Background and Framing
After the launch of the Organizational Structures & Practices Undergraduate Education's Equity, Inclusion, & Diversity (UE EID) subcommittee in September 2020, we reviewed the most recent UE EID staff survey conducted in 2015: “Full Participation: Equity, Inclusion, and Diversity in the Division of Undergraduate Education.” Following recommendation 10 (pg 25) to Conduct Regular EI&D Related Surveys of Staff & Supervisors, we created a 2021 survey in order to understand the current state of EID in UE. In light of a 6 year gap in data, it was important to reevaluate our division to determine how to best focus our efforts.
In December of 2020, we set out to create an anonymous survey designed by staff for staff to allow for honest and authentic feedback from the UE staff. The questions we chose to include were in alignment with recent Vice Chancellor for Equity & Inclusion Oscar Dubón, Jr. and the Equity & Inclusion Core Leadership Team’s May 25 2021 statement on "liberation for our campus", the anniversary of the murder of George Floyd.
- 63% of UE staff somewhat or strongly agree that they can be their authentic selves at work. However, 36% feel neutral with or somewhat or strongly disagree with this statement.
- 85% of UE staff strongly or somewhat agree that their job supervisor has a significant influence on their job satisfaction, and shared factors that would increase their job satisfaction:
- 54% opportunities for promotion
- 47% sense of appreciation
- 44% flexible work schedule
- 40% transparent policies and practices
- 37% professional development opportunities
Staff are concerned about growth opportunities and job security.
"The lack of upward mobility and promotion for staff is what largely drives my disinterest in staying in my current position. It's just likely that I'll need to change roles, or even institutions, entirely to enhance my skill set."
“I like my current unit but am never sure about my job security - I'd like to work in it for six years or more but I've been on contract (as opposed to permanent) for many years.”
- 27% of respondents strongly agree that their unit's leadership is actively working towards strong representation of BIPOC staff at all levels, while 30% disagree or strongly disagree.
- When asked how EIDBJ were embedded in hiring and onboarding, 38% of staff answered "not sure."Only 18% of respondents report their unit as having a detailed onboarding plan, 42% aren't sure and 40% report that their unit does not have a detailed onboarding plan.
- Only 18% of respondents report their unit as having a detailed onboarding plan, 42% aren't sure and 40% report that their unit does not have a detailed onboarding plan.
Staff want more attention to EIDBJ in hiring.
"Make sure we have a diverse candidate pool when hiring. When we hired our last manager all of the finalists were white."
"More support and guidance from central HR on how to attract and hire more diverse candidates."
Staff have uneven experiences with onboarding depending on the unit.
"I felt welcomed, seen, and heard. I was given a thorough overview of my role but at the same time given the space to exercise new skills and grow. I felt trusted and integrated into the team that I was joining."
"There is no standard process across the division (that I am aware of) for a true onboarding experience. This leaves it up to individual managers/leaders and while some are excellent at creating an inclusive and diverse environment and experience, others are completely clueless as to providing any type of onboarding experience."
"It's pretty much sink or swim."
- A significant number of UE staff have either personally experienced (25%) or witnessed (32%) DHR at work.
- Of these folks the majority did not feel safe discussing their experience with their supervisor.
- Underrepresented Minorities are disproportionately experiencing DHR.
Staff are experiencing DHR from supervisors/leadership.
"A colleague in another unit shared with me that her supervisor is retaliating against her for requesting more pay. Since it doesn't involve me, I don't know what to do."
"This entire experience with my supervisor was extremely tramautic, and it made it difficult for me to focus on my job. I had to work with my supervisor for the next year before they voluntarily took up a job somewhere else."
"The supervisor who was exhibiting bullying behavior basically failed up and got a promotion... these issues are systemic, widespread, and go all the way up to the level of our top leadership on campus."
"It was my manager that was exhibiting this behavior."
"The parties responsible for the retaliation were the same parties I would have reported the incident to."
- Staff are more comfortable speaking with their colleagues than supervisors about issues of racial justice and systemic oppression.
- UE staff want to learn more about equity, inclusion, and anti-racism, and shared these topics they would like to learn more about:
- 54% how to be a better ally to BIPOC colleagues
- 53% how to create more equitable structures at UCB
- 49% how to be an anti-racist
