EQUALITY GUIdE - KU Leuven

50 Equality Guide
Attitudes to equal opportunities
and diversity
Attitudes to projects
! Between hetero and LGB respondents (MW).
! Between respondents with and without disabilities (MW).
! Between Belgian and non-Belgian nationalities (MW).
! Between languages (KW).
! Compare with the responses about discrimination, intimidation and bullying
(do people who experience discrimination, intimidation and/or bullying have a
lower score on well-being than the others?).
! Within faculties and departments (KW).
! Between exact and human sciences (MW).
! Between academic and administrative/technical personnel (MW).
! Between age categories (KW).
! Between women and men (MW).
! Between hetero and LGB respondents (MW)
! Between respondents with and without disabilities (MW).
! Between Belgian and non-Belgian nationalities (MW).
! Between languages (KW).
! It can also be interesting to look at some items separately, depending on the
importance you think it may have in your organization.
! Idem attitudes to equal opportunities and diversity.
! It can also be interesting to pick out items and make group comparisons (e.g.
see in what way women and men think differently about the 1/3-2/3 directive
for boards and committees).
3.7.9. What can the scores and the comparisons tell you?
If you want to interpret the scores of the different parts, it can be important to look at
subscales separately or to look at scores in combination with the score of other parts.
The subscales of part one can tell a lot about the different aspects of the organizational
climate of each department or faculty in your organization. For example, if the score
on the ‘Supervisor’s openness to equal opportunities’ scale is low in one department
compared to others, then it can be useful to make this supervisor more aware of equal
opportunities matters. Another example: if staff from another ethnic background have a
lower score on the ‘Welcoming and integration’ and ‘Relationships with colleagues’
subscales than staff from a Belgian background, it may mean that cultural differences
play a role in this matter and that all staff should be made aware of it or get training in
it. This score can also be linked to the responses about discrimination and intimidation
from part two. If staff from other ethnic backgrounds experience discrimination by
colleagues, then this is a more probable reason for the lower scores on the two subscales
mentioned above. As for the part about attitudes to projects, you can actually
measure whether the target groups of your initiatives appreciate what you have done.
The data comparisons or combinations you make depend on what you want to investigate
and this can differ from organization to organization.