Community and Isolation
- A primary reason for staff interest in working at a small college in the first place is to work with students; however, this interaction and sense of community for many staff is limited due to their offices on the edges of campus and often solitary, computer-oriented work.
- A shift has occurred in inter-staff (especially supervisor-staff) relations in that the college often feels more run as a corporation and has moved away from its emphasis on community and family despite still being a relatively small campus.
- One’s status as an exempt or non-exempt staff often overlaps with their access to the community of Davidson.
- Staff in some non-exempt jobs, like some physical plant roles, feel a burden to assert their own humanity and worth in their jobs on the campus and feel largely ignored and excluded by the campus at large.
- Some staff do not feel welcome or fully included in their workplace due to microaggressions or a larger campus culture that largely excludes consideration of their marginalized identities.
Agency, Access, and Flexibility
- Some staff do not experience many issues in their workplace due to a degree of agency over their own work or the flexibility in their job schedules to take on projects to address their needs. For other positions on campus, such flexibility and agency is not possible, and these staff experience the most silencing and exclusion in addressing the issues they face.
- Over the years, Davidson has been a difficult place for employees who wish to report instances of workplace harassment. The smallness of the campus has manifested in the past in that the person they would want to report has a relationship, marital or familial, with someone who works in a department like Human Resources, for instance.
- Some staff do not feel as though they can speak up, whether directly to their supervisor or indirectly through Human Resources, about the issues they are experiencing because the small nature of the campus and various departments makes it possible for them to be identified and can allow for forms of retribution against the staff member in their workplace. This can be retribution perpetuated by their supervisor or social retribution through coworker interactions.