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.
“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.”
4,679 responses from 26,290 administered
Faculty and Staff
5,759 responses from 19,290 administered
Student response breakdown:
Administered to 19,757 with 3,070 respondents
Administered to 3,182 with 1,190 respondents
Administered to 3,351 with 419 respondents
Faculty and staff response breakdown:
Administered to 2,920 with 1,097 respondents
Administered to 16,155 with 4,624 respondents
Administered to 215 with 38 respondents
Response rates remain consistent over time:
*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.
2. Hawkeyes feel valued.
Iowa is a place where a majority of our students, faculty, and staff feel valued.
n= agreeing respondents | yellow = agree | black = disagree
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
|Primary workplace climate/culture||59%|
|Career advancement opportunity||43%|
|Lack of professional support||41%|
|Bias against individuals like me||41%|
|Unresolved conflict with colleagues/co-workers||22%|
|Recruitment by a different institution/employer||19%|
|Seeking more desirable geographic location||17%|
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.
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
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:
- Facilitate workshops to increase awareness and engagement with a variety of diversity, equity, and inclusion topics
- Address long-term strategies for building inclusive workplace climates.
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
2022 Student Survey Implementation and Analysis Team:
Associate Vice President and Executive Officer
Diversity, Equity, and Inclusion
The University of Iowa prohibits discrimination in employment, educational programs, and activities on the basis of race, creed, color, religion, national origin, age, sex, pregnancy (including childbirth and related conditions), disability, genetic information, status as a U.S. veteran, service in the U.S. military, sexual orientation, gender identity, or associational preferences. The university also affirms its commitment to providing equal opportunities and equal access to university facilities. For additional information on nondiscrimination policies, contact the Director, Office of Institutional Equity, the University of Iowa, 202 Jessup Hall, Iowa City, IA 52242-1316, 319-335-0705, email@example.com.