By “climate,” we mean features of the Anderson environment, especially social or interpersonal dynamics, which shape the opportunities and daily work experiences of the Anderson faculty. Climate includes—but is not limited to—matters relating to equity, diversity and inclusion, and may be significantly shaped by institutional infrastructure, job structure, and school policies.
Is participation voluntary?
Yes. Participation is completely voluntary.
Will information about me and my participation be kept confidential?
Your responses and participation will be kept confidential, and results will be reported anonymously.
Information obtained in connection with this survey will be aggregated and used primarily to guide efforts to strengthen the faculty climate at UCLA Anderson. Where demographic information might indirectly identify participants due to small group sizes, findings will reference superordinate groups that are large enough to protect individual identities. For example, findings might aggregate on underrepresented racial groups as a single category (vs. as individual racial groups). Reporting will always be at the group level, and only the research scientist and research assistant in the BruinX office (under the UCLA Office of Equity, Diversity and Inclusion, or UCLA EDI) will have access to individual responses. (Responses to open-ended items—and selected demographic information associated with those responses—may also be shared with Lillie Hsu, the UCLA EDI representative preparing the final report. Any inferences Ms. Hsu may make about individual identity will not be included in the report.)
If responses to an open-ended item would add context or richness to findings, we may include quotes in the final report. We will, however, only do so if anonymity can be maintained. If we find that we cannot reproduce the text without revealing an individual’s identity, we will not include it in the report.
What are the potential benefits if I participate?
After the survey window closes, the BruinX office will compile all responses and piece together an overall picture of climate within the Anderson School, as a whole, as well as for respondents within individual areas. Our analyses will identify domains in which the school and individual areas excel in terms of equity, diversity and inclusion, as well as domains in which there is room for improvement. Findings and recommendations will be presented in a report provided to the Executive Vice Chancellor and Provost, and to the Anderson dean, area chairs and faculty.
What if I don’t want to answer a certain question?
There could be questions that you are uncomfortable answering or to which you would simply prefer not to respond. You may skip any question you do not wish to answer, without penalty.
What if this survey doesn’t cover my personal experiences of bias, harassment, or discrimination?
Toward the end of the survey, you will have the opportunity to describe anything you are thinking or feeling that has not been adequately captured by this survey.
Whom can I contact if I have questions about this survey?
If you have any questions or concerns about the research, please contact us at email@example.com. If you have specific questions about the survey, you may contact Lillie Hsu at firstname.lastname@example.org or Laura Siegel at email@example.com (both in the Discrimination Prevention Office).