Address gender issues, sexual misconduct, bullying and discrimination at the root with COS. Our comprehensive climate survey was developed with the collaboration of over 25 preeminent researchers and experts in the field. The survey provides a valuable baseline climate measure to improve understanding of student and employee experience. It can reveal hidden issues that may threaten community safety and well-being before they develop into major problems.
Schools demonstrate their commitment to core values, such as compassion and mutual respect, in implementing the Climate Survey. It has been taken by 7th graders through college students, as well as faculty, staff and corporate employees.
The Survey does not ask for personally identifiable information about respondents, nor does it collect IP addresses. Results are confidential. The school administrator assigned to manage the survey process is the only person to receive the climate survey results for your school and only aggregate data will ever be shared.
The survey identifies the types and nature of sexual misconduct and gender harassment experienced and witnessed by our community. It identifies the sources, locations and populations affected by harassment, stalking, dating abuse, relationship violence, sexual assault, gender discrimination, sexual exploitation, cyber-related sexual and gender harassment and rape. Additionally, it assesses knowledge, attitudes, behaviors and bystander skills related to sexual misconduct and gender harassment.
How can we help?
Case Study #1
A newly appointed male Head of School faced disgruntled female faculty and staff, complaining of a long-standing bias against female leadership, women’s issues, and gender equality in verbal interactions with colleagues, students and even some high-profile parents.
We implemented our Climate Survey to gather objective data coupled with focus group discussions with faculty, students and staff. A task force was formed to analyze data, current and past practices, policies and procedures. COS worked collaboratively with the task force to produce a 2-year plan of improved training and education, clearer policies, and additional options for reporting incidents.
OUTCOME: Female members of the community report feeling better-supported and more comfortable. Overall climate on gender issues has improved for everyone based on results of retaking the Climate Survey.
“Thank you so much for the time, energy, and thoughtfulness you invested in the visit yesterday. You were so fully engaged from beginning to end, and clearly gave everything possible to us throughout the day. The materials, your enthusiasm, the perspective and expertise, and your reinforcement to all of us about the importance of this work were all meaningful and impactful. I arrived home last night after the parent gathering and was restless, simply because the day left me feeling full, encouraged, optimistic, and inspired – all because of the time you shared with us.”Headmaster
Incidence & Prevalence
Knowledge & Attitudes
Locations of Risk
Peer Institution Benchmarking
Populations at Risk
Could you use our help? Try these questions.
- If you have not had any formal reports of sexual misconduct, are you certain you don’t have unreported cases stemming from perceptions of your personnel, reporting process confusion, or other barriers?
- Are there specific groups in your community experiencing higher rates sexual misconduct, gender discrimination or harassment?
- Do you have locations on your campus where incidents of harassment or sexual misconduct are more likely to occur?