervisory level when most of the supervisors are male. There is not an effort company wide to ensure male and female positions are balanced. Sometimes all male or all f
I am not aware of any pressing diversity issues here.
I do not believe that my organization has any diversity related problems. Have not seen any evidence of discrimination, prejudice or harassment.
Lack of management who are people of color.Currenly have only 1 black manager out of 500+ employees at (EWEB).
The company has downsized the workforce, in at least Electric Operations, to the point where there are not enough people to get the work done now. Unless that changes, there will be very little divesity in the workforce in the near future.
Lack of internal training allowing employees to upgrade jobs - most entry level positions are high or low skills
Men employees not excepthing or working well with women employees, especially in the trucking and heavy equiptment opperations.
"old boy network" in the utility industry - paternalistic attitude toward women - must be "one of the guys". Managers fail to challenge this mindset. Also lack of entry-level jobs to bring in diverse candidates. Specialized, higher level jobs tend to draw
Pushing the diversity issue only seperates us more. Every time its brought up it only makes those who are white male look at the rest of us as though we are worse because they are so sick of hearing about it. I'm a female and I am so sick of hearing abou
The lack of diversity in this geographic location.
Hiring standards are very high and selective.
Homophobia & different job discriptions being explained to myself & coworkers. There are 2 guys (1 is that guy) that have no idea what their doing & make much extra work for ALL of the rest of the team.
The females are not made to do the same jobs as the males but are promoted anyway (Our boss is openly gay)
Not enough qualified applicants of diversity
100% supportive of hiring diverse applicants but not illegally. My employer posts jobs on occasion that "encourages diverse population to apply" but doesn't warn non-diverse applicants that only a diverse applicant will be chosen. I think that is horrible
Same song second verse: Overwhelming white male presence. Make up of across the board employees at Lane County do not reflect the diversity of society. Whether people of color, disabled, or other.
Too much talk and not enough follow through. It is preached frequently. But when it comes right down to it, pople are afraid to report or follow through w/ issues.
I see nothing in the last 19 years that would indicate this dept from hindering diversity in any way.
Forcing people to comply by threatning them with their job and having to hire people who arent qualified just because they feel the need to be diverse. Worse yet, they pass up very qualified people to hire minorities!!!
Throughout this community there is unnecessary emphasis upon how we differ (you call it diversity) not upon what we have in common. We are guaranteed equal (not special) treatment under the law, but "multi-culturists" have left the "American culture" out
I do not feel that my organization has an issue with diversity. From my persepctive, we have a diverse team.
Dum Rednicks. Understanding of other people Good old boy - system
The seeming inate need of some to force diversity into the organization rather than letting it happen. No one likes to be force fed.
That they bend over backwards to accomidate them but do nothing to help employees.
More emphasis needs to be placed on educating our current and future supervisors on fair and equatible treatment of their employee's. The younger employees, and those employee's with diverse backgrounds, have the diversity skills that meet or exceed prese
I have not seen people of color as sheriff's deputy. I have seen same sex partners + employee's hired and accepted with no discrimination. I have seen women afforded all opportunities equally.
That there is no real & effective way to deal with harrasment & discrimination because unions & employers do not work together to deal with the problem. Union may protect one employee to the detrement of another.
Diversity is only accepted if an individual is born with it. If they have added it later in life (tatoos, mainstream body piercings ie: ears, nose, tongue)it is held against them. The organization will not even allow discrete flesh-colored tongue studs,
Maintaining a healthy work environment that will stimulate new ideas and increased productivity.
In engineering, wages and benefits. In most positions a qualified minority can do much better in the private sector. And, who wants the wait 12 years before you reach the top of your pay scale?
Overemphasis on differences so that people begin to trust their diversity rather than job performance. If we were to focus on our similarities and common values more, I feel we would accomplish more and actually decrease our ethnic, cultural, gender and a
Expensive time: effort to fill out someones "touchy/feely" survey. It's pretty simple people. 1. Hire good people (white, black, orange, green, whatever) 2. Give them the tools: training they need to do the job, and 3. get the hell out of their way! Th
My leadworkers & former supervisor are racists. They don't like minorities. They believe in the good old boys theory.
People of color get special treatment. Expectations for women are lower and different. Double standards.
Making sure management opertunities are open to all. Not just women -ect.
If an employee is of a minority culture they are treated with kid gloves and given many more chances than the average Joe. This causes alot of hard feelings with the other employees. If L.C.P.W. doesn't treat EVERYONE the same, it is going to CAUSE people
The rednecks in other departments sheriff's office/public works
It still is a good old boys club. The change has to come from management. If management encourages a certain way of thinking and behaving, it trickles down. As long as the good old boy managers stay in place, nothing will change.
Our organization is too homogenous,our organization is (nuabe)? of employees fearful of what they don't know or understand. The majority of our employees must pass physical ability tests,written tests and interview processes which traditionally favor whi
People are as concerned about diversity as the media would have you believe.
the diversity commitee and its efforts are led by,occupied by,and instigated by woman and minorities who all have "axes to grind" with the system,we didn't ask for this,they brought the fight to us.
There is a culture among Law Enforcement of self-preservation (Good) that causes a (bad) side effect of distrust of anyone not in the uniform. This can cause friction of a particular cultural or religious symbol is perceived as a weapon or drug stash, et
Our leadership needs to be led by example
not enough qualified applicants from diverse groups
Training should not label the differnces,but rather emphasize similarities. We the "employee" should understand the paradigms and be open to new ideas. The good ol boy thing need to go but we also don't need to be ultra-sensitive.
with respect to disability the job is not able to be inclusive with respect to race/national origin/ethnicity it is a question of getting qualified applicants with respect to gender orientation issues,lesbians are tolerated,any other is vilified. With res
Lack of diversity, lack of effort to recruit and seek minorities. Old school attitudes that continue to prevail.
Finding qualified applicants Organization is non-homophobic however some staff are
Our organization needs more training in transgender issues.
Gender issues. Females, due to operational requirements have a hard time getting work assignments/shifts more favorable as compared to males.
* Having to take abnormal behavior + think of it as acceptable + normal behavior + having it grouped with racial + cultural diversity which is good for the organization.
None. Our division has no problem in this area.
A need to understand the finer points of various belief systems.
Too much emphasis on diversity. It should be a non-issue--if a person is qualified to do a job hire them.
As stated above, a lack of recognizing discrimintory behavior and how to deal with it if you are exposed to it. How to relate to minorities and there views on how they are discriminated against; especially how it relates to law enforcement.
Atmosphere in which employees who tend to be resistant to the importance of diversity, i.e., employees of long tenure, are vigorously protected by a strong union.
Failure to actively recruit for more diversity and truly valuing the "differences" they bring to the organization.
Inequality of various jobs and the people that work in them. Upper management does not "walk the talk".
Lack of hiring of minorities and people of color.
Jokes and remarks not meant to be offensive but are.
The issue I have is the condition concerning the difference of level of consideration and opertunity to advance in a supervisory position due to the fact of the geological location of where you work.
hiring lesser qualified applicants for certain positions because they are from a different culture or race is also a form of discrimination.
Gays (Homosexuals) in the work place. No one wants to know about someomes sexual preferences, fantisies, or behavior. Most of the people I know could care less. It is when same sex couples make politics out of their behavior preferences is when it becomes
There is an incredible problem around the budget here - it is very expensive to recruit & test for deputies it takes alot of time and money. They do a great job working with applicants - but standards are high -
Not all departments have embraced diversity
Harrasment of women. You are allowed to say & do anything you want to a women in Lane County Public Works and Waste management division.
The organization is corrupt, from the top down to middle management. I have no recourse to address the harrassment I hav received because those who harrass are those who judge the merits of the case. It is akin to the foxes guarding the henhouse.
A lack of genuine concern by administrators to create an environment that is conducive to discrimination/harrasment free work area, as well as non-interest in recruiting other than WASP. This may seem very harsh, and administrators have many counters to t
Still being accused of ignorance/non-caring when it comes to cultural/diversity issues. As a law enforcement professional, I am unduly stereotyped EVERY DAY. We need to also educate the public as to the steps we are/have taken to improve our culture and d
I don't think diversity is an issue by itself
In my field I believe it is sexism. The same "good ol' boy" attitude that has held women down for so long is alive and well where I work.
Horrible leadership. Organization is excellent, but one supervisor is nothing but immature and the very best at mobbing. Sorry if to direct.
Spanish speaking employees,forms in spanish,In Dept. interpreting,outreach to this community (latinos,spanish speaking)
Pushing diversity to hard - you have people use diversity as a tool to get what they want - that is not fare - Where is commend senes - respect - work ethic
I don't feel like people are using the word "respect" enough. "Diversity" has been shoved down everyones throats. I'm a young female in an older mans work-force and I wish people would quit considering me different and just let me do my job.
Current workforce only honors diversity if they agreew/it,If you are not a Kerry supporter you are shunned and ridiculed,including anti-Bush materials posted,I have had avery negative experience w/coworkers expecting me to be judgmental and narrowminded,
spanish speaking employees,forms in spanish,In dept. interpreting ,outreach to this community (latino,spanish speaking)
No respect, no appriation, favorititzm, nursey school system, gossibpers, troublemakers, back stabbers, you have it!
Failure to take a stand against inappropriate behavior due to lack of self awareness.
Age/gender discrimination harassment is encouraged by management by failure to effectively end it. Middle management looks the other way.
The budget issues to allow more employment.
Not enough qualified applicants in the "pool"
I never really thought about it too much.
Qualified applicants with Masters Degree that is required.
The need for caseworkers to speak spanish.
Relating to different perspectives under time constraints. Telling the difference between a cultural difference vs. a personality difference.
Male to female pay scale for same # years [served] and complex job.
Continued focus on the issue- this is a reminder as well as an opportunity to address newer issues- such as transgendered or transexual discrimination which some individuals are still gaining awareness of.
Need for further education re: cultural differences vs. impact on approaches to mental health practice.
I think it is less and less acceptable to show discriminatory feeling/beliefs/ideas however we don't talk about what are biases are and how we can change biases. "color blind" is not un-racist. Truely we need a color-rich workplace and community.
Higher pay for bilingual staff in acknowledgement of their essential skills for dealing with the public in our diverse community.
Well i am hispanic and i feel very comfortable working in WLC. I do not feel like is a need to do anything in that aspect.
-absolutely not outreach to racially diverse communities -equating lifestyle ie. homosexual w/ racial diversity -allowing discrimination and harassment for politics, religion and ways of dressing -choosing to hire only those that appear as the same as
that "diversity" has become more important than the services we are to be providing.
Making positions indifferent to cultural diversity and therefore the applicants must fit into white, middle class systems. (Besides the bilingual positions serving the spanish speaking/ latino clients)
Continuing to educate employees about the importance and rightness of diversity, despite bedgut cutbacks and ever-tightening resources.
finding qualified people of differing cultural backgrounds.
not enough qualified applicants. (Bilingual in Spanish)
Lack of understanding diversity issues at the highest levels of administration. Disrespectful treatment of people below on the chain of command. Because top level administration is disrespectful, it sets the tone for the whole organization.
Having different expectation for women than men.
Data-based knowledge about the populational changes inthe area: What is the actual diversity/ ethnic composition of Lane County? Basically we hear about the "white" majority and "a very small" latino pop. Is this accurate? How can the county do more to l
So many have been working together for so long - they know lots of people - no "new" people ever seem to 'break the barriers' + gain employment.
There not being a person of color or the clinical staff (there is a black person the medical staff)
Failure to recognize discrimination re. the population we serve: individuals with severe + persistent emotional disorders.
No issues Re: diversity issues Race; gender; sexual preference - We go way beyond exceptional. Bigger issues - Preferential treatment of staff!! Lack of adequate supervision & accountability across the board.
Higly specialized positions mean that it would be difficult to promote diversity in employment through entry level jobs.
Sorry folks, but I believe you are barking up the wrong tree. I do not see discrimination or diversity as a problem or barrier. Employees should be hired for their qualifications, Not because of their nationality or race.
Organization respectful / staff respectful Clients can be dispectful and even abusive . - Haraassment comes in the form that we continue to serve clients that are inappropriate b/c we need to meet # quotas to maintain our funding level & serve the clien
Low turnover / Applications from diverse people.
General "reminder" trainings to keep us aware overall we adress this very well.
There are many problems in this organization but there are no diversity issues except our bi-lingual staff chose to cut their own hours which resulted in providing less client services.
Supporting the family - Working mothers & fathers need more flexible schedules! (Day care/ after-school care should be available & on-site. All families with working parents need support - how that support comes is individual and as diverse as each fami
Lack of boundaries at work - People's personal lives, personal & political preferences & opinions are openly discussed in the work setting, which is inappropriate & uncomfortable for me, especially if I have a different value system from others. This bre
"Communication" or lack of it between supervisors and employees and between employees themselves; not speaking up when the appropriate time is to say something about differences that may be harbored between individuals. (Stopping Desention)
Diversity should not be used as a hiring tool. The most qualified app. should be hired. If all things are equal the diversify.
We are told to honor diversity when we're hired, but our administration doesn't show they support diversity, and seem to actually discourage staff from being anything but mindless clones.
Lack of experienced and licensed people to hire. Emphasis on differences of color ect. Rather than remembering we are diverse because of where + how we grew up, our education, ect. We are all unique and offer much to the whole.
Liberal bias is prevelent. Conservative opinions are not accepted by management. Homosexuals openness and converstaion related to are accepted, where as converstaion regarding the immoral act are not.. An employee got fired (didn't makde probution) beca
Sexual comments around women - to women ect...
The program I work for is very conscious of diversity we offer services to all and provide whatever is necessary to accomplish this. Unfortuanately, funding cuts limit our ability to serve everyone. We also try to hire the person best suited for the job
Justice of the Peace is a harasser. She is discrimatory to defendants as well as clerks and could be sued by the office manager for sexual harassment. The atmosphere is poisoned. Clerks are frustrated in their attempts to deal equitably with the public
That we are all people worthy of respect, not just those in a protected class.
Inability to retain employees due to layoffs; makes it less attractive to seek employment here.
There is no diversity to speak of. There are no blacks, there are no asians, there are precious few hispanics and theyare very "white", and the few gays are pretty quiet about it except with people they are close to.
lack of qualified applicants due to local demographics
Educating the public on diversity and cultural acceptance.
my organization values diversity, and makes attempts to recruit people from other ethnic backgrounds.
My workplace is extraordinary in it's diversity. What's the problem- you're making a mountain out of a molehill!
avoiding cliquishness in work groups or work classifications.
Subtle discrimination in hiring which is not recognized by management; such as temporary hires of people already known which shuts out other outside applicants. Blatant discrimination would not be tolerated and traning/education is supported yet these hir
Managements failure to take a firm stand against harassment and discriminationgives the perpetrators te impression that management condones their behavior. They just seek out new victims in the workplace who do not report it. The workplace is sick. Manage
Need more qualified applicants- who come in wanting to be successful and cooperative.
Demographics and market forces do not generally support a more diverse organization.
Inclusion of all diversities, not just white/american females.
Budget problems make it difficult to pay staff what they are worth. Highly qualified persons will not apply because of pay and lack of upward mobility.
LCSO- Public safety requires persons with impeccable backgrounds- there is a tremendous failure rate during background checks for all applicants being considered- thereby reducing the pool of prospective employees in ways that usally leaves only a few ind
Almost no ethnic religious diversity apparent (ethnic)in the day to day visible workforce!
getting past the "old school" biases of long-term male employees.
- Understanding other cultures - Recognizing how to vocalize our opinions and how it might affect others
Sometimes it feels like we try too hard, we over-empathize. This can cause resentment from within.
Too much time and money has been spent on this issue when we should be encouraging people who are qualified, or provide training no matter what their color, race or gender. Hire good people.
Not enough females, mostly because of lack of female applicants- budget issues(severe)
We serve a clientele, minority, which is Hispanic and/or spanish-speaking and we only have 1 person of hispanic decent/ spanish-speaker in our office.
age discrimination, by management. discrimination against disabled workers by management
I do not believe in diversity. I judge people on how they act. If they work hard, show up to work and how they treat others.
OUR ORGANIZATION WORKS DILIGENTLY TO RECOGNIZE DIVERSITY ISSUES AMONG THE PEOPLE WE PROVIDE SERVICES FOR. I FEEL WE ALSO PROVIDE DIVERSITY WHEN HIRING EMPLOYEES. MY PERSONAL CONCERN IS THAT MANAGEMENT MAY "TALK THE TALK" BUT NOT "WALK THE WALK" REGARDING
Where are the blacks, hispanics and asians? The best way to promote diversity is hire diverse people. The diversity committee's focus on the percieved "plight" of the white female has hindered the opportunities of other diverse classes of people.
Forcing diversity as was done years ago, 1970-1980s, in lane county did not work. They feel like the chosen "one"- That's what they told us!
Community is not that diverse as a whole
The number of people hired to reflect greater diversity.
getting current employees educated on the concept that a diverse workforce benefits everybody in the long-run.
Managers & Directors of Lane Co. "say" they honor diversity - but their behaviors on a daily basis does not model this. Mgrs/Dirs. are generally in some sort of meeting or @ conference and are not @ agency to monitor/intervene/supervise employee behavior.
That is too much of a factor in the hiring practice. If a person is qualified then hire them. If not, then do not make allowances.
Management fears one vocal woman who uses her race to avoid personal responsibility + failure to respect others. Makes it difficult to encourage openness
Lack of outreach to diverse populations for employment opportunities and lack of qualified diverse applicants. Need a very awarding "diversity points"
lack of caring for the people w/o disabilities, what about my diversity as a white female?
The organization should revisit the way they respond to complaints by employees who use the system to further their cause who insist they have been discriminated against. The company seems to allow behavior (inappropriate) like this for fear of gettin
Allowing the tail to wag the dog. In our organization the Management/County lets a few spoil the whole bunch. This allows morale to diminish. When management fails to protect its employees and reward "them" ["R underlined "them"] with special treatment it
Eugene/Oregon is simply not diverse ethnically
trying to hire minorities that have no skills or education
Understanding and tolerance of religious or spiritual belief differences.
the way people are treated starts with mgmt - I have seen that with proper mgmt, diversity can be encouraged or discouraged & if discouraged, the work environment can become VERY hostile
Often, training on diversity/discrimination etc. is optional and those who could use it chose not to attend.
Issues related to religion and sexual orientation seem to be the biggest area of conflict.
Budget limitations Lack of bi-lingual employees
Nothing. Management has done an excellent job of training, hiring and handling these issues.
My concern about a heavy push towards diversity, could mean choosing an acceptable but less qualified applicant due to an issue of diversity rather than choosing the most highly qualified applicant.
Applicant pool not very diverse due to lack of diversity in community.
Bilingual employees have more chances than a person with one language. Some [R underlined "Some"] managers will allow Binlingual employees to slack off or talk back because their language skills are needed so they are not treated as someone with one langu
I think all mean well but could use more education in working with diverse populations. Need more outreach to get applicants. Also due to county policy and perhaps our department we have let 2 people go with disabilities. I'm not sure this was necessary -
An increasing # of Spanish speaking families / no staff paid to interpret / only one Spanish speaking person on staff.
NO MONEY IN BUDGET OUR ONE COMMISSIONER OF COLOR IS HOMOPHOBIC + RELIGIOUSLY BIASED.
Most people who apply for positions in my work area are women, so often there are no men working at this site. I attempt to hire fairly + encourage a variety of applicatnts as possible.
Our workplace is extremely tolerant of negative comments by minorities. The imbalance of tolerance is damaging to our team.
Dialogue is needed. Some training (not a video). Part of the issue is that Eugene/Springfield is not very diverse.
Lack of diversity, generally speaking, in the Eugene/Lane Co. area.
In the area we live in, there isn't enough diversity in our community to get people to apply.
We have a sheriff that is self righious and lets his police services commander run rough shot over its dedicated employee's.
That we have to tolerate it, or pretend to, when we do not agree with it at all.
No issues Re: Diversity in the workplace - work for the sheriffs office so - deal w/all walks of life- culutres - every day. Have never seen discrimination.
Most people have negative feelings toward the wor "diversity." Most people feel we should go out of our way to hire people who are culturally different - just hire the most qualified persons through normal recruiting efforts.
Relatively few employees with cultural and ethnic backgrounds that differ from the dominant culture and ethnicity.
Manager should not be allowed to place their "Favorite" employees ahead of everyone else; sepecifically in regard to promotions or assignments to lead worker status.
Need more diversity in management / leadership positions. There are a lot of women, but not very much ethnic diversity.
Special priveleges (sic) given to those who work with me or hide their thru feelings from supervisors, but voice a different opinion after they are no longer around.
The gap between older workers and new, younger workers in terms of training that takes place according to mediocre standards. New people should not have to carry more than their fair share of the weight because of seniority perceptions, or inexperience i
HR recruitment & hiring practices in every department. Denial about issues & trying to gloss over (by management) their commitment to diversity. "Lipt service is prevalent.
Staff / Managers are 87% white female. 1 Male in dept. No minorities in full-time staff. If there were an opening in FT staff of managers I would welcome a minority person. We do have minority extra help staff. I feel they are very welcome here.
I feel there is too much diversity sometimes - only Females need to apply!
From my point of view, there are no pressing issues realated to diversity.
Finding a way to get diverse cultures involved in our school system.
Neighborhood schools should reflect the diversity of the population in their attendance area. If the neighborhood is NOT diverse than the school will not be! Too much emphasis on racial diversity - not enough emphasis on other aspects of a school's dive
Lack of budget funds - consistent downsizing since 1990. Need better public understanding of programs + dollars to implement.
Budget problems & administrative decisions.
Views of long-term employees without a vision for the future.
Overall, there is not a lot of diversity in the student population in Bethel School District, so these issues need to be addressed systematically to keep them on people's radar. Bethel's been doing this and should keep it up.
Lane County needs to focus on the hidden biases present in hiring when looking a people of color or other difference. This has a huge impact on who gets hired.
Staff Training - no question is the most pressing issue.
A sense of security in maintaining employment with the Bethel School District.
Raising the awareness level & sensitivity in students.
My organization works hard to give employees tools related to diversity & respect.
Subtle "isms" - folks feel they are not racist, sexist, ect. but are in denile. Especially hard to detect "underground" but very damaging and especially hard to root out.
1) We need to change our hiring practices* in order to increase number of employees from diverse backgrounds - can't stress enough that Lane County needs to increase diversity in it's workforce. Lane County is a great place to work + has been good to me
1) Too much focus on superficial "special groups"; not enough on outreach to Blacks, Hispanics, Asians, ect to come work here. Note: Hiring more "trannys" is not something we should aspire to. 2) Idiots @ U of O promoting ridiculous policies. Sta
I think jobs should be filled accordingt to qualification, not because we need to fill a quota of male/female/black/white persons, etc.
Aging workforce - delaying retirement due to economic conditions.
Continued education. Continuing to seek employee w/ diverse backgrounds and experiences in addition to race + disabilities.
I was harassed by a principal for 7 years - as were most teachers in my building. It was not ethnic/racial, it was power differential. Only a little action was taken by the district.
Lack of diversity represented in work place [arrow pointing to Page 3, #1 options 4 and 6] related to.
Not enough diversity in the greater Eugene area. Male dominated top administration.
disipline of workers who harass or discriminate against. it doesnt matter how much training you get, if you allow others to be disrepectful of others
I would say budget issues, regarding hours, wages and benefits (insurance). (But that's happens in any work place).
bad experiences effecting future decisions
Awareness of class bias. Overvaluing of indirect communication style. Devaluing of direct communication.
Inability or unwillingness to accept or welcome values, opinions and/or styes different than oneself.
I think diversity is very valued - so much so that there is a reserve discrimination. I know I have to have much more accountability than a person of color working in my school. I would be called to task if I treated fellow staff members in the way that
Offering equal benefits to all employees and their family members.
- more training - discrimination in hiring (ageism, racism) - still "old boys" climate - especially in supervisory positions.
Reducing class size, allowing new hires from a highly qualified pool of diverse applicants. But not hiring for diversity just to fill a quota at the cost of quality education.
discriminating against caucatians- hiring people of color who are not as qualified as other applicants to reach a "quota" of people of color in the work place.
"Clicks." (sic) Unless you are a member of a group, or can quickly blend into one, you are an outcase - regardless of race, gender, etc. If you don't fit, ya don't get "in."
Variance in standards between work groups, many of the comments here reflect more my experience of the County organizaiton through my work group- I have worked in other County departments & would have answered very differently. As employees we don't re
sexual discrimination and attitudes. males and females have different dress codes that are not related to job function for example.
money and downsizing, not enough money to grow
Myself & fellow employees need to recognize different cultural beliefs + roles of Domestic Violence in order to asses a situation better, as well as help our victims from a diverse background.
The fact that the administration pays lip service to diversity issues. They would like to just as soon sweep it under the carpet. My building began a multi-cultural unit/curriculum a few years ago. Supervisors distributed a survey intended to sabotage
Need more diversity (Spanish, Black, Japan
- Diversity in Qualified applicants - Lack of communication - Favoritism.
- If they don't know English well enough to communicate effectively - Salary - if they are head of household can't afford to work home. - Benefits for all employees!!
Diversity happens because humanity is diverse. We can embrace people and cultures without forcing diversity.
piss poor mangaement selective discrimination
Because I don't feel discrimination or harassment are prevelent at EWEB, I goues it's mostly due to the hiring process if there's not enough diversity. But from my limited experience with hiring process, all applicants are given a fair and equal review.
Right now Bethel classified staff are working without a contract and are getting the message that they are expendable. Their benefits are threatened to be cut. How could I recommend that anyone come work here while a large portion of total Bethel employ
Verbalizing diverse opions - they aren't welcome.
gender as it relates to employees ( and sexuality), non-english speakers as it relates to serving the public
I would appreciate a more diverse menu in the cafeteria.
Many of my co-workers have a difficult time accepting that people are different than them and as equal. Also there is alot of rampant sexism + inappropriate sexual innuendos, including the use of pornographic sites on internet. Bad judgement by my supe
We need more Spanish speakers! We have only 2 fluent Spanish speakers in customer service and they don't even deal directly with the public. It wouldn't hurt to have some Korean speakers also. But Spanish is a big priority that we're not giving notice
Insensitivity! Many of my co-workers threw away this survey stating that it is a waste of their time. Very few minority hiring.
even w/ training, most employees still "pal-up" for gossip, make sexual and negative comments, manager is moody and does not always/ seldem sets an example when manager says and does is 2 different things. men make snide comments about women and certain p
No longer have an EEO person in the H.R. Dept.
lack of training/ education for employees
I think EWEB does a good job in talking about minorities. I feel there is a strong bias against women in leadership executive roles. It also appears that EWEB doesn't value employees who have been with the organization a long time. I don't see them pr
with the hispanic population growing, our organization has not grown with the same way and does not adequately represent the community or serve the hispanic population as well as should be
Level playing field for everyone. Issues are gender bias as reverse discrimination.
gender based discrimination, during the past couple of years only females have been hired for management or supervisorory positions even though there hwere qualified male canidates. definetly gender biases which spills into race age, etc. this is the res
That this organization would invest resources in the concept of "diversity" that values people by what group they are members of instead of as individuals and the content of thier character.
education and the funds to provide training. the lane county commissions do not actively support or provide bugetary support to the diversity coordinator. awareness and action needs to come form the top down, lead by example
"Good old boy" network - Failure to recongnize women as thinking humans. Also the failure of upper management to change attitude toward diversity. Refusal to enforce violations and get rid of "dead wood" because of fear of retaliation.
often times the best, most qualified applicant is not hired bc of pressure to become a more "diverse" workforce. this is very wrong and is not "equal oppertunity"! it happens in many organizations, including here, but i have not seen it in my own departme
stop hiring people to improve diversity and hire the best canidate for the job. employing a person to increasediversity DECREASES moral. in my department a black woman was hired above a caucasion male who had twice the qualifications and it created resent
recognition that we still have progress to make
low turnover- carry over of non diverse employees
awareness of the vast scope of areas impacted by this word "diversity"
gaing a workplace that truely represnets the community
i think that the county is working so hard to welcome diversity that it is pressuring interveiwers to seek out and hire employees from different cultural backgrounds rather than the best canidate for the job. have seen it happen firsthand and have had to
trying to hard to select a diverse canidate rather than maximum qualifications. mmaking a selection soley based on the most qualified even if there is another more qualified. i want the job bc i earned it and not bc i am a minority. it is degrading and it
not enough focus and prioritizing at the highest management level. we need more than are taken. part time employee attending to diversity issues. they must be broadly embraced and implimented from the top down
it is pushed too much- we should all be focusing on how best to do our jobs and serve the public
diversity itself, diversity comes before app. qualifications
its forced down out throats too much. bombarded of e-mails and training when we have other services being cut
bias that some folks have at our organization; some have very strong beliefs that will never change
eugene is not very diverse. my workplace is representative of the population we live in
lack of oppertunities to learn and develope skills required for managment positions
women are offered less and paid significantly less. no opperunities, sought after or otherwise. no education or training offered- even at request
i work out in the field and have LOW contact with the office people in my organization
over board organization. breaks federal employment laws, to window dress. diversity efforts here have divided this agency. it is truely sad. i support diversity as long as doing so is not discriminitory in itself
there is none that i know about. harassment and discrimination are just not allowed
More respect & concern is given to the customers wants then to the employees feelings and needs. Whatever happened to hearing "good job" or "good team work" or anything remotely close to know you're valued. More emphasis is given to strangers (ie, custome
Administration of the sheriff's department refuses to hold them selves accountable for violations of our own policies & procedures!
I think we are so concerned with diversity that it is a disadvantage to be mainstream. I think we give more rights to minorities in the name of diversity that we discriminate against the average white christian person. An example is at christmas time,it i
Diversity training is believed to be "time-consuming"
So much emphasis is placed upon diversity that it becomes disingenuous.
1)Lack of funding and top management committment for continuing mandated diversity training 2)Lack of support and mentoring for new employees w/diverse backgrounds
The budget problems prevent me from recommending Lane County. These are horrible questions, poorly written. They ignore many unrelated factors.
diversifying the workforce,success in planning that allows for recruitment of people from diverse population
The hiring (recruitment + selection) process does not promote increasing diversity in our work force
Respect of diversity is not the problem here. Teamwork and respect of teamworkers are more critical issues.
People from diverse cultures are being hired that do not have language/communication skills that are adequate to do their jobs.
Lack of awareness ans +-95% of community is white northern european
longevity of employment - most employees in public sector work in one place most of their careers. Most are from the local area, meaning they have a low awareness of community diversity, changing demographics; if they are aware of it, it is probably with
Its easy to say you support diversitywhen your workplace is soley white anglo people . Oops we have a hawaiian,is that diversity?
For any of us,honing listening skills-anytime we are dealing with someone from a different background where communication may be more difficult,we need to take the extra time and energy needed to resolve any issue at hand.
Preferential treatment and a "us verus them" mentality.
Providing realistic opportunities for employment for people of color in every department.
Would like to see not so much who you know or sleep with be reason for advancement.
I don't feel we have any pressing issues
Homophobia with agencies with whom we work & are housed. Being ignored & made to feel invisible is as harmful as overt discrimination & anger! It is a lonely existence everyday.
For me personally, it is age discrimination.
Also,inability to recruit outside of department due to public union rules regarding advertising. Can't do it when 3 qualified applicants are interested. pool is limited.
The people of diversity have a lower standard of behavior and professionalism to meet. Half of the people of diversity were promoted for their diversity and lacked the skills that other "non diverse" people possessed. Standards were lowered, respect for t
very little opportunity to really get to know, understand and have empathy and connection with people from different cultures and with different abilities.
I think we need to learn about, and talk about the other "isms" such as "ageism" and "weightism" as well as the more common ones such as racism and sexism.
Unless yo sleep with the boss you will not be provided any type of management supervisor type roles. With regards to diversity,the people at the top,management try to put co-workers against eachother. We are short staffed,overworked,looking at more budge
I think DYS has a tendency to hire young - less qualified people. I have not seen a "new hire" over 40 get a job.
bi-lingual - we have a lot of Spanish speaking people come to our court and 1 person has taken a couple of classes but can only discuss a VERY LITTLE AMOUNT.
low awareness, lack of real interest in diversifying (& competition for jobs)
Honor diversity seems to embrace everything race, creed, religion except Christianity.
Peoples tolerance of gays and lesbians and peoples understanding the need for diversity and hiring diverse people does not mean that they are unqualified. People tend to think people are hired based on their culture background rather than skills.
I continue to work in a "good ole boy environment"
* More trainings on honoring other cultures belief systems and traditions. * Expecting more of a holistic approach when addressing issues w/ minority families.
true understanding of and value added components of diversity lack of support in terms of time and money to train "all" lane co employees in some aspect annually
We have a growing Hispanic population within the district which is not yet reflected in our hiring practices.
Need for opportunities for those of diverse groups to meet together across the organization for support, socializing and sharing. Training needed & mandated for all management on diversity & EEO & ADA, workplace violence & harassment issues. Also, how to
Primary female office personell are non-male tolerant. Key personell willnot hire most qualified candidates in favor of persons they "like". experience counts for nothing. primary concerns are "can candidate prepare a dish for the potluck" and "does the b
For WHS, hire more culturally diverse staff.
continuing to work with students who are English learners
View that younger staff are less skilled - some levels of sexism
that those people that have been assigned to promote diversity are in fact the most racist and can see "racism" even when it clearly doesn't exist.I've never seen/heard anyone of any color engage in racist behavior-but those that are here to fight racism-
I am not aware of any pressing diversity issue within my department. I don't have enough contact with other departments to know if there are issues or not.
Lack of "trying harder" to recruit people of different backgrounds.
Creating an image of Lane County as a workplace where you (a person not of the main stream culture) can be successful & promoted. Positive County image!
The best people should get the jobs it shouldn't maatter their color or race. We shouldn't use discrimination or reverse discrimination.
Getting employees to either recognize that they are racist, or to stop sharing their racist comments; examples: 1) attributing the size of a man's body part to his ethnic background, 2) complaining that "those Indians" sure get off easy not paying taxes f
Not enought trained/bi-lingual staff... focus on spanish speaking families in our building
The lack of a common understanding of the meaning of the term "diversity". Until we can have some generally shared understanding of why some differences will NOT be honored and respected, discussions of diversity will be good-intentioned psychobabble. A "
Providing Spanish materials to Hispanic families District-wide
I believe my agency and co-workers feel they are professionals and are devoid of actions,attitudes and beliefs that reflect sexism,racism,homophobia etc. Until the environment is made "safe" enough so that folks can make their own influences,the "isms" a
We have not replaced 8 workers and 2 supervisors that retired over the last two years.
It is a female dominated field and I don't think they promote males to work in it
only a mother who has a husband - low pay here insurance eats up pay - 4 hr people only get enough for insurance. Benefits are not great.
Not providing enough staff to teach the ELL students at middle level.
I believe the most pressing issue is that the type of diversity is so continually being brought up that it now has a negative impact rather than a positive one.I do not believe that we have a problem with this issue and I am beginning to resent the consta
Our workforce is dominated by the "white" factor. WE don't have a lot of color,not that we don't seek it out.
Communicating with others in the syle they prefer (not necissarily your own)
Retention of qualified diversity employees;more "success stories" in minorities hires. Over the years many minority employees have had performance problems.
Again,too much emphasis placed on diversity when hiring. Being a woman of color and blind is a good thing whether qualified or not. this may be a bit strong,but this is the general concensus among employees. Or at least 10% of them.
Too much time is spent on diversity ,our agency is lopsided,unbalanced. Only women in top manangement
Finding qualified applicants who are willing to work for us instead of going to larger organizations.
I would argue if we judge people by the "content of thier character" individual cultural differences are irrelevant. We have a Hispanic Liason why do we not have a liason for immigrants from central or eastern europe. Shouldn't we welcome those groups to
The most pressing is why isn't there more diversity for the firefighter and police
The point that people are trying to push diversity on us. We deal with it enough to not have to promote it. I think this is a waste of our tax dollars. We need real training, not liberal based agenda pushed in our faces.
We have very little diversity. Only recently have I even seen classes offered explaining other cultures.
Ingrained bias at the top with lipservice to shange. Overall failure to value cultural differences. Continued bias in recruiting and hiring. A class or training will not change this pervasive attitude.
reaching out to minority communities and partnershiping the city as a good place to work
activity around diversity more a result of being politically correct than a commitment to it
That the subject has become an eyesore and ridculously driven into the ground. You are trying too hard and turning everyone's individually into a freak show. What sexual preference are you?
low turnover and lack of qualified applicants
The executive management team is somewhat of a "good ole boys club," protective of one another and blind toward sexist or toher unfair or repressive cultures modeled or enabled by at least two major department heads.
our community itself is not very diverse.
We need more education for staff around these issues. OUr staff has had some bad experiences with staff from latin backgrounds- the cultural difference in how to handle conflict was hard to get a handle on.
Ther isn't much diversity in this part of the community
Homosexuality has no place in our educational efforts. If people want to live a homosexual lifestle, so be it. But don't force these views on impressiionable minds by teaching it in the classroom.
Qualified applicants- but also to continue to use student resources to bridge the diversity issue
among students: Homophobic behavior and sexist behavior among staff: more exposure to other cultures and understanding other cultures' perspectives among district administrators: more recruiting of new staff with diverse backgrounds/cultures and more tr
hiring more staff from diverse backgrounds. I think our district has done a great job of encouraging diversity - lack of applicants in this area.
I feel that lack of money has a big impact on having a more diverse staff in Bethel
see above-handling negative language among students in a way that educates. We've had some training, but could use more strategies in this area in particular.
This is an issue for all of Oregon, especially Lane County, not only Bethel. To me, the concept of honoring diversity in our community really refers to honoring anything and everything that is not Christian. When an activity or situation is deemed related
Outreach to non-English speaking families making the school more accesible/friendly/welcome to these families
Qualified applications related to increasing diversity in BSD
Teachers and staff are so busy, there is little time to get to know one another. There is also not enough time to get to know individual students and their specific background needs (due to larger class size and increased teacher workload - committee work
hard to find qualified minorities to work as teachers.
Attracting teachers who come from dverse background to teach in the Bethel district
Having administration that value diversity, as well as act upon it, toward improvements. Bethel's 2 years of re-organization has brought key administrative positions up for hire, and yet from a pool of highly qualified canidates we select white male. The
If prinicples do not relate to you or think you are not qualified, they can move you to another school or lower your hours. This happened to a co-worker whos English was not as clear to adults as well as students
Homophobia and using words that put down others. gay, retard etc
Conservative community, still the remains of an old boys network.
As mentioned earlier - I have a real problem with hiring someone just because they may be a minority - I would not appreciate being hired strickly because I am a minority - I should qualify! Not just be a (check) filled to meet a quota!
Lack of highly qualified applicants, a shame as it is such a nice place to work
Communication with families who speak languages other than English
Diverse applicants, qualified to fill openings, but budget issues don't offer much with low-turnover.
Making the students be diverse as well as take that stand of being their own persons- not be a follower.
Lack of education regarding homophobia and gender issues . . . unwillingness to evenbegin to broach the subject . . . at the elementary level people pretend as though gender issues do not exist . . . or at least there is no conscious acknowledgement of it
Diversity within curriculum - having the knowledge, understanding nad resources to create curriculum materials that are sensitive and accurate to diverse populations
I very much enjoy working at Bethel. I would like to work more. I would like to see the special ed teachers have a say in who (EAs) work in their room; and which ones work all day or half day.
(More pay would help!) I think we need to pick the best for the job and not worry about their diversity into our environment. People should be judged as people!
I am not sure why but we tend to hire young, white women as teachers - I do not see Bethel hiring new teacher who happen to be older. Diversity is not just race but also age.
Honestly, we have had many trainings and seminars on multi-cultural diversity in Bethel. It seems that harrassment and discrimination occur more often when people are stressed. Teachers are having trouble with large class sizes and more testing and they a
(It's awesome!) The district might publicize opening in more diverse communities
I think we should work harder to serve students and families of different ethnicity. For example, at Clear Lake we do not offer ESL programs for student/parents for whom English is not thier primary langauge.
Communicating with people of different languages
Lack of Funding Lack of knowledge Lack of diverse backgrounds
Education re: handling situation that cause, ie educating students and adults how to respond in a productive manner
Budget concerns have hapered our ability to provide enough teachers and potentially expose students to a diverse aray of role models
I don't think everyone in the district agrees on the importnace of having a cultural competant work force, as well as fostering cultural coompetency among students. We have strong leadership in this area, but diversity training is not part of staff evalua
Lack of attention to issues of sexual orientation, leade to gay-bashing abd gay slurs esp. in high school.
None- I think there is too much time and energy concerning diversity inthe public schools- I already understand the concepts- I don't need any more training on the subject- I am not harassed nor do I harass others- I act in a professional manner and find
I think it's important to learn about the cultures represented in our classrooms so that we may learn and understand our students. Making cultural imformation readily available would be a great idea.
Bethel has done a great job with diversity but some peole are harder to change then others. With time, and acceptance and the bethel district help changes can be made.
Hispanic cultural differences- between staff and families
Bdget constraints keep us from doing many programs here personal and do reach out activites
Promote best teaching practice for ALL students. Students need o feel that they are academically challenged, and teachers need more training in how to differentiate curriculum for langauge and racial minority students. (Sheltered instruction, GLAD) Prom
I belive it is important that Bethel hire more people from a variety of backgrounds.
Lack of qualified applicants needed to increase employee diversity
I believe tha diversity is important but I feel that hiring the most qualified person in more importna. Hiring people purely on the basis of ther race, ethnic group, religion, etc. is discriminitory in any manner.
Racist feelings that the students have toward hispanic people
It has been called to my attention that some patrons feel that there is an issue among the Spanish Culture. Some patrons feel looked down upon by teachers in the ESL program whose cultural background may have had then in an "upper class" in their native c
Having presenters, well qualified and talented, that demonstrate diversity. The buy in from Administators dictates to a large degree the opportinuties climate, and realization of a "diverse aware: ad "diverse promoting" instition
I feel we need more multicultural training of a serious kind. Years ago I took an anthropology class (different cultural customs) at OSU and I still refer back to what I learned. Too many workshops that I have taken on this topic over the years are "woo-w
I don't think we have enough services for non-native english speakers, but that is related to budget issues, not the S.District
Expaning programs to meet the ever expanding influx of various non-white cultures into our polulation
Lack of applicants for positions in schools are qualified racial minorities
Not that many people of color in teaching/counseling positions that i see. Students are stopped in hallways if using inappropriate language.
The good ol' boy attitude- It's who you know.
Budget cutback eliminating openings and positions. Maintaining harassment/bully free school climate amongst students. Requiring every site to teach social skills/bully prevention curriculum schoolwide and not just sporadically or self-selected by staff -
Relavent, ongoing diversity training for all employees
The Eugene-Springfield community is lacking in diversity as a whole.
Budget- Its hard to diversify if funds aren't available!
Being qualified (Education and Strenght) for the job. (Firefighter)
Labeling people homophobice or transgender phobic is giving negative names to people the same as other deragatory terms. Diversity that is forced on people dramatically hurts the workplace environment by limiting team building and communication. If you
Interview panels hire based on their "established" concepts. We promote the same old methods- business-as-usual; and, we keep getting (hiring) the same results. "Your race, color, religion, gender, age, ect doesn't matter as long as you think like me o
I feel that no matter what your job title might be that you are treated equally and respectfully by everyone in the organization.
Women will continue to have a minimal roll, in the positions of power. The educational opportunites are bias with an emphasis on traditional male jobs receiving the majoritiy of the money for educaiton: (ie; check contracts for traditional male jobs rece
I think that issues are not looked at fully prior to releasing information.
Lack of Spanish Speaking Police Officers.
Limited diversity in the community at large.
I think that our community hasn't dealt with diversity in all areas. I think the biggest thing is the hispanic population. Understanding their culture and needs.
I don't believe that we have any pressing issues. We have diversity within the ranks. We don't have race or religious or diversity issues that I am aware of. I feel that the way this questionaire is worded implies that there are issues or problems.
Too high of concern about diversity & too little effort to hire the best qualified person for the job.
Lack of qualified candidates applying for positions. Very few candidates have the experience listed as minimum qualification.
Tendency to hire new people who are just like type of us here already - white, straight, middle age.
Lack of qualified people in hiring poor.
Tolerance of close minded, bigoted individuals - no one knows how to tell them to keep their opinions to themselves.
Budget issues limit materials and programming (sic) we're able to provide for Latinos (largest non-English speaking pop. in Spfd.)
Police and fire are where we tend to hire the most folks and these are the two most difficult cultures to find women and underrepresented ethnic groups who want to apply in these fields.
I feel this is the biggest waste of my time ever in my career!!!
"Old fashioned" managers with right wing conservative view points that flow over to their work relationships. My department head asked me if I was religious and what church I went to. He then attempted to engage me in a conversation about a particular d
lack of employees of color and other diverse backgrounds.
Funding. Training budgets @ HR and all other departments have been slashed. Worldload. Even if classes were free, many people are too busy with daily activities, trying to keep up, to go to training.
The lack of diversity in the community as a whole.
We require Spanish speaking employees for many positions. I see patients of all ethnic background on a regular basis - It's not relevant. We are diverse - totally -
Some of the "Good Ol' Boys" don't want to be swayed. While I agree w/ them that it is more important to hire someone because they are the most qualified [R underlined "most qualified"], I notice that they have preconceived notions when a female or minorit
The tenacity of the good old boy system in the hiring process.
There are certainly efforts to hire diverse people when they apply. Our clients need to see a diverse staff.
Need more employees who speak foreign languages
Too many self-absorbed employees who have too great a sense of their own entitlement to relative riches, such that they lack empathy and even fail to recognize that not everyone is as lucky as they are to work in such a great place with such great opportu
With budget cuts forever looming it is hard to be positive sometimes and hard to ignore negative co worker attitudes. The public doesn't value us + think we are paid too much we can't hire new staff so no much chance to diversify.
I am an adult and able to make my own decisions in life. I get sick of having diversity shoved down my throat all the time.
I don't care about diversity. I feel the right person should get the job no matter what race, gender they are. Having to be diverse cuts down on quality of work and ultimately morale.
Crisis management prohibits the organization from focusing on anything other than today's problems.
I think the issue of diversity within the organizationis over-rated. We need to concentrate more on how we treat everyone rather than simply include everyone. The citizens deserve the best, not the more diverse if it lowers our standards!
We need to do a better job engaging other cultures to become involved w/ city gov't and community issues, as well as becoming better educated and aware of the needs of Sprlds minority populations.
Meet diversity "standards" without lowering entry standards. The physical agility standard has already been lowered to far.
Diverse applicants are just not applying for positions @ SFLS. Diversity is fine & good, just as long as they can do the job. Which should be the main focus when it comes to EMS/firefighting work. Affimitive Action is OK as long as personnel are safe and
Hiring should be done strictly on qualifications not based on any race or culture.
We have a wide variety of clubs and activities for students to be involved in . Many of these focus on diverse issues.
The staff's diveristy reflects the community's ethnic/racial make-up. I think jobs should be offered to the most qualified condidate. Reverse-discrimination is very unfair to people who work very hard and deserve an even playing field when it comes to hir
I don't think is is okay to hire someone only on the basis of their race (in order to increase diversity among employees). I think it's discrimination against whites.
Lack of awareness of problems that exist or are not reported.
Over the past year, Bethel has become stressful & horrible place to work. The leadership is putting into effect procedures & people that are not willing to work w/ people. I felt like I contributed a lot to Bethel at 1 time, now I feel Bethel is being des
More Spanish-speaking staff, more staff from diverse backgrounds.
Financial resources to be able to add staff. We continue to be unable to add diverse individuals to our staff when we can barely pay to maintain the staff we currently have.
The hiring process: It is very hard to get hired and there is never enough money to go to some of the trainings
We need to continue to find ways to involve parents in their children's education specificaly those parents from diverse backgrounds
We need to continue to find ways to involve parents in their children's education especially those parents from diverse backgrounds
Good old boy attitudes--you sratch my back and then I'll scratch your stick togther right or wrong fear of change
I attended traiing about a growing culture in our community and was only approved to attend if I went on my own time. Even after I relayed information to my co-workers about how the training related to our work environment, I was not compensated for my at
We are a white, male workplace. I would like to see more diversity: however, it scares me how some people may react or treat them
Staff dealing directly with students (student services, not faculty) need to be more diverse and better trained to work with a multicultural demographic.
Recruiting employees with diverse cultural and ethnic backgrounds
Reaching out to qualified applicants and promoting individuals from diverse backgrounds
There basically isn't any diversity interms of race or culture.Part of this is a function of the larger community, but the city could probably do a etter job promoting diversity and activiely pursuing diverse applicants
Increasing bilingual employees to better serve the community
Accountability on the part of all Lane staff to be responsible for diversity. Diversity should be a bargaining issue for the classified and faculty union
Educcation is great. By-in sucks. Mangers that encourage oppression. Managers who think they are empowered to set the standard for department. Resent statements. "Path of least resistance" is the only thing tolerated.
I have no feelings about diversity. I am not aware of diversity as a pressing issue.
unresolved past issue of would be discimination-it was dealt with by denial by management
People "talk" diversity, but most haven't been exposed to different cultures, religions, or disabilities such as hearing loss (nonvisible disabilities). There is an amazing lack of knowledge re: non white cultures and non christian religions
No one ever leaves their job so their is no turnover, no opportunity. Also, there are dept. on campus that seem to only hire firends and family. I do not understand how this can happen if dept. are following the rules of hiring. When we hired our last em
The Executive Director for Human Resources Lack of knowlede regarding affirmative action diversity issues and current and best recruitment and empowerment practices.
Diversity is adresses at a systemic, admin. levels (conference, formal mision statement, etc) but at a department/ work unit level. Most importantly, not at a classroom level or student level. For example, respect for diversity might include bilingual sig
Reversed Discrimination. people of color tend to get away with things that most caucasians people would never get away with. I beleive that the administration fears law suits.
Recruitment of a more diverse staff would make more of a welcoming atmosphere
Diversity at lane is very important. We need to attract a more diverse student population. We need to hire a more diverse staff population only if they are the best person for the job.
Salaries too low to recruit qualified minority workers
I think divesity is shoved down our throats. I beleive our system is fair and the best andidate will rise to the top. We should not feel guilty of hiring the best candidate and being subject to an investigation over our choice
There is not very much respect for people who are conserative and tradtional. The impression is that to be conservative and tradtional is to be stupid and backwards--which is not the case.Lane wants to be politically correct about diversity but doesn't tr
Really don't have that as an issue. We have all races and sexual orientation and no one really cares about all that just what kind of person they are. People seem to be on board with that or they hide it awfully well.
A freind of mine was subjected to homophobic speech from a coworker. He did not want to report it because he did not want the other person fired, just given a suspension or something. there are no halfway points. no one wants to get someone fired so there
The fact that sometimes the students on campus don't know what is going on around campus
That we are so focused on diversity that we lose sight of our majority and their needs. We are constantly trying to achieve diversity in a community that isn't diverse. The Eugene/Springfield area is incredibly tolerant. There is less need for diversit
We have been doing this for yers it is time to move on. We are adults, we understand diversity and each one knows hoe to stop it. I call it common sense and caring about others. I have been discriminated against because of my race. I have learned to deal
There is I would say in our entire dept.,that I have encountered, only one co-worker that has failed to demonstrate a diverse attitude.
Political Repression: Libetarian, Republican or any non-socialist commentary is not welcomes here in academia. It is ironic that those who claim to be the most progressive are actually the most fascist when it comes to political divesity.
Diversity is being shoved down our throats! Lane has gone over-board to honor the "liberal" concept of diversity! If you do not honor homosexuality and remove the word, "Christmas from your vocabulary, you are then treated as a "hate-monger" or an uncarin
People are too busy and pressed for time to communicate well. There is too little time for getting to know people because people routinely work the lunch and breaks. It would be interesting to see how many people take lucj at their desks on a regular bas
Lack of information about tolerance for all minority populations
If we had more classes i.e. postions we could have more diversity.
Main campus is too far from the diverse student population that works downtown. DTC location promotes diversity
It only takes one person to make thing uncomfortable for others or make a negative impact on the organizations reputation. I have heard that a few things ahave taken place here but I do not know anything about it first hand. It seems that each dept has it
I attended a teaching seminar where opportunities were present for lots of discussions - We need specific tips for helping students from various backgrounds. Specifics are so useful--How to structure quizzes, exams. Help other students be inclusive, etc.
small labor pool of local diverse candidates to chose from
Retaining African American faculty in the face of cultural isolation in the Eugene-Springfield community-- and low salaries for faculty much in demand. Are salary inducement possible/fair legal? (higher salaries for faculty of color recruited)
At my organization we accomodate all who apply. students/ or family. I think we represent and reflect the community as far as diversity in all areas. It is hard to have agood balance of all diverse groups when our community is not in my opinion in some ar
Besides the lack of tru cultural an racial diversity, there is still gender bias against women in terms of how they and their ideas are treated by the mostly male managers and bosses
It is ritical that when seeking emplyees, qualifications, training, and suitability (expereince) should trump ethnicity, gender, sexual orientation--while i beleive a diverse work force is essential, an individual who does not have the tools to do the job
A lack of empathy and cultural competency
Sexism is not addressed. Sexism is taken lightly
behavioraly our organization needs to act in accordance with our diversity statement. We can speak of diversity. its importance and value, however actions are the truist measure of our appreciation and acceptance of others. *On another note most of the s
Some(at least one) department hires friends from church who are not qualified minorities
Academic and ideological diversity. An inordinate focus on issus of race, class and gender divides people and alienates them one from another. Constant carping about "white privlege" and demonization of white males and Republicans at times creates a hos
The organization is going overboard in emphasizing Spanish speaking skills in hiring, traning, ect. At the expenses of other group, some vast becoming a minority. And without regard to harm we are doing to spanish speaking groups that are enabling them
Due to budget issues most positions are only part time. More full time positions are needed.
LCC talks a good Diversity line but does not back up its actions. Talk is cheap.
Getting qualified applicants that belong to diverse communities to apply. Most of the people from diverse communiteis that have applied, in my department weren't on par witht the qualifiecations needed. I don't endorse hiring unqualified persons or lowe
A more diverse teacher population would help students who have difficulty viewing/acknowledging others who are "differnt" than them - I think - I hope...
Need mandatory traning about diversity issues.
Lots of qualified applicants + pressure from other orgraninizations to hire non-qualified minoirities over qullified minorities.
Things are improving quickly. Our leadership team works very hard creating an environment which is accepting. There are a few individuals still here who disagree with the newy way. I wish there was a way to require them to open their minds or be requir
Eugene/ Springfield is a diverse place, But this diversity is not reflected in the workplace or in the street population = Outreach is necessary to the poor = along with money to fund education - at the education/ your high/ high schoool level as well as
The Board is divided on the issues. They seem to want a financial return on investing on diversity.
Being overly concenred with diversity. It obscures all else. If we worked at making Eugene/Springfield more diverse, LCC would naturally follow.
Reducing homophobia and orientation - based discrimination.
Not having enough funding to hire people and/or keep the people we have already hired.
Covert and overt racism. White power and privilege, ignorance of minorites and open disparaging treatment of minorities.
Our work group/ Dept. has six (6) family members. Not healthy for workers not family. Low moral, low productivity, low willingness, low work pride.
Isn't it curious - I enjoy my work + coworkers, yet we are a homogeneous bunch. I would like to believe I'd enjoy my times i spent at work as much if not more if people from a greater variety of backgrounds and cultures were here. I'm in an educational
Support for new positions in full-time capacoty, It's impssoble to attract diversity ton a part time basis~ and it can be seen as perpetualy poor working donditoions. To get minorities to alarge area, they need, at minimum, inscentives provieded by full
I think the reason there may not be diversity here at LCC or at Oreg. when it comes to focus on things that are not enough qualified people the area. - white groups and also they just don't want to come here and live. I don't believe that it is lack of tr
Current employees are being pased over for opportunities at promotions because the current Administration and Managers are very adamant about hiring outside the campus in order to achieve a diverse workforce and because they have no confidence in their cu
Mostly female management Conceling + support biased toward females (few for men)
Iam getting so sick and tired of all the hoop's the college jumps through in the name of diversity. We have the most screwed up hiring system in the country. When you try to put quota's on the hiring process that's when you have discriminate. If you wa
Not having the time for more meetings and trainings.
I think diversity is an honored issue in the workplace. I can't think of any opposition, stated or apparent to diversity in this organzation.
A need for an increased diverse staff training.
I feel that the college is only interested in the respect and support of primarily on minority (African Americans) of sexual orientation. The physically impared are treated poorly. If you are not part of a minority you have no voice, no professional dev
Hiring more diversity withing the organization, with other languages. There is a big need to hire a full time translation in Spanish and to create an intrepreting /translator certificate prg. or two year degree prg.
Lack of concequences between what we say we value and seek and how we screen applicants and make hiring decisions.
African Americans have had difficulty finding job satisfaction here, and perceive a discriminatory climate in the institution and community. Although I do not share the perception, I think that we need to understand and address it. I think this warrants
I'd like to see more help for new young post high school students - perhaps putting back the popcorn fund so teachers can do social moments in class to help them bond. Same goes for minorities - HS -> college is a tough transition. We need to help more.
The way the manager is not directly over me, but other classified employees. Actually one classified employee, but nother always acts like his is. Methods of repremend were not always done in an approriate manner with me or other classified employees wh
Acknowledgement of diversity beyond lip service and joking.
That most people don't realize that they dont have prejudcies. And that white people have advantages. Need constant education.
All minorities are not giving as much Diversity education on, or cultural background. Their are other races beside Black, Hispanic, and White. Eugene and Lane has a growing East Indian population as well as Chineese and Japanese.
Prejudice against part-timers. Age-sim, prejudice against non-UO graduates, prjudice against non-Christians, prejudice against white, middle-aged mouthy female part-timers AND older white males!
In the Bus tech dept I feel that work assignments may be more a function of "who you know." This makes the work environment uncomfortable, in light of the appearance/ existance of favoritism. In the CIT dept, where I have a begun teaching, the opposite
None - I am satisfied w/ LCC's focus & implementations of policies.
Continuing efforts to make Lesbian/gay/transgender/bi population feel comfortable.
Funds to expand services to more people.
The clicks and favoritism that is played in our area. If you do not fit into this group of individuals you don't get a job advancement or help when a harassment issue happens against you.
*Lack of exposure to diverse groups and opinions *Religious beliefs *"I don't actively hate X group, therefore I have nothing to learn from diversity training. I'm not racist/sexist/homophobic, ect."
Lane County tends to be very hetergeneous and caucasion. The "dominant culutre" sometimes discourages diversity in the community which reflects back to the workplace.
A lot of people in the Facilities Department have a lack of understanding or respect towards people from different cultures or with different perspectives.
The problem with getting a wider -diverse- group is the commmunity isn't that diverse so its hard to bring others here when there arnt outside interest for them or their families. It's better but our community is still very non-diverse.
Recruiting opportunities diveise applicant pools for open positions.
Too much emphasis on "diversity" undermines the "living" of it.
Lack of socioeconomic diversity in faculty.
Means for exposing us to differnt cultural perspectives in my workplace.
No budget to advertise the degree (Electronics) to a wider range of people.
More staff/faculty/Manager in-depth educational workshops on dismantling racism/sexism/classism/heterosexism ect. More encouragement to managers to let staff participate in these edcuational diversity workshops. Encouragement to participate to participa
Education. Acceptance of people with different sexual orientation. Sterotyping and the current administrative (nationally and locally) belief in "moral values" - one man, one woman, 2 dogs, and a white picket fence!
Lack of knowledge and understanding regarding multi-cultural issues. Also, long-time staff who are not aware, and continue to keep "the way it always been done." Need a diversity - intervention in #4-222.
I think that there should more people of different ethnic backgrounds. I like learning how the world viewed through another's eyes.
Holding people accoutable for their actions, behaviours: Policies and practices don't match!
I think that as long as people are judged by their experience and the job they do i tmakes on difference what their race, color, religion, gender ect is.
Helping people of color to feel a part of the LCC family rather than feeling that they need to somehow be (or act)different because they are a different color of skin.
Continuing education regarding current issues about sexual identity and safety.
Provide skills/ problem solving techniques to name and resolve behaviors which are discriminatory. To create a genuine valuing of differences, even if that means being moved out of a habitual "comfort zone."
[arrow pointing to "not enough qualified applicants"]
Finding, hiring, and retaining teachers of Hispanic or African heritage.
How the general public can be educated to accept diversity in the "outside" world.
There is not an issue related to diversity at my work place.
How can the school honor diversity and them charge vocational students a higher tuition. Isn't this discrimination?
Institutional racism; sexism (heterosexism), and christianism (example: we're having a "Christmas party" rather than an end of term or Holiday party). At a "getting to know you" meeting, a coworker come out as gay, afterwards, the facilitator said somet
Not enough diversity and those employees we have that are from diverse backgrounds don't feel totally comfortable here.
Learning to recognize true diversity than looking at it in such a limited fashion. It is not race, gender and sexual preference. Those are all superficial characteristics. True diversity would be much deeper - beliefs and ideas among other things. Alt
-Lack of ethnic minority populations in the parent community! -Little contact or awareness of diversity other that gay & lesbian -People in this community are naive about ethnic & racial diversity. Many are racists who don't know it yet.
Time - Need time together to be involved, and learn. "Hello. - Nice to meet you. - Good bye." Does not leave any time for improving relations between any two people. I see the time people spend talking before big meetings / Presentations as one of the
Making accomodations that are unreasonable and not cost effective.
I am so sick of it being shoved down our throats. We are adultsand we know how to treat people. Stop discriminating against us assuming we don't know how to treat humans.
The fact that it's contrived because Eugene is not a diverse place. If the college loses a minority worker it is the college's fault and not reflective of the area in general.
Getting diverse employees from professional healthcare fields. Not many protected class professionals are in dental careers, so it is hard to find these employees.
There are other issuses which are more important that aren't being addressed. Diversity issues are not a problem. Enough time and resouces have been alloted to date. Let's move on. How about addressing the dicotomy that exists between Cont. Ed and the
Nature of Eugene community - few African Americans; more outreach to Hispanics needed.
The issues of intellectual diversity and policial diversity, so I suppose the issue might be how we define "real" diversity.
Gender equity in new hiring practices - selection Commmunity outreach & recruitment
We tend to go overboard - 2 depts are almost all women.
Educating staff regarding preconceived generalizations about various minority groups which seem to affect expectations and committment.
Having a ratio of ethnically/racially diverse teachers that matches the ratio of the general population of ethnic/racially diverse students.
Increasing tuition & budget cuts that have reduced job & class opportunities.
Hiring and retainging a more diverse staff.
Open mindedness on the party management.
Addressing social justice issuses directly instead of obirting them. Presenting diversity programs that help employees apply inclusive principles in their work on the job - instead of presenting generalized information.
We haven't enough space to work with students. We aren't available to get full time job. The department offers to the tutors only part-time jobs.
Not enough applicants who are qualified. Expensive city to live in.
*Lack of sufficient diveristy but also, *Lack of recogntion of present diversity.
Perception by people of diverse backgrounds.
The college does nothing to the people who openly harass staff and students. I feel we need a ZERO tolerance policy!
None- we are a multicultural, multigner, welcoming and accepting faculty.
Reaching out to others that have diff. cultures or handicaps. Making sure that all at lane receive training and not just some.
The class issue between Classified vs Faculty.
Mandatory training to everyone. Most training is attended by those already supporting diveristy. Also, it doesn't feel safe to raise questions/issues in trinaing. Stereotypical comments all made about religion + Christians. Discriminiation maybe in th
When hiring for a customer service position recruiters need to require people to speak Spanish + perhaps other languages (whatever is next on the list, Japanese perhaps?)if you are recruiting Spanish speaking students. I have worked (in the past) in Acad
Issue: Ensuring that diverse groups are not overlooed as not having the language skills to work in education and that woman can work in male dominated jobs.
Everyone is so worried about offending other religions that Christians end up being discriminated against.
There are pockets of departments that still operate on the "good 'ol boy" system of hiring friends and suble discrimination. Unions keep these prejudiced people in their jobs.
At times there are still value judgements aimed at one group, lack of education and insensitivity.
Everyone has an issue! about something it seems.
1) Establishing professional, qualified gender balance. 2) Training in handling situations with students, staff + faculty that do not reflect the diversity principles of the college.
Lack of farsightedness re: My CLC just hired a frontline fulltime support staff neither of which speak Spanish. Spanish fluency was not a requirement of either position. This dept has only 5 full time positions and no on speaks spanish. We need to put
My people do not have enough qualifications and LCC should do more outreach to the diverse communities.
As the population changes diversity at places of employment change. I enjoy diversity but I think our 1st responsibility is to our community - finding the best candidate for the job within a reasonable geographic area. Really the most imporant issue is
Male dominance + disrespect towards females
There's a difference between shallow + deep diversity just as there is between shallow + deep ecology. This organization is focusing on the shallows aspect (see quesions marked with x [p2Q7-10]) +, in this, it is not unusual. This is the easy stuff to s
How individuals of diverse cultures are treated is not within my experience yet at LCC. However, it seems that the communities are unable to bear the prices necessary for foreign langauge classes. Or perhaps there is a lack of interest in the general n
It is viewed as somehting that subtracts, rather than adds value to an organization.
More support for attending the wonderful training opportunities
The most pressing issue is that my organization in it's efforts to hire a diverse population they over look people of non-color and heterosexual with more experiance!
In spit eof procedures to prevent bias, candidates with experience at LCC have a definate advantage in applying for / being selected for full-time positions. Insiders have an unfair advantage over people ouside of LCC.
Convincing people of color or with disabilities to come have to work and stay.
I personally haven't felt any issues about diversity, nor have I seen anyone else affected by diversity issues.
Few women take the workpath of the Computer Industry.
Staff near retirement age who resist/resent education on multi-cultural competence. Some expectation that new staff follow "standard" behavior.
People having time to participate in diverse cultural activities on campus like the idea of cultural activities going on but can't always attend. Activities seem to always happen during class time.
I think that in an ideal world, hiring should be blind to all issues of diversity. Applicants should be hired on the basis of merit only. I realize that can't happen now, but I think it should be a future goal. I don't see things heading in that direct
The anti-male bias on campus is overwhelming + should be of concern - It is not, however your "diverisity" training is in reality a politically correct effort. It has nothing to do with valuing diversity + the program is a reflutation of "the feminizatio
More reinforcement to all employees through strategic long term plans; Example Being * Sabaticals - Paid leave (5 days) for involvement w. minorities * More (no fee) one time credit classes - diversity. * Management and co-ordinators participate in (
Educating the departments on various diversity issues such as speaking volume, when one comes from a large family or stereotypes on various ethnic groups. They need to be made aware of what oppression is and what it does. What White privelege is and how
The lack of exposure to other cultures, races, ideas! Many native Oregonians have never experienced other cultures because the population is so homogeneous.
Funding tends to gravitate towards the big bang stuff, but the everyday and even subtle projects are important to achieving a diverse + diversity friendly environment. Diveristy sometimes gets hung up on personalities and individually driven agendas. Te
There is too much focus on what our people are (race, gender, sexual preference)and not enough focus on how we actually treat each other.
Constant training on cultural sensitivity.
We don't have a problem really w/ diversity - Its the talk behind someones back- Supervisors 3 out of 4 are terrible! The other one is great so it feels to equal out a bit?
Getting staff who are a little diverse, not too diverse to get things started.
We need more $ to hire more people. A "rainbow" is expensive - but it would be lovely!
In my work environment there is so much emphasis on tolerance acceptance, respect... of other races, sexual orientation, disablities & cultures but conservative and/or Christain opinions or lifestyles are not accepted and often scoffed at. Other religion
Not respecting people who think differently and come from different backgrounds. There's a lack of recognition that diversity is more than racial or ethnic.
While I believe that my work environment is very tolerant on the basis of traditional diveristy (race, religion, sex, ect..) Political diversity is another situation. While I would feel very comfortable speaking out if I had Liberal ideas and negative co
In art + applied design, lack of consistent leadership has contributed to an environment in which insidents of bias + harrassment are mostly ignored. As faculty offenders have retired, the climate is improving. But this has not been due to a pro-active
The pressure to hire people based on their ethnic background, instead of the skills/talents of the people at large who may apply too.
Budgets for community colleges- There are qualified people in our community.
Perhaps the lack of advanced ESL classes to further prepare foreign students for English classes. Most of the foreign students I have a re unadequately prepared to take Freshman English classes. And the classes as structured cannot deal with what should
Bias in recruitment / hiring Poor understanding of cultural differences Fear of changes Ingrained behavior patterns
It can be difficult to raise issues around racism because people easily become defensive.
It is a hostile work environment particularly if you are a dark skinned and competent supervisor. Insubordination, even blatant hostility goes unpunished when its white subordinates supervisored by in particular African-American managers, Faculty or Coor
Workload. In all honesty, helping people to feel welcome means being able to find time for a conversation, a cup of coffee, the occasional idle chit chat in the halls - but everyone is so crazed with everything that needs to to be done - including the ne
It's hard to attract diverse employees to the college when the community outside the college can be unwelcoming.
Diversity based on gender + etnicity is a worthwile goal for any large organizationl. Diversity of a thought and viewpoint should be goal of a college. We should try to recruit some Evangelical Christians, devout Muslims, Mormas, Republicans, Libertaria
There is no feedback to the oraganization about the outcomes of complaints or incidents. I have no idea if the organization addressed a problem, how many "incidents" occur each year. Rumors sometimes fly. I wish we could have a report of some kind (no
The people that work for the college that would benifit most from diversity training never attend and are not required to attend.
Learning to value cultural differences, and people's lack abilities to except that inside we are all the same no matter race creed or color.
Diversity is essentially a non-issue in our organization. We have recieved diversity training, but even prior to that, I've never seen, or heard actions, or disparaging remakrs towards anyone, regardless of race, gender, reglion, or cultural differences.
How to provide training that entices workers to participate without making mandating it.
Sensitivity and awareness training needed.
Culture - I feel if we had Spanish - speaking employees it would help. We all try.
Men are feared and I've noticed that men are treated differently than women when it comes to any kind of touching whatsoever. With women, it's allowable to touch the kids affectionately, but men it's not okay. Strong sexist discrimination.
If a problem comes up not to sweep it under the carpet like most places do.
I do not think diversity is an issue @ all - The organization I work for has a good mix of ethnic backgrounds sexual orientations, genders, religions ect -
Administrative follow through with policies and staff agreements currently in place. When issues arise. I want them to take action - no drop the ball.
The lack of diversity within the organization.
Not enough 'diverse' people in this town to hire.
Recruiting outside the Eugene/Springfield area to get qualified applicants from African-American, Hispanic community.
There is almost NO diversity - it should be a priority to increase non-European American hires.
Primarily white women in direct contact with students, reinforces gender stereotypes, lack of role models for ethnic students.
We live in Eugene. Eugene is not very diverse.
Bugetery constraints vs employing people beyond 3.5 hrs. who need more pay + need ins. benefits. People who need full time employment can only work so long at 3.5 before leaving - no matter how dedicated!
Recruiting + retaining a more diverse work force.
Reaching people of diversity and getting training. Few communities know much about developmental disabilities and work prospects.
I don't feel that there is any problem in this area.
People who have worked here a long time and who are represented by the union have had bad behaviors go on for a long time so when they're called on their hostile behavior it looks like a conflict.
I see a diverse group of employees at lower levels, but it is pretty white at the mgmt. levels.
Lack of compassion + understanding of new people + new ideas.
Eugene area has very little opportunites to experience different cultures except for sexual orientation. I think my organization needs to hire people from different cultures and not celebrate only certain holidays such as Christmas. We need more exposur
We need more money for classes, Also a pay raise.
I feel my employer does as well as it can considering we live in a town that doesn't have a large population of individuals w / a different culture / background.
The community as a whole is limitied in diversity and has a history of being such.
I do not believe the ESD attempts to train people to recognize, value, or increase skills in diversity at all. Also the truth is that there is not a lot of diversity (especially racially) in the area.
Demographics in this area that feed labor work against diversity.
There isn't. I feel that they hire those who are best qualified, and we work & deal w/ whoever has the unfortunate happenings of being dissabled.
Finding a more diverse pool of candidates with proper licensure & certification
Peoples personal ignorance of issues related ot other cultures (stereotypes, ect).
Lane County and specifically Lane County Public Health are managed by corupt self-serving manipulators that have no concept of public service.
Lack of diversity in our recruiting area.
There are few or no people with minority status who have applied for jobs at my organization, for my position.
I'm fine with the situation that is currently in place.
I don't think there are many opportunites for diverse employees, due to low turnover + not qualified applicants. But, I don't know - In my own particular environment in the organization, most of the above issues haven't occurred.
Race- Everybody is caucasian (white). I see hardly anyone of other races.
Mgmt power with all things even very small that have training & knowledge with. Make chgs just for power play.
We need more money for studnets and classes to work better.
Harassment by supervisor + director (who is a Lesbian) against male teachers.
Our geographic area is so homogenous is can be hard to find diverse & qualified people.
Having a teacher population that more closely represents the student population (e.g., the need for more Hispanic teachers).
Since I work out in the clasroom + am not housed at the ESD I really don't feel qualified to say.
It's in Lane County - which has little honest diversity.
Need more applicants that represent a more diverse population.
State demographics do not support diversity plan. Most recruit from outside the State to support National demographics.

Why do we waste time on sexual questions of perverthomosexuals & transgenders?
Smoke and mirrors don't make a place nice. I's like to see more encouragement, appreciation for aLL people and certianly more respect for our "costomers". That includes treating subortinates with respect by restraining swearing tirades - whomever does i
Management has no respect for its hard working employees. Yes. This country promotes favoritism and unfairness in the workplace. If you don't file lawsuits or have a mental illness you don't get recognized, listened to or promoted. They let minorirties
Organizations should not become complacent re: diversity training. It's not a one time training event. Managers/Supervisors should always look for opportunities to teach, train, expand, accept differences, in a non-judgemental, supportive work environme
Our organization only wants to diversify re the new pc issues. Conservative values are discouraged. I am afraid to express my religious + political values because they do not fall in the excepted norm.
Like I have mentioned before - Diversity training should be Fun - not go to this meeting of else - That has left a really bad feeling to something very positive that we all should be helping one another - the diversity group needs professional help in co
The organization lacks a diverse population + culture training is useless if our biases are unchallenged.
We deal with a wide range of people + think as a whole we do a great job.
Lane County needs to train managers in human relations. Way too positive environment - not trusting.
A supervisor is being bad-mouthed in a discriminatory fashion. There is a discussion in this department regarding whether the mark in the corner is a tracking mechanism. Are we being paranoid?
Promotion to anyone who has 15-20 yrs or more at EWEB is not an option under current management!
Diversity, homophobic, and transgender phobic reveal a socal lean and load this survey toward a non-scientific conclusion.
My life at this place has been tough to misirable. I was just to stubrin to quit. A few years ago we got a new supervisor from the outside and life got better for me. Then I changed jobs and went from a crew invironment to working by myself, the life a
I am here to do a job, I do not care or want to hear about sexual things about partners , transgender, ect.. It does not partain to my job!! I would be uncomfortable discussing these topics with work relationships here!!!
No questions regarding political harrassment?
Why does this matter to the business and the pressure to cut costs and sources? Are there diversity initiatives at any private business in town? What matters to our elected officials?
While ignorant, diversity is not the most important attribute of a successful and motivated workforce.
In the name of "Reaching out to diverse communities", it appears that we had a board member president that wanted a specific number of lesbians working at the company regardless of qualifications. Who you go to bed with should not be a prerequisite to g
I am deeply concerned about our/your preoccupation with narrow and rigid definitions of diversity and harassment.
The focus of diversity should like with "personal responsibility. It is not a "company ideal." Education on this topic needs to be community based not company exempt.
Values and beliefs grow from within. It is very hard to change them with external pressure. Behavior can be managed in the workplace on a work unit level.
I think your survey questions are biased toward assuming an organization in never diverse enough. Some questions, no matter what the response, imply there is diversity problem at this organization, when there isn't. I can see how the DHAC using the resu
Simply put, EWEB has some faults Im sure. In my department we have none and Doug + Mitch have set the tone for this many years ago - and it will continue thanks to those two! I feel very fortunate to be employed by EWEB.
The whole sexual orientation thing is bizzarre! It's an issue being forced upon to try and change a social norm - Bad idea.
Focus on hiring people that are best qualified for the job- not because of diverse backgrounds!
I am a new hire (9/07/04); therefore, I have limited experience to report.
Diversity is not an issue at EWEB! This questionaire is a waste of money!
Stop the Good Ol Boy network! Discipline employees, instead of enabling them to continue their bad ethics ect.
I believe my organization strives to convey diversity however, actions do not consistently align with expressed goals. Diversity of personality is not appreciated if contrary to popular thinking. People get labeled and opinions discounted.
I hope peoples personalities and abilities remain the main goal of hiring - and not "diversifying the workplace".
This survey seems to push an agenda not honest answers
Your questionaire should have distinguished between legal and illegal harrassment. Hostile work places are built by legal harassment that nobody seems to talk about or do anything about.
As a white male at EWEB I am not protected under the discrimination policys at work. I had a issue with my manager calling empolyees and my self "A bunch of Fucking inbreeds". HR would not do anything about this because I was a white male and not gay.
Asking questions about sexual diversity is not appropriate . An employees sexuality is none of an employers business.
This organization needs to have random drug testing for all employees. It's not happening because half the management would not pass the test.
I think EWEB trys very hard to create a safe and diverse workplace for it's employees and customers
The way the questions are worded may confuse a lot of people.
your survey does not address cronyism or lives based on previous associations. Most job fills here are based upon "who you know."
Back to work environment and new people. I have been with this company less than 1 year, I have found that being new is like going to a new school.Not all the "Clicks" are as welcoming. I felt like I was in high school.
Too much emphasis place on sexual identity. A person is a person is a person!! I don't want to know or hear about someone's sexual preferance, because I don't care.
If we already do an excellent job of hiring people of different backgrounds, how can I say that we should try harder, or try less harder.
Employers can't teach diversity nor force people to change their view or understanding of diversity. Employers can only mandate that ALL of their employees be free from harassment and discrimination, without having to reveal personal information about th
I believe one of the reasons I feel positive about my work environment/organization is because I have an excellent supervisor. Some(a lot of) people do not. How can the majority learn and grow and contribute if their leaders aren't positive role models?
I'm glad to see this survey taking place.
Affirmitive Action's hiring unqualified be it white/black/ or any other race caused more problems between races, (metro/homo or any other), then any other thing.
EWEB is a very confortable place for me to work- everyone is friendly and open to me as far as I can tell. At work or outside of work if I run into them.
EWEB as a corporation likes to believe that they are diverse - that may be true, as long as you agree with everything that management tells you. If you disagree, they willfind a reason to send you down the road. White males are particularly frowned upon.
Sometimes, organizations go overboard w/ diversity where it makes you feel bad that you are caucasian. Please do not let this happen at EWEB!
Diversity training would be a good thing soon.
I believe some Dept. in our organization works hard on human rights, but other Depts' need to improve.
EWEB should try harder to replace new positions with employees that have been here instead of going outside for help.
49.7% of all statistics are misleading. One-size-fits-all surveys solicit highly judgemental and biased results (in my opinion).
I have no answer of how to "de-program" a person who does not respect a human being without biased judgements based on ethnic or religious differences. Tough job. I believe a person in charge should be heavily screened before and trained often regarding
EWEB should not move all functions/move operations only. Being close to downtown add cultural diversity as we can walk to different cultural restaurants at lunch. Planed move would not allow time to do so.
Have them hire more accountable managers!
It's a great place to work...and it's greatest strength is actually listening to feedback given by it's employees!
Most harassment issues are with Republicans who feel it is their God-given right to shove their politics + opinions down others throats: ON COMPANY TIME! Most Democrats here have turned into complete "lambs" to avoid the daily political barrages! The inti
I used to enjoy my job a lot. But as time passes and I've seen the favoritism going on, it is not so favorable. I would rather have this job than to be trying to find one and be out of work.
Knowing I got my job because they needed a girl is highly insulting but yet I did an interview in which I came out #1 but I couldn't be hired because they already had 2 women and 1 black man. And that came from way up the high in the chain of command. S
Alot of these questions are personal choice questions - it's to bad a workplace is subjected to bias, bigitoded, ignorent, uneducated, and uncaring rude people.
If you're going to put in for a job to work with garbage, you should be able to work around garbage not be treated different because of your sexual identity.
We have had coworkers lie to our supervisor about others who in turn fired that employee without checking to see if alagations were true. The fired employee was so distraught she died before arbitration could take place. We have to continue working with t
Overall I think Lane County is a good service provider to it's citizens, through lacking in overal diversity representation.
Reduce preaching about this issue -the negitive consequences- and promote positive feedback along w/ acknowledgement of individuals who go above and beyond to encompass folks from all walks of life.
I feel that this organization has always made the greatest effort to make all people welcomed. I feel blessed to work in such an environment.
I am not a victim! This is not utopia + and utopia should not be a goal!!
Being Indian in this hostile workplace has not been fun, but it paid my house note, got me cars, and health insurance. If a person of race or color is willing to fight - is the only way they can make it - at Lane County Road Crew!
Female supervisors are tougher on their female employees then they are on the male employees.
I was told by my manager not to seek a supervisors position because I was overweight.
Diversity varies in each department. I've worked in some ares within Lane County that seem to be resistant to diversity, or at least see it as a superficial term that allows for yet another committee - of which nothing comes out of it.
When acts of harassments and/or discrimination by supervisors are repeated, no action is taken by upper management to correct the offenders behavior. All corrective actions are punitive against the employee's. Suggest you read the "records audit" conducte
Information is "proseccted" regarding diversity, but not always practiced.
It is the person's ability to to the job, not anything that is list above on this page.
I voted for John kerry, before I voted against him.
Minorities never will have a chance to progress in the county. Especially in road maintenance special projects department.
The diversity population is not there. Should we sacrifice the most qualified people for the sake of incresing diversity?
This survey does not address the discrimination that is taking place in my workplace. I have been "blackballed" because of my past union work. Also, women and especailly Lesbians, are being exempted from undesirable job assignments and schedules. Our di
Many L.C.P.W. employees are tired of seeing minorities break policy and get away with it because of their minority statise.
There are 2 types of workers @ Lane Co. Old shool racist-rednecks - mostly uneducated or OSU grads & newer younger, open-minded people.
The section discussing two items that are barriers to increasing diversity, does not apply,and will not comment on why.
Our organization seems to be doing a better job of educating us to understand and embrace differences than when I started. We still have a long way to go.
Please do not use this survey to impose more restrictions or rules on me or my co-workers.
you have no idea the underground resistance to this diversity effort,we act how you want us to act. due to discipline you wil never know the real story (and mgmt pressure and the diversity committee political party)
Support cont. ed classes to individuals like language and computer etc. As well as management - other advancement training programs
The organization (S.O.) has been pro-active in training, identification, and discipline related to cultural, sexual, religious and racial harassment and discrimination.
performance should be considered more for giving permanent positions over senority
The statistical data from surveys historocally has quality issues. I hop ethis will not be the only study made. Results should be made a vailable to the employee. Good luck
The "official" stance is good, but the covert attitudes of "ism" continues to exist and often come to to surface in subtile [sic] actions. Overet [sic} out & out "isms" no longer are openly tolerated.
There should be questions about discrimination towards heterosexuals. I question the validity of the study because these questions are assumed to be unnecessary!
* What we call abnormal behavior today we might call normal behavior 30 yrs from now. Acceptable or unacceptable behavior seems to be at the whim of society regardless of whether it is right or wrong + using the disguise of diversity.
I have 30 years with another corporation in Eugene and there were no problems there either.
This is America - speak English. Don't bend over backwards to incorporate foreign languages, etc. Respect others' heritage, but don't shove it down my throat. Don't make me listen to voice messages in multiple languages before connecting me to my called p
For the most part this agency does well with gender equality. As far as co-workers, men sometimes are confused by social/professional boundaries. Fathers teach sons the social graces as they pertain to women, then professionally, on an even playing field
I don't believe that most citizens of Lane County feel it's prudent to allocate public resources on diversity.
Diversity is a great thing! It will happen naturally without making huge issues out of it. Teaching people respect begins in the home and early elementry years of schooling. Drawing attention to minority groups can slow the process of acceptance. Use the
I think that canty employees should be exposed to diverse groups through documentaries, lectures and other forms of media offered outside work as an optional activity with the reward of extra time for attending.
I am an educated woman who is shocked [underlined] and disgusted [underlined] by the treatment of women in Lane County Public/Waste management division. I was harrassed + degraded by a member of the diversity [underlined] commity. (NO JOKE!!) No body woul
Is there some organization above Lane County to which I might have recourse for the harrassment I have received?
In fairness to my employer it must be stated that in human rights and diversity issues they are 2 decades behind the private sector, which by no means is all that much better.
Glad I could do someone's thesis research for them. Contact me for a reference.
I have no problem working with those that are "diverse" (as identified here), but I REFUSE to HONOR diversity. To do so goes strongly against my moral being. I will not applaud someone for being an aberation (sp), but on the same note I will treat them fa
I also believe the political climate against gays and lesbians hurts the work environment.
Lane County is an awesome place to work. I just wish one supervisor was looked at a little closer, not ignored. If anyone reading this knows who Im talking about. Believe me, Its a lot worse than you think.
R attached a two page letter to OSRL with additional opinions and comments. See hard copy for content as it was too long to enter here.
It makes me sad that the word minority is used and that I am lumped into it even if I don't want to be, and I wish that we would all just get over ourselves in the future.
The county is a tolerant workplace if you agree w/the world view,I do'nt and have had to work hard to overcome judgmental stereotyppes from people who consider themselves "honoring diversity"
Ive seen a lot of unfair practices so that the managers (crew) get the positions that she wants then in filling people on gossip causing death- because of gossip - but her girl got in. 5 people whine & she gives them what they want. This is worse that whe
I am a brand new hire,just completed orientation-will work as fill in only-my first shift is 10/28 so I feel it is difficult to complete this survey at this time
"Diversity" training have involved poorly made films that are excessively generalized and insane. Any related classes resulted in laughter, completely ineffective approaches.
These answers would be different if I worked in another department- other than mental health.
I don't know anything about "the organization" except my tiny part of it.
I have always felt this is a safe, respectful place to work. (I have been here long enough to here led supervisory changes, co-worker changes, etc)
Public health is a very diverse place. This is not an issue her RT sex, culture or color overall.
great idea to do this survey. I hope the results are summarized and shared publicly.
This organization- (CMT) is far ahead of local agencies in terms of diversity issues- I would consider us role models for the community.
I have difficulty with this survey because my employer is Lane County but my main worksite is a non-profit.
It's hard to find bilingual canidates who can pass the typing test for the office assistant positions, so often we end up with bilingual staff who have good computer skills but mediocre bilingual language skills necessary to serve the public well.
Make a survey for why we pay so much taxes for a useless government. People in the country are not able to access basic needs even if they work full time, medical, food etc. (Sorry today i got paid) :)
I will not stay and plan on leaving as soon as possible- I stay for benefits and income, i have to pay to live.
I believe more people would have responded and done so more honestly had the surveys been different color or if we could have checked a box where we work- the mark on the back cause backlash. This is too important of a survey to be botched by marking them
I found out today that these surveys are "marked" in the lower rt. hand side of this very page. I must say, this is a big disappointment and betrayal. What a farce. Why didn't you just ASK for department identifiers?
I do not feel safe enough to answer the above questions. I am concerned that the above categories will identify who submitted the survey.
The culture in this dept related to work environment questions is 180 [degrees] from the dept I was in one year ago.
The organization has worked hard to increase awareness of diversity. There was some unfortunate backlash against this.
Why is there a need for this information.
I know there is a policy / protocol in place in my agency that would protect my civil rights if i felt harassed or discrinated against. :)
I recieved lots of negaitve feedback about the "subtle" mark at the bottom of the surveys + the belated explanation that is was a department identifier. Shoulda' been right up front. Put that mark together with the demographics on this page + you can pr
I enjoy my work & the diverse population we work with.
The minority employees that have been hired seem to be given the job w/ lesser ability to perform and cannot "pull their weight."
I certianly have seen some progress over the years. One reason we are as diverse as we are is becuase of the influx of spanish speaking people/clients. We honor bilingual but are really beg. to recognize the imp. of bicultural. I don't think we would b
Sheriffs office does not equally promote or reassign. A woman who was gay with only 11 mons experience was selected over a woman who is straight with 14 yrs experience. Years and skills acquired are not used as the primary reason for transfer/promotion.
Diversity to improve the process/ product is a good idea, but diversity for diversity sake may be a form of wheel-spinning with little reward.
What a royal waste of your time and mine! Committes and surveys are paliatives- they let people feel better about themselves without accomplishing anything.
I think that this is a very open organization, that is one of the major reasons I chose to work here.
Cultural diversity should merely be the celebration of American culture
Please help! Thank you for doing the survey. Please do not report my comments/responses by race/ethnicity because they will not be anomymous in my organization.
In my opinion the diversity "issue" has created a platform which serves the interests of mostly one group, a group that, of all the others, needs it the least. What about black, hispanic and asian people of all genders?
As difficult as it is to do in this community and our specific workplace, LCSO has done an admirable job of bringing an board numerous persons who are not white, male, heterosexual, english speakers! Especially good with women, gay/lesbian, hispanic backg
One training video regarding ethnic diversity at initial orientation, NO SUBSEQUENT training!! no blacks, no asians, only 1 or 2 hispanics out of a work force of 100s. Not a proportional representation of our community.
again too much time is spent on surveys such as this.
Start judging people on actions not labels
I DON'T FEEL THE ABOVE QUESTIONS SHOULD HAVE ANY BEARING IF WE TRULY STRIVE TO BE AN ORGANIZATION FREE FROM DISCRIMINATION.
We have came a long way in this organization within the last 10 years towards acepting and respecting diversity.
County funds are lacking-stop spending money on these kinds of things.
I'm tired of bilingual people getting first choice on jobs, promotions, higher pay when translating. I'm starting to change. I'm a democrat but starting to sound republican. If people come into our country, speak our language, go by our rules and if they
Remove the H & HS Management. Lane Co. needs to have leaders you can trust and that will take action when needed not just pussy foot around.
Have attempted to address negative issues formally and informally.
Your measurement tool is a little lacking and may give you spurious results to overall goal. Example: I am a resident alien, many things go with this but not captured here.
Diversity has nothing to do with the reason I stay at this employer. I'm going for retirement benefits which because of the legislature are constantly changing for the worse
We are lucky to have the administration we do at H + HS. They care about workers rights.
I would like to see my organization make a stronger effort towards assisting current employees increase their skills, such as promoting tution [sic] assistance and sponsoring workshops.
promotions are not available and budget does not allow for raise in pay. I have had no pay increase in 3 1/2 years.
I think our organization should have a Spanish speaker working with our clients who speak Spanish instead of relying on interpreters. There was an issue in the past with a person not of the dominant culture of our office being passed over for promotion an
- GREAT LIP SERVICE - IT'S TIME TO CLEAN [R underlined "CLEAN"] UP COUNTY BUILDINGS!
It is frustrating that the county makes a statement that "Diversity is our strength", but that is not reflected in our workforce.
Mid-level supervisors aren't too valued in the organization. Good thing I am self-motivated.
It is a shame of the buildings we use to provide services to the public, [e]specially when we are Public Health and the current buildings we use are so old + [in] such of [sic] bad condition!?
Layoff + increasing workload due to layoffs has made work more challenging in recent years. The anti-government, cutting taxes + services makes it hard to think of diversity as a priority. The feeling from our current national administration + even from t
Relief and extra help employees - need opportunities for outsdie training and conferences
I have been a relief worker for years and look forward to coming to work here.
I provide relief work and have spend only 10 - 15 workdays at present job.
Lane County is in need of training on racism, Retaliation, Discrimination, sex orientation discrimination, and cultural heritage understanding.
Other than living in CA or a state to the East or SouthE. There not much to do to increase diversity within this work environment. Job recruitment does not draw large numbers of racial minorities.
How much money does this waste out of our budget?
How much county money was wasted on this survey? And do the voters know about this?
I can hold a ldeadership of being nice and other things just being a nice person can be a good quality in yourself.
Thank you for doing this survey. I hope the results are actually used to implement change and they don't sit on a shelf somewhere gathering dust.
An atmosphere of no pride in workmanship or caring have gradually eroded the workers spirit. From the bosses on down through everyone involved.
Please address the 'dead weight' (non-productive workers) protected by the union to create a more effecive + efficient organization.
You should have left out any sexuality issues - your use of the word "homophobic" is inflammatory. Do the transgendered individuals have a badge so we can tell if we are afraid of them?
Yes, I believe that people of color are underrepresented in this organization.
Honestly, males in my department have no chance to advance to supervisory positions- only females have been promoted for the last three years.
I think the county is doing a good job in the diversity front.
Today's youtth as well as adults in their 20's & 30's are doing a fantastic job with diversity issues so we are doing something right!
I believe it has been Bethel's goal to improve im these areas.
I have felt very welcome joining the county- I have advanced and for a 50+ woman that is a good indication of opportunities available for those with goals.
Bethel is an exceptionally supportive place to work.
Lane County's a great place to work - a good employer- but it desperately needs to open it's doors to a wider group of diverse people - work-froce, especially, but also with its services.
Bethel is moving in the right direction; but building administrators are the keys to opening opportunities to staff training and modeling behavior.
If I were not heterosexual I would question whether I should answer the sexuality identity question!
Grow up. You're not helping the workplace environment in any way, shape or form.
Most teaachers and our Administrator wore all black and pouted after Kerry lost. I felt as if I were being harrassed because I wasn't in black. I was very offended that my principle (sic) took part in this childish behavior.
I believe Eugene Police need cultural/diversity intervention.
The employer has paid for Spanish language classes even though I don't usually deal with the publice directly. It helped me to be of service several times to people who needed help communicating. That's a very positive thing in my estimation.
I am very relieved the principal referred to is no longer in our building. To work with her and in my demanding position was exhausting. She was demeaning and unjust.
If it wasnt b/c of Budget problems I would like to take more multicultural trainings, diversity. I never ask b/c I know that the answer will be "No".
I believe Bethel does the best in most areas of any nearby school district.
its not just the managers responsiblity to ensure that we are trained and treat everyone fairly. its all the supervisor's and lead workers job. if everyone doesnt buy into program, it will not work
*The reason I checked the elem. schools as primary building. I travel school to school, when or where needed. I may be at one school or be a (sic) three different ones; in a single day...Overall All (sic), the schools are a comfortable environment to wo
Do not rush to provide training. Not all problems are best solved by a workshop.
Thanks for asking! It is imperative that all staff & students are treated equally, valued equally. Personally I don't feel valued and I know I am not alone. I feel valued by staff and students (generally "smiley face"). It is administration who do not
The issue is window dressing vs. true commitment to diversity.
I am very greatful to my supervisors and co-workers, they are great!
I have applied for at least 3 supervisorary (sic) positions, only to have position given to someone less qualified (i.e., less time in district, less custodial experience, lack of working knowledge of the building than I had). I feel a bias here. I pers
Folks born in U.S. to parents who speak other languages. May not have a primary 1st language.
please be aware if REVERSE discrimination, espesially when it is in policy form (again the dress issue is a clear case)
How much did this cost the Bethel district. Will it help to reduce class size? Or is it intended to fulfill some federal/state requirements so it can be checked off and then put aside?
The union protects people that should be fired.
We are a racial free zone - all employees here make sure any student not following the guidelines is written up. Staff have been trained, or know. Never heard anyone say anything offensive.
This type of survey makes me think that more affirmative action type of policy's (sic) will be forced on our district.
management mandates diversity training but the type of training is discriminitoy against straight white with family values and heritage
i think that diversity should be dumped and treat every one the way you wnat to be treated
I've made comments to supervisor in the past about innappropriate remarks by co-workers + nothing has been done. :(
Discrimination here is subtle and one is made to feel that the burden of proof is on the minority/person of color. When the issue is brought up for discussion, it is denied "by intent". The number of minorities is low (one AA, 1 Hispanic, ect) and frown
i do like the duties of my job very much. most of the time i enjoy my job and most of the people i work with. i appreciate that i have a good job! and am very thankful, therefore toleration is a treasure for me.
in a state office as a LC worker. there is a difference in acceptability due to this... it seems more casual perhaps
i find it disturbing that this survey contains questions about trans-gender and not religious or ethnic workplace issues...a sign that this effort is more about local politics and trends and less about significant issues of harassment, bias, or discrimina
there is a definite gender & age bias against white males in lane county assessor's office. it should be thoroughly investigated by the state and federal agencies concerned
I refuse to be identified as a member of a group rather than an individual.
managers and supervisors had the priviledge of recieving training from peggy nague (sp?), all employees should be required to attend peggy's comprehensive training. department directors should encourage more partication on the diversity action committee p
I seriously doubt this survey will result in any change in the totally embedded culture here. The mentality of most workers is that they are "entitled" to a job here and do not want any change in the system. Management refuses to require most department
Having a belief about moral issues should not be considered as "phobic". I strongly believe that homosexuality is wront. However, I work closely with people that do not believe same as myself + some are even in that lifestyle. It has no bearing on how
i have not experienced harassment or discrimination at this workplace
im excited to see how the survey is used and what the results indicate
advancement seems difficult, it appears that decisions are already made befor fully completing the procces specifically on promotional opportunities
it would be most helpful to have results collected by organization and by department/division. thank you for starting a feedback process
i would like a questionaire like this developed on the subject of management/ supervisor program to be established at the county for those individuals who are upwardly focussed and would like the oppertunity to earn higher wages
would help to raise the pay and get overtime for part time ( back shop workers) extras. more people would want to be employed
First our PERS is frozen, then we're dealt a lousy 2004 union contract, thenour flex hours are taken away because the Director doesn't like it, then monitored for ANY personal phone calls, etc, etc, etc. Is this jail!? No talks about loving their job, jus
It's all been said - they just don't listen.
I feel to be truly diversified we should treat all people the same.
Would like to see empirical data, something more than an opinion survey, that shows justification for the amount of money, time & effort spent on diversity training, programs and promotion.
thanks for opportunity,I think the county has genuine commitment to diversity but needs more resources to implement that committment,the city has 512 FTE working on this,county has to fight to keep 1,should be more of what each dept financial supports as
No. Thanks for the opportunity to respond.
Discrimination comes less from racial/cultural issues, and more from individuals who are not qualified to do their job, should not have made it through the hiring process, and use harassment to redirect blame to others.
My organization provides some training/education opportunities, but "work" comes first. If you attend voluntary training, you're perceived as trying to get out of work. Diversity, sensitivity to others, respect - aren't mainstream topics of conversation i
Interesting survey. Not likely to have been worth the time. And ...what axactly is "non-transgender phobic"?
I have noticed a lack of African-American employees, but I don't know if that is because of a lack in the community at large or something else.
Our department has sunk to an all-time low in morale due to lack in respect for other's needs and not giving true and honest opportunities for individuals to advance.
I have found working for the county to be stimulating and rewarding,the diversity of people and jobs working in harmony is refreshing.
Would like to see money spent on all this be put toward keeping things open for services. Biggest waist of resources & time, attorneys laugh and say know how to get around all aspects. Attorneys are employed by county.
This whole activity is a waste of taxpayers hard earned dollars
Thanks for the survey. I work with a state agency as well as our county staff. The county staff & my supervisor are MUCH better than the state folks. Do the state people EVER get ANY training - It is ugly!
thank you for adding questions about transgendered folks!
I would like to see age discrimination looked into as a barrier to permanent hiring in juvenile detention.
Use of the word "phobic" is leading. I can disagree with a lifestyle and not be afraid or phobic. Very poor choice of words. May not get answered appropriately due to not understanding your intent. How about,"people in my work environment are respectfu
On the surface many "things" in the agency look smooth and calm. There have been "silent" double standards put in place. Many of my friends and coworkers who are minorities have commented on the "double standard". Some have expressed that they felt trappe
I barely know the organization. I work VERY part-time, and am very new to the S.O.
Thank you for asking the questions. I hope the results will be shared with all Depts. I also hope that Administration pays close attention so that they can focus on particular improvement areas.
Alot of coworkers I spoke to were not filling this out. The reason being fear of the bigwigs finding out what they wrote and then "targeting" them to be fired. Sadly this is very true and not an uncommon feeling at lane county. Theres a lot of lying to em
I like the fact that Lane County is participating in something like this.
NOne of the above items affect a persons ability to be a good employee
I have only been in my current position for the past 7 months. My responces only incorporate my last 7 months and do not include anything that may have been offered prior to my employment.
Due to budget concerns, our department can only provide training required to maintain certification - individuals who seek promotional opportunities need to get training outside of their job, and pay for it themselves.
Looking forward to hearing survey results.
None- the County has been exemplary of cultural diversity, as far as I have experienced working here.
I resent when being white isn't diverse enough. Although I'm white, I was raised in a second language European culture with parents who moved here from a south American country and a European country.
I support this work and the work of the DHRC
It seems to me that we already have plenty of laws about discriminating on hiring and ethical behavior in the workplace that this is a waste of time. By the way,whatever happened to the survey we did 7-8 years ago that covered the same issues and we were
Strongly discourage nepotism in the workplace,particulary when hiring someone via a non-competitive process
With a change in management that we are currently experiencing it was difficult to answer some of these questions
Thank you for the continued focus on diversity issues in the workplace.
Union contract language is a significant barrier to diversity hiring. promotional preferences tends to limit new hires to entry level positions for many represented job series.
I think this survey is a waste of time and money,just a bunch of liberal bullshit!!
I'm glad I'm not having to reveal who I am
Diversity issues are tiring,more and more I feel Like a minority with doors opening all around me for others but not white/caucasion with a capable intelligent mind.
This survey is full of biased leading questions. You should be ashamed of sending out this type of junk
Having a "diverse" workforce, while valuable, is not the MOST important goal of a hiring process. Having a highly qualified, competent and respectful workforce is more important.
I am disturbed by the racist and paternalistic attitude that permit certain ethnic groups to recieve favorable treatment ie; hispanic/black minority liasons, illegal immigrants etc. Most other ethnic groups assimilated into the majority culture as opposed
You just wasted 12 dollars of your own money by having fill this out.
This was marked. NOT NICE! Why so secret- why not openly say we were being tracked by department.
I have not filled out the back because the surveys were marked by the department we work in. Working in one of the smaller departments it is very easy to snif us out.
give it up- You're looking pretty foolish. Spending a lot of money on this garbage.
Given all the priorities in our organization, I doubt many employees would rank diversity issues as worhty or much attention, that you didn't ask a question along such lines suggests your own bias.
My belief is that anyone/everyone who is a product of the is culture has internalized racism, sexism, homophobia, etc. Some of us have just worked on it more than others.
Treating others with respect is always the right thing to do. I don't believe that this survey is about that. What I see it as, is a way to find out what people feel about homosexuality and pushing it little by little upon the people in this area. Homosex
Will the results of this survey be made available- both the raw data and general trends?
I believe the district administrators work hard to promote diversity within the district - there is always more to do, however.
bethel is an awesome place to work- caring adults, competent/strong teachers and approachable leaders in the district office.
I love working in the Bethel District!! Although I have never experienced any type of harassment or discrimination I can't say that it doesn't exist. I have not personally encountered it. I do not really feel we have a very diverse population amoung teach
I also feel that equal pay for classified women and men is non-existent. A review of women and men hired into comparable jobs should be a priority for Bethel.
At times I have felt not as important as others because of the lack of my education.
When I became disable - I had someone assisting me on how to make my job easier for me - within 1 hour after reporting to work - I was amazed - I know Bethel is aware and working for all!
I am ready for a paradym shift, eliminate labels that perpetuate our differences. Ready to focus on our similarities as american citizens.
Working @ KHS puts a whole different light on diversity - we work as a team on all these issues - It may be different in the rest of the district.
When hiring for a position and we start picking from a specific diversity group, then prejudice can take place. This can and is happening with caucasians as well as those of color, etc. There are more caucasians in our country/area so it only stands to re
I don't think Bethel is consciously mostly all white and young for new hires, but I feel they don't actively seek out and look for diverse peoples.
Bethel is a great place to work. Our leadership value our contributions, and listen to our ideas.
Diversity is not a real problem here. But under human rights I feel we could be more tolerant. Remember when you were a kid, and now look a today kids with a zero tolerance policy kids can't really be a kid.
Please someone look at what is happening in this district
Our school has a really great leader. She makes you want to come to work and do your best for the children we work with and to have compassion for them.
this is only one major area of concern. It is vital that this level of interest be stimulated and supported for many other concerns
This district keeps employees in a "box". Allow people to transfer buildings, change grade levels, etc. periodically. We all learn from contact with different employees, administrators, bldgs, etc. Once you get a position in the district you seem to be st
I am more concerned about workload issues then diversity. Having more meetings and trainings won't improve climate, they will only put more time constraints on stressed-out employees.
Our new principal is the best! Makes us feel very comfortable and appreciated! I think this is important for Danebo employees!
I think school sites need a true staff climate survey to assess site morale and leadership; not a diversity survey like this one
Bethel trys hard but it the world thinking we have to change.
Many districts could learn from Bethel. When I was hired, the asst. superintendent went over the District's policies re: harassment, discrimination, etc. They put their money + training where their mouth is! Awesome district!
Question #1 could infer work force or work environment? Which do you intend?
Bethel classified employees need a fair contract! a decent wage increase!
I enjoy bethel, but I would like to see more available in training areas. Multiculturally, grade based, etc...
Unmarried long term partners do not recieve benefits while married and homosexuals do.
There is a punitive "culture" of shame-n-blame at the city. Supervisors/ managers/ directors do not have "people" skills they act like their motto is: "Ya gotta break a few eggs to make an omlette." We are "told" to work like a team, but directions are
Its very hard to hire women or minorities for fire dept without lowering standards. - We hire the best people for the job with no regard to sex or color. Anything less than that is discrimatory.
There are other examples of male diominated work environment.
I hope this survey helps the city work on these issues more. As with all City surveys, it doesnt seem like anything gets done with the results.
I hate to see discrimination of any kind!! But, I also hate to see Quota hiring to meet programs, that hurts everyone, especially the one hired. Hiring a person of diversity who is less qualified sets them up for trouble in the work place. That is hirin
Diversity should become a non-issue. We should focus on our work, not on a better work environment.
Get off our case already and leave us alone so we can do our job.
Our issues are not so much diversity - they are more about bullying in the workplace - especially by managers and directors.
Are managers to become "thought police" - given the nature/slant of the questions - only 1 outcome can result from a survey of this nature.
As an organization with increasing citizen demands for services and in most cases frozen or reduced staffing due to tight budgets, it is sometimes difficult to work on things like improving diversity. Keep up the effort! It is very much a worthy endeavo
My daughter is in a mixed-race marriage and I have a multi-racial granddaughter. I am very interested in seeing improvements.
I feel and have experienced at my job that less qualified minority applicants are being hired over white, more qualified applicants. This is reverse discrimination in my opinion and it is unfair.
Yes. It amazes me why so much attention is paid to such a useless cause. Treat everyone equal, not special based on sexual orientation or give certain preferences.
I have never admitted my ethnic background in past employment applications. I look white. I have been passed over for employment/promotion in the past because there was a less qualified but more racially diverse applicant applying for the same position. D
I'm a little uncomfortable filling out this survey.
I do not feel valued as an educator by the administrators. I do however feel valued by my principal. He is always telling us what a great job we are doing and he appreciates how hard we work.
Bethel is a great place to work. The only neg thing is we are underpaid according to the wages in other dist. around us.
I feel that Bethel does a wonderful job of keeping to the policy of no tolerance of discrimination, no harassment
The neagtive experiences I've witnesses here have less to do with diversity and more to do with poor management and leadership skills John Bullock demonstrates blatant favoritism. If you are amongst is select handful of buddies, he treats you with disrega
We also (currently!) have religious freedom without harassment
There are agreat number of allies for Diversity on campus. What do we do for the rest of the Lane staff who refuse to adhere to our core values, including diveristy Lane staff need to separate their personal religious beleifs from their professional behav
As you can see I'm white, female with college 18yrs, high student contact and middle age stuck in environemtn that tolerates things that are not positive and healthy
These well thought out questions should indicate needs and direction for training of management /staff
I feel that I am less and less valued and important on this campus because I belong to the majority group! There is room for diversity without making the average population feeling like they are wrong or bad just because they are middle class white. No on
I have always felt comfortable being who I am at my organization. I have never been discriminated against because I am a Lesbian
People should be hired on the merits and abilites and schooling. Not their race, sex, or special interests
No questions about religious diversity. Why not?
I hope you recognize the value of all differences
I love this place you meet all kinds of folks and it is interesting and fun
As a christian I am concerned about how discriminated against we are treated. also having any kind of republican viewpoint is not respected in the college environment. it's as if there is a zero tolerance for any view except liberal
I will not anwer the above questions as I believe they are used as a tool to judge the merits of my previous responses. The point of diversity is that all parties receive equal (although equilalent[to the population] is a more fair way to go) consideratio
Handleing this survey on line would sure save the college considerable costs and reduce paper waste.
The DHR climate is much improved with Mary Spilde's leadership
Diversity at the expense of qualified individuals (for the job) is a dangerous thing.
"The people in my work environment are" This question should read, "The actions of the people in my work environment demonstrates..."
Page 1, Last Question "No opinon I was not here 1 year ago"
I am curious to know what the cost witll be for this survey project. i am sure astronomical. i could go on but my time here at lane is supposed to be spent on student needs not filling out a survey that will make no difference to anyone in 5 years.
Even though my diversity is not a category: I am areturning student, single, low-income. parent, first-time degree seeking family, widow, woman in transtion. How do you measure?
It's a pretty respectful atmosphere with minimal overt evidense of discriminination. More diversity among students than staff.
Thanks for attending to this important issue
I have learned that reporting harassment in my department leads to being blamed for the harassment and humiliated.
I am very comfortable in my own dept. but there are other dept. I wouldn't want to be in.
I love working at Lane --EFLS works hard at diversity issues.
Lane Coomunity College overall strives for diversity with sincerity yet it lacks the initiative to take it to a more intense effort
If the result of this survey is simply to provide lip-service to the community, it will be a waste of time and energy. We have already too much of that now. thanks.
People with disabilities often receive less attention than cultural issues in regard to training around diversity issues.
It's difficult to fill out suveys like this at the end of the term. You might get a better response if you distributed these earlier We didn't get this in our boxes until early December.
The reason I havn't felt discrimination is because of my white privilege.
I believe that enormous lenghts put out to "cater" to minoritieds is causing a backlash of anger against them. A way really neeeds to be found to increase miniority opporutunity against non- non minorities.
I believe the diversity council is a positive addition to OLCC.
Does your definition of diversity include honoring the people who don't agree with promoting diversity over everything else? If it doesn't, are you truly diverse?
We need $ to get more employees classified. We have call-ins who are doing classified jobs!!
This survey brings us somewhat artificial situations ( "canned statements") If some opportunites have not happened, it's possibly because we don't need them. If we're not happy with our work environment it's possible for reasons that have nothing to do
Top management above Dept. Management need to hear and listen to the Dept. Worker. Dept. problems go no higher, get put under the rug.
I teach in the Continuing Ed. department - we are not treated the same as teachers of credit classes, in general, for no good reason that I know.
Actually I get tired of all the press on diversity. We have many more Hispanics in our Community than 20 years ago. Not sure about Black or other ethnic group stats.
The college has come a long way with diversity here at the college with the new president. She works very hard to provide education and skills at this college. Things have made a huge difference here at work.
The hiring process at LCC is a farce. It is set up in a manner that allows managers to develop the posting, criteria and to pick the commitee. This allows them to place who ever they choose into a position and to exclude who ever they don't want. Until
It is important to honor diversity and I appreciate you efforts to do so.
It seemed that the questions on page 1-4 need a slightly more neutral agree/disagree option, as opposed to "somewhat" & "strongly" agreeing/disagreeing.
I'm not sure this survey will do any good. Lane has it's policies on the website, yet doesn't follow them. Even when printed and shown to administration, they continue to ignore what is happening.
I would be cautious to interpret the results of this survey given the multiple and contradictory assumptions that could be / will be determining how participants respond.
Perhaps my division could invest in a camera to photograph + post a few English students of the month, keeping in mind foreign students + minorities - each month. A simple set of frames with a hole for pictures.
I think we could use a good house cleaning and qApAGuit sweeping incidents under the rug. A reality check needs to be made at the top. Welcome to the real world when sometimes bad things happen to good people. Quit kicking a person who is already down
I enjoy employment, training and the co-workers I get to work with.
Your survey should ask if we are in a relationship with a person of color, race, gender, ect to get a true reading of what the cultural background Divierstiy of the college community is. The whole person.
The issues at Lane are closer at home than high-profile isues of Race: agism, disprespecting the familiar.
There are a lot of wonderful things about LCC, and I cannot say enough good things about my CIT collegues, but my experience w/ management and some coworkers in Bus Tech have led me to believe that this dept is on a different track than otheres @ LCC. As
Aggresive recruiting, but hire the best.
I feel that though hired in part due to my "cultural competency," my attempts to broaden my coworkers' views fail most of the time. I do not feel safe coming out, and have had a coworker whom I trusted tell me "thats disgusting" when I did come out. I s
Diversity training is offered but should be required. Those staff who really need it wouldn't take it voluntarily.
The sad part is ignoring great possibilities because some folks don't see somone as fitting a diverse profile. We've missed out on some super instructors because they don't qualify as diverse. It's not alays best to have that as a # 1 worry- or requirem
I loved the Spring Conference with Allan Johnson. I'd love to see Gary Howard come and speak here. He's as good as Johnson. Gary Howard worte "We can't Teach What we Don't Know." He's based in Seattle. I would love to see the ongoing study groups o
Bias is hard to change especially when supported by religious belief systems.
In the past 3 years I have seen a substancial increase in multicultural artwork, the diversity awareness reading together project, and as of this Fall 2004 - in increase in students of color. The bilingual requirement for new hires is a positive step (ev
Institutional and individual biased behavior is embedded as part of local culture to the degree that the outcome of this survey will not be able to move us forward.
LCC is a good place to work. I have not met any staff that show signs of discrimination at all.
My employer (school at large) and my departmental manager have done a fabulous job accommodating my physical disability.
LCC tries to cover up too much - dos not really address issues of harrassment/discrimination - which makes it a fearful + intimidating place.
Thank you for having this survey. As a student worker, perhaps I didn't get as much training as full-time staff. Still, I think this type of training and awareness is critical to a welcoming environment for staff, faculty + students. The environment is
I hear racist remarks about ethnic minorities quite often.
Everyone belongs to only one group where everyone is exactly the same - one. Everyone belongs to millions of groups with at least one thing in common. This leaves a lot of room to call anybody, "Them". And even one person can find, or make up a reason
I believe we have gone overboard and not looked at most qualifed but have resorted to quota mentality. I believe there is a strong bias against men.
I thought the point here is we are all equal.
This survey infers I need a lot of help in my level of awareness and communication skills from my employer. Also, what is the difference between somewhat agreeing and somewhat disagreeing?
I learned an extraordinarily amount from Pacific Univeristy's master program about multiculturual + diveristity issue prior to coming to LCC.
Your mission is important. Thank you for allowing imput on this important matter.
I work in a department that serves a diverse student population - ethnically, ability, economically - and i feel we provide excellent services in a respectful manner. I work off-campus and don't intereact with students/staff from other departments a grea
The college is the most active of all my past employers in promoting diversity both in hiring & education. Good job!
Group counseling is needed in departments that contain one or more managerial employee who designate themselves enforcers who harass and abuse others, particularly support staff who are lower in the hierarchy.
Confusion of affirmative action (+ meeting legal requirements) with having therfore met or promoting true human diversity.
I have only been here 2 months. I don't think my suvey is a true reflection on the college's diversity climate.
Thanks for doing the survey. Hopefully this will have some impact.
words like diversity, harassment + discrimination should have been defined at beginning of survey. The are loaded words, and mean Different things to different people.
The culture of an organization is led by example and training of the management group.
There needs to be a better hiring process. In most cases they already know who is getting the job before if it is even posted. Hand pick the hiring panel to assure that peron is hired.
In future, Please allow us to list the departments we work in, there is a world of difference in tolerance, from dept. to dept.
Students report racist behavior in the classroom but are afraid to confront for fear of grades being affected- Personally do not feel safe on campus.
Staff overall could be a little more friendly to co-workers and students. Sometimes they tend to forget that our institution is about students + student satisfaction - not about them. More training should be provided to staff on procedures + how to trea
I am concerned about the lace of Colege guidelines, policies and support for persons with physical disabilities and how that lack of support affects their attendance + performance in classes.
I can give only first impression response about my work place as I have not been here long. I believe my remarks indicate my first impressions of your survey.
Look forward to the results of this suvey.
I work remote from the college - I see very little of day to day activities - I deal mostly w/ one person-
I believe cultural issues, racism are important issues, I don't think sexual issues have any relevance.
P2Q12,13: R wrote: Not that I am aware of.
I feel lucky to have the job that I do, as it is very enjoyable and supporitive place to work.
I believe we have excellent multi-cultural diversity training opportunities. Making these requirements of employment would send a needed msg of their central importance.
I was a secretary at LCC from 85-90. I see a big difference in the effort to create + welecome diversity now (2004) than i did then. At that time, diversity was a totally new idea; many people were not sure what it meant.
You people have almost no diversity to deal with! What is your intent. Go to WATTS + 10 blacks; go to Phoenix + hire 10 Latinos; Go to Pakistan + hire ect- you get my drift.
I feel at times that my answers didn't allow me to express myself clear enough. Is organization mean the school as a whole? Or the various departments?
I would hope that some kind of USE comes of this survey.
With so few people of color on campus, soe could find filling out this last page as being something less than anonymous.
I choose to judge my fellow person by the content of their character only. This has served me well with all ethnic groups.
I love working for L.C.C. The people in my building (#1 S.F.) are all woderful people :) Its the 3 out of 4 supervisors that put this job I have in a totally different catagory.
"No opinion" dosn't seem parallel to agree, disagree ect. in the scale used on the first 3 pages.
I am PRO affirmative action, ANTI diversity training. (If the latter worked, there would be no racism/sexism/homophobia in police depts., corporations, the military...)
I appreciate the goals supporting the ideal survey. The survey tool doesn't go far enough. Perhaps this is the first of others which will delve more deeply, and result in educational interventions.
Some departments also exhibit discriminatory behaviour towards their part-time and work study employees.
Increase social functions among various staff from all campuses.
Why is religious discrimination not on here!
I'm very new here, so I wasn't able to answer all of your questions. There's always more to be done, but in general I think my division and LCC as a whole make great efforts to be inclusive.
I see very diverse people at LCC- that leads me to believe it is veyr acceptable.
We need a survey on climate, regardless of ethnicity. :)
My employer is in need of identifying sexist discrimination toward men. Yes, indeed men can be victims of sexual bias / discrimination.
Don't put the name lables on the survey. It is not anonymous unless you pull the name sticker off.
I feel the climate of discrimination is getting worse in our school and local community overall. We need to be paying constant attention to these issues and not let a single one slide by.
Supervisors are difficult to talk to about anything. There is little respect for part-time workers.
Please do more than just gather statistics - Push for reform /education / change!
I recommend you change questions on page 2 to reflect the responsibility of the agency (leadership/HR) rather than focus on individual manager action. There are too many mgrs with diverse styles to provide good stats.
Thanks for taking time and doing this survey.
Lane E.S.D. helps you in any way they can to succeed.
We are an agency that serves people with disabilities yet only have very few pole on staff with a disability, especially in our main office. That says a lot to me.
Thanks for being conserned about my workplace diversity.
Thanks for looking into this. It's important in Oregon.
I felt that a lot of questions in this questionnaire has nothing to do w/ our job at Lane ESD.
I have seen co-workers and clients suffer discrimination because they were female, gay, Latino, or "different" in lifestyle. This was one of the many reasons I quit my Lane County Job 3 months ago.
It is very hard to advance in this agency unless you have management in your pocket. Skills do not necessarily help in promotions. Classified are held back are not always looked at for advancement - usually here outside people even though there are many
Overall, my organization is a good place to work.
This agency need to purge itself of adminstrators that (harassment + discrimination harass male employees are accepted).
My organization works primarily with teachers + school districts. We especially work to support Special Ed/Life Skills classrooms. Threason I saught a job with this organization was because of the support it gives to teachers and students/families. The
Lane ESD is open to all types of people.
Several of the questions in this suvey were confusing. There were several instances where I didn't feel there was a single answer, where I felt the answer requried more of an explanation or where I didn't clearly understand the intent of the question.

Page 4. 2. R wrote next to TRANSGENER: "this is a male or female"
page 1. 11 and 12: R wrote "to whom? how?"
Page 3: Q1: R wrote in "lack of recruiting at any level"
Page 4: every box on page is checked. and wrote: "NOT ANONYMOUS" page 4: by the "O" we marked on survey: "A prime example. As you can see they have marked these ballots. Not everyones are mailed. I don't trust them."
Page 1: 7. R wrote: Training isn't the answer- it is an attitude that requiers changing Page 2: 11. R wrote: information is available 12. R wrote: I am not sure that there has been an issue. The manager is a kind fair person - I am sure it would be
Page 3: 1. R checked 3 boxes: high turnover, not enough qualified applicants, and budget issues.
Page 1: 4. R wrote: No; specifically try to hire a minority 5. R wrote: qualified would be good 7. Laura Yegan teaches without talking in a condescending fashion - wish others did- this isn't kindergarten. 8. R wrote: A+++ 9. R wrote: money issues h
Page 3: R checked four boxes: 3, 5, 8, 9.
Page 3: 1. R checked box 1,8,9 R wrote by box 8: True in some areas cust. service shops. R wrote by box 9: True in outside crews.
Page 1: 7. R wrote: Non Sexual 14. R wrote: New hire within year, (2 months). Page 4: 4. R wrote: Slight hearing/auditory processing
Page 3: R crossed out Q1, and wrote: I don't see two. Page 4: 2. R wrote: Please define clearly 5. R wrote: How are these different? [arrow pointing to gay and lesbian]
Page 1: Top of page: R wrote: 'Disagree' on left? Never have seen that before.
Page 3: 1. R wrote: None of these Page 4: answers 2 and 5 are inconsistant with eachother.
Page 3: 1. R checked three boxes; 4, 6, and 9
Page 3: 1. R checked three boxes: 3, 6, and 9
Page 2: 12 and 13: R wrote: Somewhat, but not consistently. Page 3: 2-5: R wrote: I don't understand this question. My diversity skills? My professional skills? I do all these, but don't understand your question. Page 3: 10: R crossed out "organizatio
Page 4: 1. R wrote: Kind of Orangish/Pink 4. R wrote: Bad at auditory learning
"manager has been the one that has discriminated personal to me." Locate under Q "My manager has taken steps to ensure that acts of discrimination do not take place."
Make up Trisexual in the sexual identity Q.
Somewhat, in Q "My manager has taken steps to ensure that acts of discrimination do not take place." In Q "I enjoy my job." wrote "Like work- not too fond of managament."
In Q "COmpared to one year ago, how would you rate your organization as a place to work in terms of its acceptance of people's differences." In respond to religion and sexual orientation- R comment "You don't always know these and respect of people is wh
Continue from P3 Q10 What does that have to do with my ability to perform a job? What will my next classification be...my religion or whether I smile enough?
Under all choices in P3Q01, the following comment was written "this office hires the best applicant, we don't look at gender,race,etc.
On the first page, first statement (comfortable environment) R marked both Strongly Disagree and Strongly Agree by filling in each box. They crossed of "Strongly Agree" in the heading of the answer columns, which I understood to mean that they did not mea
When marking thebox to indicate barriers to increasing diversity, R made the X to mark "Low turnover" very dark and large in comparison to other item marked "Not enough qualified applicants".
For sexual identity R marked "heterosexual" and "bisexual".
For third from last statement ("...witness harassment...") and second from last statement ("...experience harassment...")on first page, R marked "Stronly agree" and wrote in "But nothing happens". For barriers to increasing diversity, R marked 3 answers:
On first page, where asked if better/worse/unchanged since 1 year ago, R marked no answer, but wrote in "not here 1 yr. ago" On "The people in my work environment are non-transgener phobic." R marked no opinion and wrote in "I don't know?"
For sexual identity R marked both "heterosexual" and "bisexual"
For barriers to increasing diversity, R marked no answers, wrote in "N/A - there are no barriers that I can see"
On race/ethnicity R marked "multi-racial" and "white/caucasian" and wrote in "American" next to the following: Asian/Pacific Islander, Chicano/Latino/Hispanic, Middle Eastern, Multi-racial, and White/Caucasian.
On page 2, for "My manager has taken steps to ensure that acts of harassment do not take place" R marked no answer, but wrote in "Somewhat". For barriers to increasing diversity on page 3, R marked only "Not enough qualified applicants" and wrote next to
On page 3, first statement after barriers Q, R marked both "No opinion" and "somewhat agree". To me it looked like "No opinion" was crossed out or marked out, so I recorded answer as "somewhat agree".
Page 2: 9 and 10: R wrote: Don't know what this means.
On page 3, under answer check offs for barriers to increasing diversity Q, R wrote in "most are white" (R had marked "low turnover" and "not enough qualified applicants" as anwers). On disability Q on last page, R marked "Yes" and circled "hearing" in th
Page 1: 2. R checked between box 2 and 3. wrote: I know I can do stuff but I'm a girl so I'm not given the oppertunity on my crew. 11. R wrote: If I were to report I would be labled as the winer, or tattletale and I would be the one punished. I woul
On p. 1, R didn't mark an answer, R wrote in "* We are a VERY diverse organization" on the 1st non-answered Q,wrote "* See above" on the following 2 non-answered Qs. On p. 1, between last and 2nd to last statements, R wrote "I've had to do this in the pas
Page 2, second statement, "...friendly to new people" R marked both Somewhat agree and Somewhat disagree.
Page 4: 5. R checked Bisexual and Questioning ( 2 and 5)
Page 1: R wrote on bottom of page: People are tired of having diversity rammed down their throat. Page 2: 11. R wrote: over and over 12. R wrote: To the point it makes people hateful towards diversity.
On page 3, R made a large X over the barriers Q. R did not mark an answer to sexual identity and wrote "none of your business!!!"
Page 2: 10: R wrote: No matter what, this one would be difficult to understand, but it doesn't mean they couldn't do a good job in our office :) Page 3: 1. R wrote: N/A to my division.
On page 3, R did not mark an answer to the barriers Q, wrote "NA Don't know" On sexual identity Q on page 4, R marked no answer and wrote "NA"
Page 1: 11. R wrote: Tryed Page 3: top of page, R wrote: Lane County road crew. It is just a pay check. 9. R wrote Paycheck or people Page 4: 7. R wrote: 27 years
Page 1, "...organization has policies against discrimination..." R marked strongly agree, but wrote in "But are not followed". On gender Q, page 4, R marked Male, and crossed out "transgender". On sexual identity Q on page 4, R marked "heterosexual" and
Page 1: 14. R wrote: Only worked in this dept. 1 month or so.
Bottom of page 1, R wrote "Coworkers are very accepting. Mangement needs considerable teaching". Page 2, R wrote "Coworkers yes, supervisors NO!" next to the statement "...people in my work environment are welcoming...with disabilities" Page 2, R wrote
Page 1: 13. R wrote: I wasn't employed here a year ago.
Page 1: 5. R wrote: Ability, regardless of origin 6. R wrote: To much. 13. R wrote: Not for simply the sake of diversity, hire qualified people - period! Page 3: 1. R drew a box with an X and wrote: Some study promoting diversity over qualifications.
On page 3, barriers Q, R marked "bias in recruiting and hiring" and "You have to know someone to get in". R circled the work "hiring" in the first marked answer.
On page 3, "Handling negative language used by another..." R marked both "somewhat disagree" and "somewhat agree"
R crossed out "transgender" on page 3, gender Q R crossed out bisexual,gay, lesbian and questioning on sexual identity Q on page 3, marked heterosexual.
Page 1, R wrote in "There great" next to "My organization should try harder to hire people from a variety of backgrounds", marked no answer.
On page 3, R marked only "Not enough qualified applicants" in response to the barriers to diversity Q, and circled the whole answer and check off box.
On two seperate questions R chose two answers located in the entire organization section question #8 and #10, for those I chose no answer
On question that asked R to select two items that you think are barriers to increasing diversity, R wrote N/A and struck a mark through both columns of possible answers.
R starred *: The people in my work environment are non-homophobic. The people in my work environment are non-transgender phobic. And then inserted: "* The people in my work environment are non-pedophile phobic." He also marked "X" to indicate
For "Do you hold a supervisory/leadership position? R answered both "Yes" and "No." I coded it as a "No Answer"
R marked with an "x" both "Somewhat Agree" and "Strong Agree" for "The people in my work environment are non-sexist." I coded it "No Answer."
In margin of "work environment" questions next to last two items, R wrote: "? Terrible wording" and then circled "non-homophobic" and "non-transgender phobic".
At bottom of first page, R wrote a "?" next to "UNCHANGED" At bottom of second page, R did not answer the last two questions and instead wrote a question mark ("?") next to each of the last two questions.
R wrote on p1, 2nd statement "not an employee long enough to know", and marked both "no opinion" and "strongly agree". On page 1, statements 8,9 and 10, R wrote "again, not employed long enough to know". Page 1, better/worse/unchanged from 1 year ago, R
Page 3, barrier Q, R marked "not enough qualified applicants" and "budget issues" and wrote a question mark to the left of the mark for "budget issues".
On page 4, race question, R marked "American Indian/Alaskan Native" and circled "American Indian"
Page 1, better/worse/unchanged, R marked no answer but wrote in "NA started May 2004". Page 2, "...non-transgender phobic" Q, R marked no answer and wrote in"what?".
Page 1, statement 4 R marked no answer, wrote "I don't know". Statement 5, no answer marked, R wrote "Hire the best person for the job, not race,age,religion, etc.". Statement 6, no answer, wrote "no training". Statement 7, no answer, wrote "why do we nee
On page 4, diability Q, R marked "No" and wrote "(not yet!)"
Page 1, 3rd statement, R marked "somewhat agree" and wrote "But not enforced". Page 2, 2nd and 3rd yes/no statements, R marked no answer and wrote in "somewhat". Page 3, on "I enjoy my coworkers" R marked "somewhat agree" and wrote in "some of them".
Page 2, yes/no Qs, R marked no answer, wrote "U.T.O" next to each one.
Page 1, statement 12 (...would feel comfortable reporting it"), R marked no answer, wrote in "see above statement for answer". Page 2, last agree/disagree statement "non-transgender phobic" R marked no answer and wrote "This statement actually says that
Near middle of right side of page 4, near sexual identity question, R wrote "I am not racist, but I find it interesting that in todays society you can have "black only" college funding, etc, but if anyone suggests a "white only" than they are suddenly rac
Page 2, statement "...non-homophobic", R marked both "somewhat agree" and "strongly agree". Page 2, statement "...non-transgender phobic", R marked "no opinion" and wrote a "?" near statement. Page 2, R crossed out most of 2nd yes/no statement and wrote
R answered "unchanged" and wrote in "and good" on page 1 for the better/worse/unchanged Q.
R wrote "normal" next to her answer of "heterosexual" on the sexual identity Q on page 4.
Page 1, R wrote in "If Applied" next to the statement "I believe increaing workforce diversity is a good thing", answered "strongly agree". Page 2 yes/no questions, R answered "yes" to first & wrote "Does it herself", answered "No" to second and wrote "s
In the Yes/No question on 2nd page, the R wrote "the need hasn't arisen" for both questions 2 and 3
On the 2nd page 1st question the R wrote "These policies are made very clear by the organization." On the 3rd page last section R wrote "The workload is extremely heavy and the stress is remarkable."
On page 1 last question R wrote in "no opinion" On page 3 first question R wrote "no opinion"
on page 2 last question R checked both boxes and wrote "Uncertain" On page 3 first question R also indicated "downsizing and lay-offs" as third answer
On last page last question R circled "leadership"
second page, first section, first 5 questions R indicted "strongly agree and somewhat agree" I entered "somewhat" for all these questions. On the same section 6th question R indicated "no opinion and somewhat agree" and wrote "limited ex" On the second
On second page, first section, R is reffering to last question and wrote "A counselor made fun of Johnny Depp in "Pirates of the Carribean" for being "too affeminate to be a real pirate"- in front of clients but this was an issolated incident.
On 3rd page, 1st section R wrote "failure to value cultural differences @ a deep enough level" On 4th page, 5th question R selected and wrote "bisexual- live as hetero" On 4th page, last question R added "sort of but I don't supervise."
On page 2, section 2, question 2 R wrote "I have not seen but she is very respectuful of others." On page 2, section 2, question 3 R wrote "my manager has taken 'some' steps"
page 3, section 1 R indicted "Lack of outreach..., you have to know someone..., and failure to value..." in addition to the two answers that i entered in the survey.
On page 3, section 1, R indicates "extreme" bais in recruiting and "none!" lack of outreach... On page 3, section 2, R indicates "not a friend of color or christian or republican" for question asking if they would refer a friend to the company.
On page 3, section 2, question 4 R indicated 2 answers "somewhat agree and strongly agree" i put in "somewhat".
Page 2, 2nd section, 3rd question R wrote "same"
page 2, section 2, question 2 R wrote "this is done by HR"
Page 1: 7. R wrote: "Training" is never Training- it is always talk!! rhetoric, ect.. Page 2: 11. R wrote: I' don't know for sure. Never in any meetings I've been in. 12 and 13: R wrote: ? Page 3: 2. R cicled "me" in question and wrote: Not ever
Page 1: 14. R wrote: Transferred to a different dept., this dept is extremely comfortable. Page 4: 7. R wrote: 1 yr this dept. [4-6 years] overall.
Page 2: 13. R wrote: Questionable - what about discrimination resulting from preferential treatment of staff.
Page 3: 1. R wrote: I do not feel there are barriers. Page 4: 2. R wrote: should not be asked! 5. R wrote: Should not be asked. Don't ask, don't tell.
Page 3: 1. R wrote next to option 7: Employees transfered in from other departments.
Page 2: 7-10: R wrote: I can not speak to the values/ opinions of others. How am I to know others true beliefs?
Page 2: 10. R wrote: What is ? [arrow pointing to "non-transgender phobic"].
Page 1: Top of page: R wrote: Central Lane Justice Court
Page 2: 10. R wrote: Hasn't presented as an issue.
Page 1, section 1, last question R wrote "it's just right" Page 3, section 1, R wrote "We already have a balance!"
On page 3, section 1 R selected 3 answers, "Bias in recruiting..., not enough qualified..., and you have to know..." I put in the first two on the survey.
on page 1, section 2, R wrote "I wasn't working for this organization one year ago." On page 2, section 1, R wrote "too soon to tell" indicating questions 5-10 On page 2, section 2, 2nd question R wrote "unsure" On page 3, section 2, R wrote "too early
On page 1, section 1, question 1 R wrote "I have been harassed many times" question 3 R wrote "But they do not enforce them" question 4 R wrote "never recruit in minority publications" question 6 R wrote "none" question 11 R wrote "have reported i
On the sexual identify quesiton, R marked with a single line "HETEROSEXUAL" but added a large "X" through the rest of the categories.
Page 1, section 1, Q8, R wrote"as well as others" Q12, R wrote "you just take care of it" Page 1, section 2, R wrote "we have always been accepting of peoples differences." Page 2, section 1, Q10 R wrote "What does this mean?" Page 2, section 2, Q3
On "your race/ethnicity" Q, R marked "WHITE/CAUCASION" and then wrote next to that: " - mixed family".
R did not answer the two (on page two of the survey) "My manager has taken steps to ensure that acts of ..." questions and wrote question marks (?) next to them.
R wrote "N/A" in margin next to question at bottom of survey's first page (to the right of answer categories). BETTER WORSE UNCHANGED
R, on "work environment" questions dealing with "non-homophobic" and "non-transgender phobic" on survey page two, wrote in margin: "Define please."
At top of survey's first page, R wrote: "answered for the county office." At bottom of survey's first page, R wrote: "note: my ofice is NOT in a lane co building so I really don't know how things are in the Lane Co ofc - my peers & co workers are city emp
Next to "non-transgender phobic," R wrote: "What exactly is transgender?"
On P3Q01, R made three entries. The third entry not entered into the computer data base is: "LACK OF OUTREACH TO DIVERSE COMMUNITIES"
In the question about "barriers to increasing diversity" at the top of page three of the paper version of the survey, R selected four, instead of two, items. The computer would not allow me to enter all four items. Items not entered but marked by R are: "
In the "My manager has" series of three questions in the bottom half of page two, R wrote in the margin the following in order and corresponding to each of the three yes/no questions: "I attended training/orientation sessions provided by employer/agenc
On the "work environment" set of questions (top of page 2), R, for the first question marked both "STRONGLY DISAGREE" and "STRONGLY AGREE" and then put in paraentheses next to "STRONGLY DISAGREE" "(Not Management)" and next to "STRONGLY DISAGREE" "(Co Wor
On the "Compared to one year ago" question at the bottom of page 1, R did not answer and wrote in the margin: "I haven't been here that long."
At bottom of survey's first page in the margin, next to question that begins: "Compared to one year ago....", R wrote: "It's always be great!"
R wrote the following in the margins: Qset1/items11 & 12: "Because of me + who I am. Page 1 next to "UNCHANGED" "but hired 1 Afro American recent." On page 3, "barriers," R also checked the box next to "FAILURE TO VALUE CULTURAL DIFFERENCES" & created a b
Page 2: 12. R checked both yes and no, and wrote: Complicated issue.
Page 3: 1. R checked boxes 4,5 and 7 Page 4: 8. R checked both yes and no.
Page 4: 2. R checked box for Male, and drew a line through the word "transgendered" 5. R checked heterosexual, and drew lines through all of the other choices.
Page 4: 5. R checked Heterosexual and drew a line over the other choices.
Page 4: 5. R checked heterosexual, and drew a line over the other options.
Page 4: 5. R checked heterosexual and drew a line over the other options
Page 1: R wrote: Sorry- got agree side + disagree side mixed up 7. R wrote: Don't think it's needed - all I know are anti-discriminate. 10. R wrote: !!! Page 2: 10. R wrote: ? Page 3: 4. R wrote: ? 6-9. R wrote: Got into it by accident - now it's
Page 4: 5. R checked heterosexual, and crossed off the other options.
Page 4: 5. R checked heterosexual, and scribbled over the other options.
Attached letter. Page 2: 10. R wrote: What does that mean? 11 and 12. R wrote: I don't know.
Next to the question "What is your sexual identity (check all that apply)?" R wrote: "None of your damn business about my sexuality."
At the question 'From the list below, select two items you think are barriers to increasing diversity at your organization:', R also selected Lack of Outreach to Diverse Communities, You Have To Know Someone To Get In, and Failure To Value Cultural Differ
Page 1: 14. R wrote: New facility. Page 3: 9. R wrote: What do yo mean by "excellent?" Recognition by commissioners that employers deserve a raise would be an improvement.
Question: 'From the list below, select two items that you think are barriers to increasing diversity at your organization:' R also selected: "Downsizing and lay-offs"
Next to the question, 'I enjoy my job', R wrote: "Which Day"
At question 'From the list below, select two items that you think are barriers to increasing diversity in your building' R wrote a question mark.
At the question 'If I were to witness harrassment or discrimination at work, I would feel comfortable reporting it' R wrote: "This happened w/a racist joke being sent on email very little was done this district is supposed to have zero tolerance!" At th
At the question 'My supervisor has taken steps to ensure that acts of discrimination do not take place' R wrote: "Don't know"
At question 'Bethel provides enough training to promote multicultural understanding' R wrote: "I don't think training is the key - implementation is!". At question 'The people in my work environment are friendly to new people' R wrote: "Due to lack of
Page 1: 5. R wrote: Can always try harder! But doing the best it can. 6. R wrote: Lots! Page 3: 8. R wrote: Budget lay offs, job uncertainty. 9. R wrote: Except for not know ing if you'll get laid off.
Page 1: 3. R wrote: No acitve leadership. 10. R wrote: In clients, not co-workers Page 2: 11. R wrote: Policies, no talk or active leadership 12. R wrote: see above.
Page 1: 11: R put an X in 2, and filled in box on option 4. 12. R put an X in 2, and filled in box on option 4. 13. R put an X in 4, and filled in box on option 2. Page 2: 13. R wrote: Cause none do.
Page 2: 10. R crossed off question, and wrote: Absurd. Shame on you for asking. Page 4: 2. R checked Male, and crossed off Transgendered, R wrote: No, But like to hang out w/ sheep when I get the opportunity. Can we get our own bathrooms? 5. R checked
At question 'I work in a comfortable environment, free from harrassment and discrimination' R wrote: "I thought so until the election." At question 'I have as many opportunities to grow and advance in my career as anyone else' R wrote: "Advancement is
Page 1: 12. R wrote: Elected officials seem to be exempt from behavior standards. Page 2: 5. R wrote: One notable exception - An elected official - Springfield Commissioner. Page 3: 1. R wrote: The bias is to hire applicants with previous government
At question 'The people in my work environment are concerned about each other' R wrote: "largely - not former administrator." At questions 'The people in my work environment are friendly to new people' through 'The people in my work environment are welc
Page 2: 7. R wrote: Some of them. Page 3: 1. R checked 5,7,9 Page 4: 1. R wrote: Peru.
At question 'Bethel tries to hire people from a variety of backgrounds' R wrote: "Don't know". At question 'Bethel should try harder to hire people from a variety of backgrounds' R wrote: "Don't know." At question 'Bethel should do a better job inserv
in response to " my manager has taken steps to ensure that acts of harassment do not take place" respondent made hi own box and and responded "somewhat"
Page 2: 11. R wrote: Not that I know of - Ive been gone. 13. R wrote: ?
in response to "my manager has taken steps to ensure that acts of harassment do not take place" and to "my manager has taken steps to ensure that acts of discrimination do not take place" respondent made own box and answered "i dont know"
At question 'If I were to witness harrassment or discrimination at work, I would feel comfortable reporting it' R wrote: "Depends on who was harassed or discrimin. against." At question 'Initiating contact with people who are not of my culture or ethnic
At question 'I believe increasing workforce diversity is a good thing' R wrote: "But at what cost?" At question 'From the list below, select two items that you think are barriers to increasing diversity in your building' R wrote: "Large classrooms/fewe
At question 'My supervisor has talked to staff about the organization's policies around discrimination and harrassment' R replaced the word supervisor with "principal" and wrote: "My supervisor, no"
Page 3: 1. R checked boxes 1,6,7 Page 4: 6. R checked English box, but wrote "Spanish" below question, arrow pointing to open ended box.
At questions 'The people in my work environment are non-homophobic' and 'The people in my work environment are non-transgender phobic' R wrote: "worded incorrectly; requires two different answers." At question 'Primary building' R wrote: "Is this to na
At question 'The people in my work environment are respectful of new people' R wrote: "Depends on their position"
At question 'What is your sexual identity (check all that apply)?' R wrote: "This is none of anyone's business. It's a private matter."
in the question "my manager has taken steps to ensure that acts of harassment do not take place" respondent circled "to ensure", in the "select 2 items that you think are barriers" question, r chose you have to know someone to get in, r crossed out in and
Page 1: 5. R wrote: They already do. Page 2: 13. R wrote: Common sense seems to be working just fine. Page 3: 1. R wrote: These are guesses.
Page 4: 5. R checked bisexual and lesbian ( 2 and 4 )
In response to the "the people in my work envirnment are non- transgender phobic" r said unknown
Page 4: 3. R wrote: cosmic 4. R wrote: No, depends who you talk with though 5. R wrote: 1/2 human, 1/2 vulcan 6. R wrote: Vulcan 7. R wrote next to "11+ years": (Light) 8. R wrote: Yes, When everyone else has left the building.
Page 2: 6. R drew an arrow next to box 4 (checked), pointing to box 5. 11. R wrote A little - Minor. Page 3: 1. R checked boxes 1,3,8. 2. Box 4 checked, circled and arrow pointing to box 5. 6. Box 4 checked, arrow pointing to box 5. 7. Box 4 checked,
in the second block of questions with strongly disagree..., the last 4 have been circled and a note says * there is only one person who exhibits all of these tendencies -sexist, racist homophobic. but we honor diversity, including his. in the questio
Page 1: 13. R checked in between box 1 and 2.
in the sexual identity question, r wrote N/A
in p2q12 and p2q13, r circled ensure and placed a question mark and noted "limit, act on" in the margin
in p3Q01 r writes "this question presumes a problem percieved by the respondent"
p4q1, r noted "its difficult when you dont know how to call them" and in p4q5 " lesbian trapped in a male body"
p3q01 noted NO OPINION, p4q8 r did not fill in a box, but noted "over youth only..."
p2q13, r noted what kind of discrimination? p3q01, r only choose one answer
On page 1, better/worse/no change Q at bottom, R marked no answer, wrote in "N/A"
Page 3, barriers to increasing diversity Q at top of page: R marked no answer, wrote in "There are no barriers. This is a very bad question"
two item barriers question: Respondent did not choose a selection but wrote,A culture that promotes from within the org. Respondent aslo wrote,more of the same
question do you hold a supervisory position,Respondent wrote,Intermittent but not in name or title
page 4, sexual identity Q, R marked both "heterosexual" and "questioning"
Page 2, bottom 2 yes/no questions, R marked "yes" and wrote in next to those two Qs: "not with agencies with whom we work & are housed"
Page 1, better/worse/unchanged Q, R marked no answer and wrote in "too new to have an opinion"
Page 2, "The people in my ... are non-homophobic", R wrote in "mostly". Page 3, "Handling negative language...", R wrote in "mostly".
Page 1, better/worse/unchanged Q, R marked "worse" and wrote in "1 person - not the whole office" Page 2, last 2 yes/no Qs at bottom, R marked "No" and R circled the word "ensure" in both statements and wrote in next to the last statement "How can you en
Page 1, "If I were to witness...", R marked "somewhat agree" and wrote in "I would do it anonymously". Many questions unanswered on survey.
Page 1, better/worse/unchanged Q, R marked no answer and wrote "not here"
page 1, better/worse/unchanged Q, R marked no answer, wrote in "N/A"
Page 3, "Initiating contact with people who are not of my culture...", R marked no answer and wrote in "N/A"
Page 1, R did not mark an answer for better/worse/unchanged Q, wrote in "not applicable:only employed for 7 months". Page 2, R did not mark an answer for the three yes/no Qs, wrote in "unknown @ this time" for each one.
Page 2, yes/no questions, R marked no answer and wrote "N/A" next to each one.
Page 1, all but 2 statements had no answer. For "My organization tries to hire people..." wrote "People should be hired on merit w/ no consideration to "background". For "...should provide more training...to promote multicultural understanding" R wrote "W
on question#5,can't try harder on question#7,plenty of training on question #11,I would feel uncomfortable,but would report it Question #12,I would be very uncomomfortable but probobly wouldn't report it Question #13,only somewhat as we are really d
An additional comment to I enjoy my job. the bad parts don't have to do with coworkers but stress, testing and out of control students. Additional comments to What is your first language, " But I know another language" other than English
Page 3, "I enjoy my job" R marked both "somewhat agree" and "stronly agree" Page 3, "I enjoy my coworkers" R marked both "somewhat agree" and "stronly agree"
Page 4, "sexual identity" Q, R marked no answer and wrote "None of your business"
For Question Bethel should do a better job in serving the diverse populations in the area, comment "Spanish publications of district materials very important. For Question Compared to one year ago, how would you rate Bethel as a place to work in terms o
sexual identity question: R chose heterosexual,bisexual and crossed out lesbian Ist page question #6: R wrote, need more active leadership direction and not enough 3rd page barrier question: R chose low turnover,lack of outreach,failure to value cultur
For Question I would recommend that a friend seek employment with Bethel, the comment is written in the QP3Q10 box.
Page #4, question #4 R wrote a question mark on disability question
page #1(how do you rate... better,worse or unchanged) R wrote no opinions page #3 (select two items that are barriers) R wrote no opinion page #4 (do you hold a supervisor position)R did not choose either yes or no
Page #3 (two items that are barriers) R wrote NONE
page #4,R wrote sheriffs office on top of page
Pg 2, Q 10 - "I have no idea" Pg 2, Q 12 - "Probably, not sure" Pg 2, Q 13 - "?" Pg 3, Q 1 - makred both not enough qualified, and downsizing and layoff
On page 1, last question, R indicted box checked "no opinion" On page 2, last 2 questions, R indicated box checked "no opinion"
Pg 3, Q 1 - marked both not enough qualified and lack of outreach
Pg 3, Q 1 - marked both low turnover, and not enough qualified apps
Last page, fourth question, R indicted "cronic health issues, breathing"
Pg 3, Q 1 - marked both not enought qualified and budget issues
Pg 3, Q 1 - marked both low turnover, and not enought qualified
Pg3, Q1 - marked both not enough qualified, and budget issues
pg 3, q1 - marked both not enough and downsizing
pg3, q1 - marked both low turnover, and not enough
pg3, q1 - marked bias in recruiting, and failure to value
pg 3, q1 - marked both not enough and budget issues
On 1st page, last question, R wrote "not protected" and underlined sexual orientation
pg 3, q1 - marked both not enough and lack of outreach
pg 3, q1 - marked both not enough and lack or outreach
pg3, q1 - marked both not enough and budget issues
pg3, q1 - marked both not enough, and lack of outreach
page 2, section 1, Q10 R wrote "what in the world- no experience here. We work hard- we don't get involved in eachothers sexuality" page 2, section 2, Q3, R wrote "Like what would you suggest? We are adults" Page 3, section 1, Rwrote "irrevelant" page
Pg2, Q11-13 - marked both yes and no, and wrote "3 lousy questions! "When did you stop beating your wife?" Poorly worded!!" Pg3, Q1 - marked both low turnover, not enough, and downsizing
pg 3, marked both low turnover, and not enough
R indicated 2 boxes for Q5 "bisexual and gay" I entered bisexual
On page three "barriers" question, R added a third barrier: DOWNSIZING AND LAY-OFFS".
pg 3, marked both not enough and budget issues
pg3, marked both not enough and downsizing
p3 q1 - marked both downsizing, and you have to know someone pg4 q5 - "what business is it of yours"
pg 3 - "homosexuality is not a cultural issue"
comment written beside the following question: Compared to one year ago, how would you rate Bethel as a place to work in terms of its acceptance of people's differences: Many things have continued in the last year ( SWAT Team, etc.)
page 3, section 1, R also checked "downsizing and.."
page 3, section 3, Q2, R wrote "all but one"
pg 3 - low turnover, budget issues p4 q5 - "none of any one's business"
pg3 marked downsizing and you have to know
pg 3 - marked high turnover and you have to know
pg 3 - marked low turnover and not enough
pg 3 - marked both not enough and budget issued
pg 3 - mark not enough, lack of outreach, and wrote "not recruiting in their community," and "Bethel not attractive to folks from diverse background."
pg 3 marked downsizing and budget issues
pg 3 - bias in recruiting, and you have to know
pg 1 "for the sake of doing is not a reason to hire someone- hire most qualified!" was written in under bottom statement "I believe increasing workforce diversity is a good thing".
On page 4, upper right corner, R wrote "*I am an American * proud to be!" On page 4, race Q, R circled "white" and drew a line to where "is white a color?" was written.
page 3, R crossed out the word "Bethel" in the "I would recommend that a friend seek employment with Bethel." and wrote in "Kalapuya Hi School".
Page 3, first set of four agree/disagree statements, R marked no answers and wrote "Not an issue or need of mine". For the statement "Overall, Bethel is an excellent place to work" R marked "somewhat agree" and wrote "More pay would help!"
Page 3, next to "Overall, Bethel is an excellent place to work" R wrote "It's awesome!"
page 4, R wrote next to race Q, "Why does this matter?" page 4, R wrote next to sexual identity Q, "I can't believe you are aking this!"
Page 4, sexual identity Q, R did not mark an answer, wrote "not appropriate question"
Page 1, R wrote at top "At a time when resources are limited and class sizes increasing, I applaud the effort that Bethel puts into the education of ALL children, including racial, language, gender... minority students." At right of "Bethel should try har
page 1, "I have as many opportunities..." R did not mark an answer and wrote "as an individual but not at Bethel". For "If I were to witness harassment or discrimination..." and "If I were to experience harassment or discrimination..." marked no answers a
Page 4, R marked "yes" for supervisory/leadership position, and wrote "Teacher? Site Council?" next to it.
On page 1, R wrote at bottom of page "You should never arrange your choices so they start with "strongly disagree". It is opposite of most surveys, and can lead to errors, or bias the results".
Page 1, next to "Bethel should do a better job in serving the diverse populations in the area" R wrote "Always room to improve". At better/worse/unchanged Q, R wrote "unknown been here 1 month" and marked no answer. Page 3, R wrote "Students are stopped
On page 4 next to race answer categories, R wrote "What's it matter?" and did not mark an answer. Next to sexual identity Q R wrote "What's it matte?" and marked no answer.
Page 4, R underlined "transgender" in the gender answers and wrote "This should not be offered as an option!" In sexual identity Q, R underlined "questioning" and wrote "what the heck is this????".
Page 1, better/worse/unchanged Q, R did not answer and wrote in "new this year"
page 3, section 2, Q1 R wrote "not a diverse enough community"
page 2, R marked "no" to "My supervisor has talked to staff about the organization's..." and wrote "only happened when I was hired"
Page 1: 1. R checked box 1 and 5... [may have been a mistake??]
Page 2: 6. R circled "disabilities" and wrote: We have to be in top physical shape to do the job Page 3: 1. R wrote: Can't pass physical requirements.
Page 2: under 1st instructions: R underlined "people you work with on a daily basis" and wrote: My division staff." under 2nd instructions: R wrote: My answers for "Citywide" Environment would be different - Considerably! Page 3: 7. R wrote: In m
Page 1: 10. options 2 and 3 are both X'd, but it appears 3 was scribbled out. Page 3: 1. Box 4,5,and 6 checked.
Handling negative language used by another in such a way as to try to educate the other person - two answers checked; no opinion, and somewhat agree.
On the last page of the questionnaire, all answers, except first language, were unmarked. "None of your business" was written next to each unanswered question.
On the question "From the list below, select two items that you think are barriers to increasing diversity at your organization, R marked 4 answers: Low turnover, Budget issues, Lack of outreach to diverse communities (and wrote next to it, -"it's limite
After the question "The people in my work environment are non-transgender phobic" R wrote: "Find something better to do!!!"
Next to questions "My manager has taken steps to ensure that acts of harrassment do not take place" and "My manager has taken steps to ensure that acts of discrimination do not take place" R wrote: "Don't know"
At the question, 'From the list below, select two items that you think are barriers to increasing diversity at your organization, R wrote a big, circled "N/A" across the answers. On the last page, R wrote and circled the word "No."
On the "barriers" question, R wrote N/A. I entered "NO ANSWER." On top of last page of survey, someone (R?) wrote "Sheriff's Office." Sexual Identity: In addition to "BISEXUAL" R marked "QUESTIONING".
On the "barriers" question (page 3), R marked "DOWNSIZING AND LAY-OFFS," "YOU HAVE TO KNOW SOMEONE TO GET IN" & "FAILURE TO VALUE CULTUREAL DIFFERENCS" as well as "LOW TURNOVER" & "BIAS IN RECRUITING AND HIRING," which I entered.
On page 2 and next to the "YES" or "NO" question: "My manager has taken steps to ensure that acts of harassment do not take place." R wrote in the margin: "unsure - haven't seen steps we have had a training"
Bottom of page one, next to marked answer category "UNCHANGED," R wrote in margin: " - Been good!"
Page 4, sexual identity question. R did not mark an answer category and wrote in margin: "Not your business Since when has this become a question in the workplace?"
On the page 3 "barriers" question, R selected only one item.
page 1: "I believe increasing workforce diversity is a good thing", R wrote "Just as long as safety and competence is maintained." page 4: On disability Q, R wrote in "L ear has slight deafness. AADD. Still able to do the job."
page 3: R marked 3 answers for first Q on page: Buget issues, Downsizing and lay-offs, and You have to know someone to get in.
Page 3, first Q: R wrote in "time availability there isnt the need here." and "Small building".
Page 3: Near "I enjoy my coworkers" R wrote "Most of them".
Page 4, R answered no to disability Q, and wrote in "Thank God!"
Page 3, R marked more than two answers to barriers Q at top of page: "Not enough qualified applicants", "Lack of outreach to diverse communities", "You have to know someone to get in".
Page 3, R put an * next to "I would recommend that a friend seek employement..." and "Overall, Bethel is an excellent...". At bottom of page R wrote "* I would have rated these differently two years ago prior to the start of our new superintendent. Since
On page 2 in response to the last 2 questions on the first section, the R wrote" These questions are phrased in such a way that contradicts my religious beliefs. I am willing to accept this people but I beleive that sexual orientation is a choice theymake
R inserted the words, "Discrimination itself" next to the answer categories for question one at the top of the page on page 3.
On Question #P3Q01: R. wrote the word "none" next to answer categoriesand did not chose any of them
On Page 1, first section,Q#3: R put, "Policies not ness. inforced or confronted" . Same section Q#7: R put, "Providing plenty/By-in another story". Same section, Q#12 &13: R put,"Test? Ask the same thing"
on Page 3, 1st Q. at the top of the page: R put, "Advertising is same newspapers not allocating money for permission to try others. (Department budget assumes burden of this).
Page 1, Section 1, Questions #11& #12: R did not chose an answer category but wrote in "In most instances yes agree-with my direct manager-No-" Page 3, Section 3, Question 1, "I enjoy my job 85% of the time"
Page 2, question about non-trangender phobic: R put "Glad to see this here!"
Page 1, question 13. "people are tired of hearing it. That alone i feel could cause problems" Page 2, #5" Unless new person had chip on shoulders then workmates become stand-offish, this is a2-way road. Page 2, #7 "I hada black person be racist to
P.3 1st question top of the page, R wrote in a 2nd reason "posting internally first"
On Page 4 the question about is english 1st language. "Where is the place to anser if english is not! You are what is, not if it is. This to me is not O.K. if you are not trying to discriminate...Just food for thought!"
Page 1,Q1 "Anti-conservative" Page 1 Q5 "The background should not matter. It's whether the person is best qualified" Page 2,Q 9 and 10, "Unacceptable question"
All on Page 1, Q5 "good job now", Q8"always room for more education", on question 10, "improving"
P.2 section 2 "Instructor do not attend regular staff meetings" and P3, section 2, "As I am an instructor I cover these issues, not encountered as an employee"
P1, section 1 in margin, it is enough but we can always do more.
P2, section 2 "Don't know, haven't been here that long"
P1, Q3 "but not followed" Q10 "my students" Page 2, section 2 "but not an open discussion- policy discussion broken off in middle they said they would continue it and they didn't" Page 3, section "great teaching job, bad dept."
P1, Q 5 "not many more lengths to go", P1, section 2: "continues to be excellent" P2, Q10 "Hard to say but my quess is" p.2, Q11 "New manager in a division with strong policies"
p1, last question "I am a new employee not applicable"
Page 4. Q6. R wrote: Indian (Karuk Tribe)
Page 3. Q1. R checked box 1,4 and 9. On 9 R crossed out the word "value" and wrote "understand some"
Page 1: Q13 R wrote: No basis for evaluation.
Page 4 Q8B: R checked box 1 and 2, and wrote: both.
Page 1: Q13: R wrote: I wasn't here a year ago. Page 2: Q12, 13, R wrote: Don't know Page 3: R wrote: Don't know- havn't been here long enough to know.
Page 1: 5: R wrote: They should hire the best person for the job, no matter the background 13: R wrote: Diversity for diversity's sake is silly - We need to hire people who are qualified. Many times current LCC staff, perfectly qualifeid or maybe work
Page 2: Q12, R wrote: Speech at beginning of school year Q13: R wrote: Same as above Page 3: 1: R arrow to "Budget issues" and wrote: Main issue!! Page 4: employment group?: R wrote: None of the above. I am a call-in supervisor.
Page 2: Q: R checked box 4 and 5 Q5: R checked box 4 and 5 Q6: R checked box 4 and 5 Q11: R wrte: But has organized for others to do so (about discrimination of disabilities, not harassment.) Q13: R wrote: Not sure Page 3: Q1: R checked boxes 4,5, an
Page 1: Q2: R wrote: non-family Q3: No enforcement Q4: too much family Q5: Past family Page 2: Q1: R wrote: If you're family Page 3: Q1:R wrote next to box 8, "Be family!" Q8: R wrote: If known to department, wouldn't help person.
Page 2: Q1-10: R wrote: Don't know- I tend to think some are, some arn't.
Page 1:13: R wrote: I don't have 1 year's expereince at this work place.
Page 2: Q1-5: R wrote: 90% Q12: R wrote: My manager is sexist. Page 3: Q1: R wrote: LCC has such a bias for hiring minorities that it is discriminating against current employees who would like the opportunity to advance. Q8: R wrote: I would recomend
continued from previous comment located on page 3 : ...it was intended make sure the most qualified would be hired. The college could save thousands of dollars if they had a simple policy. We hire the most qualified.
Page 3: Q1: R wrote by option 3: #1. --contracts
Page 1: Q3: R wrote: They don't back up their policies. Q12: R wrote: Things got worse upon reporting. Q13: R underlined: mental or physical disability. Page 2: Q2: R wrote: I am new to area- not to Lane Page 4: Q4: R checked yes and no, and wrote: In
Page 3: Q1: R checked boxes 1, 3, 6,and 9.
Page 2: top of page: R wrote Bus Tech Page 3: R checked boxes 3, 7 and 8.
Page 1: 14: R wrote: Don't know. I've only been there 3 months.
Page 2: Q11: R checked yes and no, and wrote: Only sexual harassment.
Page 2: Q12: R wrote: None that I know of
Page 1: Q2: R checkd box 4 and 5 and wrote: part time Q8 R wrote: tries Page 4: Q4: R wrote: Chronic pain.
Page 2: Q10: R wrote: As applied Homophobic seems inappropriate also.
Page 4: Q8: R checked Faculty and Classified Q9. R checked box 1 and 2
Page 4: Q3: R wrote next to option 1: Should say "30 or under" Q7: R wrote: 3-4.
Page 4: Top of page: R wrote: Should have also asked what level of education to see if there is a difference in perceptions based on that factor related to employment group.
Page 1: top of page: R wrote: This order is confusing.
Page 2: 11-13: R wrote: Actually, I'm not sure.
P2Q's7-10 R made emphasis with 3 x's in the "Strongly disagree" area.
P1Q14: R wrote: unknown, (started here Sep 04)
P1Q4,5: R wrote: I do mean this. P1Q6: R wrote:Too much of wrong kind. P1Q7: R wrote: Only if it's really regarding different backgrounds. Simply being a different race doesn't mean there's any real cultural difference. P1Q13: R wrote: True diversity
P1Q2: R wrote: NA there is no advancement P1Q14: R wrote: and that's not bad. P3Q1: R wrote: Eugene is not that great a place for minorities to live P4Q1-8B: R wrote: I'm not interested in being profiled to correlate my answers to any of these factors.
P1Q5: R wrote: Not quantity- should be better P1Q7: R wrote: Recent training out of date! P4Q5: R wrote next to "questioning":Do you mean of slef of of others?
P2Q11-13: R wrote: ? P4Q8A: R checked 1 and 2
P2Q12,13: R wrote: Don't know P4Q8A: R wrote: part-time.
P3Q9: R wrote: I cannot speak for the whole district.
P1Q12: R wrote: I did, and experienced more harassment.
P1Q14: R Wrote: This is my first year working at LCC P4Q6: R wrote: Spanish is my first langauage.
P2Q7-9: R wrote: Variable, see notes. P4Q5: R wrote: Blank
P1Q7: R wrote: Mandatory! P1Q13: R wrote: Define "diversity" R left page 2 blank P3Q9: R wrote: I have no reference to compare to.
P2Q11: R wrote: Not since I've been in this Dept. (Aug 6, 2004) P2Q12: R wrote: My manager (Director of Dept.) is rarely in his office. He is in meetings away from our bldg. most of every business day he couldn't tellyou if anyone is doing their job by
P1Q1: R checed box 1 and wrote "campus", then checked box 5 and wrote "office".
P4Q8B: R wrote: The situation I discribed with the 2 hirings was at the CLC where I teach - So not my instructional dept.
P1Q14: R circled "gender"...R drew arrow to "unchanged"
P1Q7: R crossed out "more" and wrote: Different P1Q13: R wrote: If it's on a deep level P2Q7-10: R marked X's by these, see open ended on P3.
P1Q14: R wrote: I wouldn't know P2Q10: R wrote: I have no experience to draw from here P2Q11: R wrote: @ orientation briefly I think P2Q12,12: R wrote: ? P3: R put a quesiton mark in box 6, R created another box, and wrote: Lack of understanding/knowl
P1Q9: R checked boxes 1 and 2. I (interviewer) checked box 1.
P1Q3-7: R wrote: Don't know. P1Q11: R checked boxes 4 and 5. I (interviewer) checked 4 P2Q1: R wrote: I work alone P2Q3-10: R wrote: Does not apply P2Q11: R wrote: ? Not me P2Q12,13: R wrote: ? Don't know P4Q8A: R wrote: ?
P2Q11: R wrote: New manager this fall P3Q!: R checked boxes:1,3, 4,5,6, and 7, (interivewer checked boxes 1 and 3).
P1Q4:R wrote: Dont know. P1Q14: R wrote: I don't believe sexual orientation should be included. P2Q6: R wrote Don't know. P2Q9,10: quesions are circled and R wrote: I dont think these areas should be included on the suvey P2Q11-13: R wrote:?, Don't kn
Page 4: R wrote: It is AGAIST Federal law to ask these questions!!!
P1Q14: R wrote: Only began working here this fall.
P1Q14: R wrote: Have not been here one year.
P4Q2: next to option 3, R wrote: Oh, Please! P4Q5: R wrote: NOYB
P1Q7: R wrote: My answers to this question would depend on how training is defined.
P1Q11: R checked 1 and 2, (I entered 1) P1Q12: R checked 4 and 5, (I entered 4) P2Q1: R checked 4 and 5, (I entered 4) P2Q5: R checked 3 and 4, (I entered 3) P2Q6: R checked 2 and 3, (I entered 3)
P2Q12,13: R wrote: Couldn't say... P3Q5: R wrote: Seriously! Management should not have this role. If you haven't learned how to deal w/ diversity by adulthood, it ain't something that can/should be mandated.
P1Q7: R wrote: Required trainings not just optional trainings which "preach to thie choir".
P1Q1: R checked boxes 2 and 4 (I entered 4) P1Q2: R checked boxes 2 and 4 (I entered 4) P3Q1: R wrote: 1) Entrenchement of values which are not acknowledged as biased, e.g. sexism. 2) Lack of follow up in everyday work with practice of tolerance + appr
P2Q12: R wrote: ? Like what? P3Q2: R circled "My skills" And wrote: What skills? Job skills? Diversity skills?
P1Q14: R wrote: Racism is a serious issue in Oregon; a very serious issue at LCC - all campuses. P3Q1: R checked 1,3,5,6-9 (I checked 1 and 3)
P1Q4: R wrote: In some departments. P3Q1: R checked 2,3, and 8,9. (I entered 2,3). P4Q8B: R checked 1 and 2 (I entered 1).
P1Q14: R wrote: N/A P2Q11-13: R wrote: Don't know.
P3Q1: R filled in boxes 1-9, but put X's in 1 and 7 as well. (I entered 1 and 7).
P1Q1: R checked 4 and wrote: Collegewide; and checked 5 and wrote: personally; (I entered 4) P2Q11-13: R wrote: New manager- and I've missed some meetings so no answer possible! P3Q1: R made another option and wrote: Eugene itself is not very diverse- N
P3Q01: R drew an arrow to option 4 and wrote: Also.
Top of page 1: R wrote: Lane ESD dist office
P3Q01: R checked 3 boxes; 2,4, and 6. (I entered 2 and 4) by box 6, R wrote: (Men).
P1Q02: R wrote: ? Don't know P2Q12,13: R wrote: ?
P2Q12,13: R wrote: We read and sign a policy paper at the district meeting.
P1Q14: R wrote: Have only worked here 4 months.
P1Q02: R wrote: Because we are a union and have a 'classification' for our job - in order to advance, we must apply for another job in the agency.
P1Q04: R checked 2 and 3, I entered 3 P1Q11: R checked 4 and 5, I entered 4 P1Q14: R wrote: N/A.
P2Q11,12,13: R crossed out "manager" in question and wrote in: agency
P2 bottom of page: under Qs 11-13, R wrote: This is the first year however. The above subjects have not needed to be talked about this year.
P2Q06: R checked 5 and put a "+" next to it.
P2Q06: R crossed off "welcoming" and wrote: tolerate.
P4Q05: R crossed out the entire question.
P1Q14: R wrote: was not employed 1 yr ago.
P3Q01: R added a checkbox and wrote: Lack of true diveristy in the area.
P4Q02: R checked Female, Male, Transgendered. (I entered no answer (9)).
P1Q14: R wrote: I did not work here last year.
P1Q14: R wrote: I wasn't here a year ago. P3Q07,09: R added extra X's to the right of "strongly agree" P4Q07: R wrote: 6 months.
P2Q12,13: R wrote: per policy. P3Q2-5: R wrote: I know this!
Top of P1: R wrote: I recieved this suvey because I work for Lane ESD - However this is a new job, and I just finished working for Lane County for seven years. I am answering this survey to be about Lane County, not ESD. P3Q01: R checked 3,4,5,and 6.
P3Q01: R checked 2,4,5, and 6. I entered 2 and 4.
P3Q06: R wrote: good/Bad days P3Q09: R wrote: ESD probably, classroom neg.
P4Q04: R circled 'walking' and wrote: sometimes.
P2Q's7-10: R checked boxes 3 and 4. I entered 4 for Q's 7-10 P3Q09: R wrote next to check box 5: !!!
P1Q13: R wrote: As long as 1st priority is qualified people I support this as a second priority.
P4Q07: R marked box 1 and 3. I checked 3
P1Q14: R wrote: However, this is my first year working for my employer so I'm choosing "unchanged" by default.
P3Q01: R checked 3 boxes: 2,4, and 6. I checked 2 and 4.