Tag: Safety

  • Understanding College Safety Concerns | RNL

    Understanding College Safety Concerns | RNL

    “I’m scared to walk alone at night.”

    “What if someone targets me because I’m Muslim?”

    “Will I be safe being openly gay on campus?”

    These aren’t just random comments—they’re real voices from our latest research, and they stopped me cold.

    For the past three years, RNL and ZeeMee have been diving deep into the emotional landscape of college planning. Our latest pulse survey (our third round!) reached over 2,600 high school seniors through the ZeeMee app, and their responses about safety concerns left me genuinely shaken.

    Last year, we added a crucial question: we asked students who expressed worry about their safety in college to tell us, in their own words, what specifically scared them. Their candid responses paint a vivid— and sometimes heartbreaking—picture of what’s keeping our future college students up at night.

    Here’s what they told us, unfiltered and unvarnished.

    Understanding college safety concerns

    Every night, a high school senior lies awake somewhere in America, staring at their college acceptance letter. But instead of dreaming about new friends and future possibilities, they’re wrestling with darker questions: “Will I be safe there? Will I belong? Will someone hurt me because of who I am?”

    These aren’t just passing worries. They’re the heavy weight on students’ hearts as they contemplate their next big step. Through hundreds of candid conversations with students, we’ve uncovered the raw, unfiltered truth about what keeps them up at night. Their voices—brave, vulnerable, and achingly honest—paint a picture of what safety means to Generation Z and why traditional campus security measures are just the beginning of what they need to feel truly secure.

    After analyzing hundreds of student comments about their safety concerns, 10 clear themes emerged, revealing how identity, background, and lived experience shape their fears. Understanding these concerns is crucial for colleges aiming to create safer, more supportive environments.

    1. Personal safety and physical harm

    Across all groups, students expressed anxiety about their physical safety on campus and in surrounding areas. Random attacks, mugging, and the general unpredictability of urban environments were frequent concerns.

    • “I’m worried about approximate safety, like the area’s crime rate or state. There’s always going to be dangers.” – First-Generation Male
    • “Being alone at night or generally in an open area with few people.” – First-Generation Female
    Takeaway for institutions:
    • Provide real-time crime alerts and transparent reporting about campus safety statistics.
    • Partner with local authorities to increase security presence around campus.
    • Encourage students to use campus safety apps for safe travel between locations.

    2. Sexual assault and gender-based violence

    Female and non-binary students, regardless of generation status, are consistently worried about sexual assault, harassment, and gender-based violence. Parties, walking alone at night, and navigating unfamiliar environments amplified these fears.

    • “Rape culture is real. Parties can be dangerous, and not knowing who to trust makes it worse.” – Continuing-Generation Female
    • “I’m suicidal and afraid of being raped.” – First-Generation Non-Binary
    Takeaway for institutions:
    • Expand bystander intervention training for all students.
    • Ensure that Title IX resources and reporting processes are well-publicized and easily accessible.
    • Provide self-defense classes and safe-ride programs for students traveling after dark.

    3. Safety in new and urban environments

    Moving to a new city or a high-crime area was a significant concern, particularly among first-generation students unfamiliar with city living.

    • “The area of the college I chose is notoriously dangerous.” – Continuing-Generation Female
    • “Since I’m out of state, I won’t know who to trust, especially in a big city.” – First-Generation Female
    Takeaway for institutions:
    • Offer city orientation programs to help students identify safe routes, neighborhoods, and resources.
    • Highlight partnerships with local authorities and emergency services.
    • Make campus safety maps available, showing emergency call boxes and security patrol zones.

    4. Racial and ethnic discrimination

    Concerns about racism, hate crimes, and bias were prominent among students of color, especially first-generation and male students. Black, Muslim, and international students frequently mentioned fears of being targeted because of their identity.

    • “Since I’m African, racism and all that.” – First-Generation Male
    • “I’m a Black Muslim woman. Being assaulted, being hate-crimed, Islamophobia.” – First-Generation Female
    Takeaway for institutions:
    • Create visible reporting channels for bias-related incidents.
    • Provide diversity and inclusion training for campus staff and students.
    • Ensure campus police and security are trained in cultural sensitivity.

    5. Isolation and being alone

    Being away from family and trusted support systems was a significant source of anxiety, especially for first-generation students. Women were more likely to express concerns about being alone while navigating new environments.

    • “I would be alone away from home. Just knowing that anything could happen and I wouldn’t have that support system to call on.” – First-Generation Female
    • “I’ve never lived away from home and don’t know if I’m ready to make safe decisions all the time.” – Continuing-Generation Male
    Takeaway for institutions:
    • Establish peer mentorship programs to help new students build connections.
    • Promote campus counseling services, emphasizing their accessibility.
    • Encourage students to join student organizations for community-building.

    6. Campus safety and security measures

    Many students, regardless of gender or generation status, questioned whether campus safety protocols were robust enough to protect them.

    • “What if someone sneaks onto campus or tries to harm me?” – First-Generation Female
    • “Sometimes the safety measures that are there aren’t enough.” – Continuing-Generation Male
    Takeaway for institutions:
    • Regularly assess and update campus security protocols.
    • Provide students with clear information about emergency procedures.
    • Ensure dormitories and common areas have secure access systems.

    7. Substance use and peer pressure

    Students were wary of the prevalence of drugs and alcohol on campus, especially in social settings where peer pressure could lead to unsafe situations.

    • “Narcotics float around campus daily, causing self-harm to other students.” – Continuing-Generation Male
    • “I’ve heard some college guys spike drinks, and it isn’t safe to go places alone.” – First-Generation Female
    Takeaway for institutions:
    • Promote alcohol and drug education programs during orientation and throughout the year.
    • Partner with student organizations to create substance-free social events.
    • Ensure campus safety staff are trained to handle substance-related emergencies.

    8. Mental health and well-being

    Many students expressed worries about managing their mental health while adjusting to college life, especially those from first-generation backgrounds.

    • “I struggle with anxiety, and being in unpredictable places worries me.” – First-Generation Female
    • “Just any fighting or being depressed.” – Continuing-Generation Male
    Takeaway for institutions:
    • Expand mental health resources, including counseling and peer support groups.
    • Train faculty and staff to recognize signs of mental health struggles.
    • Promote mindfulness and stress-relief programs on campus.

    9. LGBTQ+ safety and acceptance

    LGBTQ+ students are worried about harassment, discrimination, and feeling unsafe in gendered spaces.

    • “I’m trans and nowhere really feels safe to be trans.” – First-Generation Non-Binary
    • “I look like a cis male even though I am AFAB. I’m worried about my safety using the women’s bathroom.” – Continuing-Generation Non-Binary
    Takeaway for institutions:
    • Ensure that gender-neutral restrooms are available across campus.
    • Promote LGBTQ+ resource centers and support groups.
    • Train campus staff on LGBTQ+ inclusivity and safety.

    10. Gun violence and mass shootings

    With the rise in school shootings, concerns about gun violence were prevalent across all demographics.

    • “The reality of increasing school shootings really scares me.” – First-Generation Female
    • “How easily accessible and concealable guns are.” – Continuing-Generation Male
    Takeaway for institutions:
    • Conduct regular active shooter drills and safety trainings.
    • Ensure campus police are equipped to handle potential threats.
    • Promote anonymous reporting systems for suspicious activity.

    Building safer campuses: Where do we go from here?

    While each student’s experience is unique, the themes that emerge highlight common anxieties that colleges and universities must address. Institutions can make campuses feel safer by:

    1. Improving transparency: Regularly update students on campus safety protocols and crime statistics.
    2. Strengthening support systems: Expand counseling, mentorship, and peer support programs.
    3. Enhancing security: Invest in access-controlled dorms, safe-ride programs, and emergency call boxes.
    4. Promoting inclusivity: Ensure students from marginalized communities feel protected and respected.
    5. Empowering students: Provide self-defense classes, bystander training, and safety resources.

    Behind every statistic in this report is a student’s story – a first-generation student wondering if they’ll make it home safely from their late-night library sessions, a transgender student searching for a bathroom where they won’t be harassed, a young woman calculating the safest route back to her dorm. Their fears are real, their concerns valid, and their hopes for a safe campus environment are deeply personal.

    The path forward isn’t just about adding more security cameras or emergency phones, though those matter. It’s about creating spaces where every student can exhale fully, knowing they’re physically safe and emotionally secure. Where belonging isn’t just a buzzword in a campus brochure but a lived experience. Safety means being free to focus on learning, growing, and becoming—without constantly looking over your shoulder.

    This isn’t just a challenge for institutions—it’s a sacred responsibility. Because when we promise students a college education, we promise them a chance to transform their lives. And that transformation can only happen when they feel truly safe being themselves. The students have spoken. They’ve shared their fears, hopes, and dreams for safer campuses. Now it’s our turn to listen—and, more importantly, to act.

    Read Enrollment and the Emotional Well-Being of Prospective Students

    2024 Enrollment and the Emotional Well-Being of Prospective Students2024 Enrollment and the Emotional Well-Being of Prospective Students

    RNL and ZeeMee surveyed 8,600 12th-grade students to understand their anxieties and worries of students during the college search process. Download your free copy to learn:

    • The greatest challenges for 12th graders about the college planning process
    • The barriers keeping students from applying to college
    • The social fears of college that keep prospective students up at night
    • The top safety concerns of students
    • What excites and encourages students about the college journey
    • How students describe these anxieties, stresses, and fears in their own words

    Read Now

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  • Psychological Safety in the Doctoral Context

    Psychological Safety in the Doctoral Context

    by Jayne Carruthers

    The doctorate is a subjective experience demanding the re-evaluation of ways of thinking, the navigation of intense emotions, and the adaptation of behaviours by the candidate to achieve new learning goals, transforming the candidate from a consumer to a creator of knowledge. Candidates often face uncertainty and enter a state of liminality during this process, feeling caught between old beliefs and new insights, which can lead to discomfort and feeling ‘stuck’. To navigate this liminal space, candidates benefit from a change in perspective supported by transformative learning. While much of the focus in doctoral support is on the candidate avoiding negative experiences during this process, there is limited attention given to the candidate’s role of self-awareness and self-management. Reflexivity provides one such option to consider.

    Reflexivity is a cognitive, or thinking, process that enables individuals to move beyond simple reflection, fostering self-awareness and exploring different options for progress. While candidates have demonstrated its usefulness in understanding their doctoral journeys, further research is needed on initiating and sustaining this process independently. This ability to learn and develop autonomously is essential, as doctoral programs require candidates to show evidence of becoming independent researchers. In organisational literature, reflexivity has been demonstrated to enhance information processing, helping employees understand what, why, and how of learning and change. It enables adjustments in both task execution and personal approach. Moreover, team psychological safety has been demonstrated to be crucial for effective team reflexivity. However, variations in terminology and definitions related to psychological safety limit the extension of this construct beyond the organisational context.

    A body of conceptual research adopting a Theoretical Integrated Review (TIR) approach was conducted, with findings highlighting historical use, providing theoretical insights, and clarifying a generalised definition of psychological safety with relevance beyond the organisational setting. Psychological safety is an internal process that helps individuals manage distress, influencing their thoughts, feelings, and actions. It plays a crucial role in growth and development by connecting motivation and goal-directed behaviour, providing the opportunity for a generalised definition:

    Psychological safety is a dynamic intrapsychic construct drawn on by individuals to mitigate actual or foreseen distress. The presence or absence of psychological safety is influenced by context, the individual’s existing psychological frames of reference, and current and future motives relating to an endeavour.

    This understanding allows the absence or presence of psychological safety to be considered in broader contexts, including independent learning settings like doctoral programs. To explore this potential, a body of qualitative research was conducted with six volunteer PhD candidates enrolled at a regional Australian university awaiting feedback on their theses.

    Using the vignette methodology technique to present short fictional scenarios regarding experiences of doctoral knowledge uncertainty, the researcher conducted semi-structured interviews to understand how doctoral candidates deal with knowledge uncertainty. This approach encouraged interviewees to discuss their experiences without the pressure of direct questions, facilitating open discussions about managing uncertainty. At the end of the interviews, findings from the conceptual research were shared, and feedback was gathered on their benefit as a basis for candidate support. The interviews were recorded, transcribed, and thematically analysed.

    All six interviewees described experiences with knowledge uncertainty and agreed that the conceptual research findings on psychological safety could improve opportunities for candidate support and warranted further investigation. The analysis of the interviews revealed that the interviewees’ experiences of uncertainty stemmed from intrapersonal, interpersonal, and university governance-level interactions. While similarities existed based on stages in the doctoral program, no strong recurring theme of uncertainty emerged. Notably, the differences lay in how the interviewees discussed their experiences of uncertainty.

    Some interviewees emphasised the importance of interpersonal support to help them progress:

    … the Confirmation panel Chairperson insisted that I rework my research question … I found it confusing. I felt that I must have grossly mistaken something …. my supervisor just said, okay, well, rebuild methodology … I felt uncertain. But she was very encouraging and supportive … I got through the second time, no questions asked …                                                                                                                                                                                                 Interviewee Steve

    … my methodology was underdeveloped … I was asked to resubmit this section to the confirmation panel … I was stressed about it having to be perfect because I thought failing would be the worst thing in the world.  … I remember that being a big thing … I was embarrassed, … an extra hurdle because no one else I knew needed to resubmit … my supervisors were empowering … they both said, redo what you need to … You’ll get through. You’re going to be okay.                                                                                                                                                                                                                                                 Interviewee Amy

    Other interviewees’ narratives shifted from reflection to reflexivity, demonstrating self-awareness and developing metacognitive strategies to navigate their uncertainties.

    So yeah, it was an unhappy period. It was a couple of months of really hating what I was, what I’d done to myself in choosing this particular topic…I just had to ride that wave, you know, think it through, think, really think about what I was doing and why I was doing it, what the product was, what the process was and what the result needed to be in the end. 

                                                                                                                                     Interviewee Julie

    … a big part of my uncertainty was about paradigms … I couldn’t write my methodology. … I was just not convinced … if I can’t believe in these views about knowledge and reality, I can’t write about this stuff. So that was a hurdle …  I was sometimes reading without knowing what would come of it. … then it felt like, oh, this is it … what had been a major period of uncertainty had also been a cognitively shifting one that changed my perception of the world.                                                                                                                Interviewee Jack

    The extracts illustrate how interviewees navigated uncertainties and liminal spaces, utilising various strategies to move forward. Some narratives show less use of self-awareness, relying on interpersonal support, while others reflect and use reflexivity as a proactive, independent approach to managing uncertainty.

    Understanding psychological safety as a multi-dimensional construct and appreciating its demonstrated moderating effect on reflexivity in the workplace provides an opportunity for further investigation. The differences in interviewees’ narratives offer valuable insights regarding reflexivity and the doctoral experience of uncertainty, collectively establishing a basis for exploring psychological safety in the doctoral context.

    Jayne Carruthers is a PhD candidate in SORTI, a research centre based in the School of Education at The University of Newcastle, Australia, where she works as a Research Assistant. With a background in Adult Education and Positive Psychology, she has a well-developed interest in fostering autonomous learners. Her PhD research explores psychological safety within doctoral learning and development. Her recent publications include “Conveying the learning self to others: doctoral candidates conceptualising and communicating the complexion of development”

    Author: SRHE News Blog

    An international learned society, concerned with supporting research and researchers into Higher Education

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  • Build Psychological Safety and Fun Into the Workplace to Reduce Overwork and Burnout – CUPA-HR

    Build Psychological Safety and Fun Into the Workplace to Reduce Overwork and Burnout – CUPA-HR

    by CUPA-HR | September 28, 2022

    In the wake of the Great Resignation and talent recruitment challenges, heavy workloads have led to stress and burnout for some employees. One way higher ed HR pros can help identify sources of stress and mitigate burnout is by considering employees’ work environments. Are invisible pressures placed on employees, causing team members to downplay or hide their concerns about heavy workloads, or can employees be honest about their concerns and feel comfortable bringing their whole selves to work each day? How would employees describe the atmosphere where they work? Are levity and humor weaved into the workday, or is the lack of levity contributing to feelings of being overwhelmed?

    In the recent CUPA-HR virtual workshop, How to Manage Unmanageable Workloads, presenter Jennifer Moss explained how building psychological safety and bringing the fun back to work can reduce the impact of overwork and burnout. So what is psychological safety, and how can HR integrate it and the elements of fun and play into the workplace?

    Increase Psychological Safety

    “Psychological safety is the ability to reveal one’s true self and opinions without fear that doing so will lead to negative repercussions in terms of reputation, career, status or relationships with others,” explains Why Psychological Safety Matters Now More Than Ever, an article in the Spring 2021 issue of Higher Ed HR Magazine. Teams with high psychological safety see more open conversations between team members and managers about their work. They feel comfortable sharing honestly because they know they won’t be punished simply for doing so.

    Read the article to learn how HR pros can elevate psychological safety in the workplace by attending to systems and structures, supporting employees to forge connections, and fostering a learning orientation.

    Bring Back the Fun

    Although HR has much serious work to do, leaders can look for opportunities to incorporate fun, where appropriate. The application of fun and play has been shown to reduce stress and feelings of burnout while also improving creativity and productivity in working environments. Having fun at work has shown to have a positive impact on employee morale, engagement and camaraderie, all of which collectively have an influence on an organization’s culture. Here are some ideas to bring back the fun and stimulate play in the workplace.

    Encourage Humor

    Similar to incorporating more fun into the workplace, there are also plenty of benefits to weaving humor into the workplace. This element of work is sometimes considered non-essential but has many emotional and physical benefits that make us happier and healthier at work. Humor builds trust in relationships; a culture where it’s okay to admit failure; and happier, healthier employees. Learn how to conduct a humor audit to analyze where your workplace humor went right and ways to use it more effectively.

    Related resources:

    Health and Well-Being Toolkit (CUPA-HR members-only toolkit)

    How to Bring the Fun at Work (Higher Ed Workplace Blog)



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