The 2022 Campus Climate Survey is a snapshot of the University of Iowa culture during the spring 2022 semester. This report identifies key takeaways from the survey and shows how Iowa’s 2022-2027 Strategic Plan will help address improvement areas.

Our History

The Campus Climate Survey takes a snapshot of our culture every two years. The first survey occurred in 2018, collecting feedback from faculty, staff, undergraduate, and graduate students. The university surveyed only faculty and staff in 2020 during the COVID-19 pandemic. The student survey was administered in 202 with a version for professional students. The 2022 survey was administered in March to the entire campus community.

Our Goals

We know we are not perfect. This survey holds our institution accountable and aims to proactively use these learnings to identify areas of change.  Specifically, this report:

  • Gives a voice to the campus community on DEI perspectives.
  • Provides clear direction to enact meaningful change.
  • Identifies trends over time. 
Liz Tovar

“The common thread from these findings is to continue our focus on unifying our campus culture.
To do this, we will continue to work with the strategic plan and campus leadership to build a common feeling of respect and accountability as outlined in our institutional mission and values.”

Dr. Liz Tovar
Executive officer and associate vice president
Division of Diversity, Equity, and Inclusion

18 %


4,679 responses from 26,290 administered

30 %

Faculty and Staff

5,759 responses from 19,290 administered

Student response breakdown:

16 %


Administered to 19,757 with 3,070 respondents

37 %


Administered to 3,182 with 1,190 respondents

13 %


Administered to 3,351 with 419 respondents

Faculty and staff response breakdown:

38 %


Administered to 2,920 with 1,097 respondents

29 %


Administered to 16,155 with 4,624 respondents

18 %


Administered to 215 with 38 respondents

Response rates remain consistent over time:

Responses over time chart

*The student survey was not administered in 2020 due to the COVID-19 pandemic.

Why this matters:  The consistency of responses gives us a more holistic picture of our campus climate over time. The results of these findings are consistent with previous surveys.

Trends show our path forward:  Each of the five areas below has received consistent responses in the three surveys completed (2018, 2020, 2022).   This consistency gives us a clear path on areas of focus to provide a more welcoming and inclusive environment.

1. Students feel faculty encourage expression of diverse viewpoints.

While students reported mixed experiences with positive faculty interaction, Iowa continues to provide exceptional teaching and transformative educational experiences.


Undergraduate Students



Graduate Students



Professional Students


n=agreeing respondents | yellow=agree black=disagree


Supporting strategic plan tactics:



2. Hawkeyes feel valued.

Iowa is a place where a majority of our students, faculty, and staff feel valued.


Undergraduate Students



Graduate Students



Professional Students





n= agreeing respondents | yellow = agree | black = disagree

Supporting strategic plan tactics:



3. Campus culture impacts retention.

Reasons for faculty and staff considering leaving were related to workplace culture.




Faculty, Staff, and Postdoctoral students who responded
said they thought about leaving Iowa last year.

n=2,904 agreeing respondents | yellow = agree | black= disagree


Reasons for considering leaving:
Percentage of respondents
Salary/better compensation


Primary workplace climate/culture 59%
Career advancement opportunity 43%
Lack of professional support 41%
Bias against individuals like me 41%
Campus climate/culture 26%
Unresolved conflict with colleagues/co-workers 22%
Personal/family reasons 19%
Recruitment by a different institution/employer 19%
Seeking more desirable geographic location 17%


Supporting strategic plan tactics:



4. Commitment to DEI is important to us.

While we can always improve, our institution embodies its mission and core values of creativity, community, excellence, inclusivity, and integrity.


Undergraduate Students



Graduate Students



Professional Students





n=agreeing respondents | yellow=agree black=disagree

Supporting strategic plan tactics:



5. Bias impacts the workplace.

While a large number of our faculty and staff respondents (64%) did not report experiencing negative bias, those who did indicate it impacted their work performance, health, or confidence to some extent.


Faculty, staff, and postdoctoral respondents who reported experiencing negative bias.


When asked about the areas in which negative bias impacted them, these respondents answered:


Bias interfered with my work performance



Bias caused me to consider leaving the university.



Bias affected my mental and/or physical health



Bias eroded my confidence in my abilities


n=agreeing respondent | yellow=agree black=disagree

Supporting strategic plan tactics:



Next Steps

Following the release of this report, the Division of Diversity, Equity, and Inclusion staff are immediately engaging representatives at University of Iowa colleges and units to discuss this data.

College/Unit leadership is encouraged to increase awareness of the findings from this survey at a unit/departmental level and to inform the implementation of the 2022-2027 Strategic Plan goals and tactics. Especially those leading to expanding DEI commitment, addressing negative workplace culture, and strengthening educational efforts at all levels.

Within and beyond the scope of these specific reports, our division’s staff are also available to:

  1. Facilitate workshops to increase awareness and engagement with a variety of diversity, equity, and inclusion topics
  2. Address long-term strategies for building inclusive workplace climates.

2022 Student Survey Implementation and Analysis Team:

The team:

The division would like to thank the following for their work and support of the Campus Climate Survey efforts.

  • Matt Anson, Office of Assessment  
  • Kimberly Carter, Office of the Executive Vice President & Provost  
  • Steven Edwards, Division of Diversity, Equity, and Inclusion
  • Jiongting Hu, University Human Resources  
  • Bria Marcelo, Division of Diversity, Equity, and Inclusion  
  • Isandra Martínez-Marrero, Division of Diversity, Equity, and Inclusion 
  • Dawn Moore, Information Technology Services  
  • Maurine Neiman, College of Liberal Arts & Sciences  
  • Chuy Renteria, Division of Diversity, Equity, and Inclusion 
  • Erin Stresow, Division of Diversity, Equity, and Inclusion 
  • Charlie Taylor, Division of Diversity, Equity, and Inclusion  
  • Elizabeth Tovar, Division of Diversity, Equity, and Inclusion  

Learn more.

Speech Bubble Two

Strategic Planning Discussions

Elizabeth Tovar

Associate Vice President and Executive Officer 

Diversity, Equity, and Inclusion   


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Campus Climate Survey

Isandra Martínez-Marrero

Director of Cultural Engagement and Analytics

Division of Diversity, Equity, and Inclusion   


Training Opportunities

Brianna Marcelo 

Director of Inclusive Education & Strategic Initiatives 

Division of Diversity, Equity, and Inclusion   


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Media Inquiries

Charlie Taylor

Senior Advisor, Director of Communications

Division of Diversity, Equity, and Inclusion


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