Diversity: Faculty and other academic personnel
UC Campus Diversity Efforts
All 10 campuses have implemented a wide variety of measures to recruit and retain a more diverse faculty. The following are some examples:
Associate Vice Chancellor/Vice Provost for Equity, Inclusion, and Diversity Positions and Offices
All campuses have a dedicated senior leadership position that oversees matters of inclusion and diversity, engages the Academic Senate in effecting campus change, and spearheads the strategic vision planning related to diversity and inclusion initiatives. At some campuses, the office of equity, inclusion, and diversity oversees all aspects of faculty searches, from conceptualization of the search plan to the proposal of the final candidate, and supports search committees in handling challenging issues and conflicts of interest.
Increased Use of Statements Describing Contributions to Diversity in Faculty Recruitment and Advancement
All candidates for faculty positions are given the opportunity to provide a Contributions to Diversity statement as part of their application. Many review committees have been instructed to evaluate and weigh such contributions in making their short list recommendations. Most faculty job postings describe a commitment to diversity and inclusion as an integral component of excellence for UC faculty.
Search Committee Trainings and Workshops
At all campuses, members of faculty search committees are required to participate in a training or workshop on how implicit and institutional biases influence recruitment pools and evaluation of candidates, and also learn best practices for reducing the impacts of such biases. Campuses such as UC Berkeley and UCLA provide extensive resources for faculty search committees. See Search Guide for senate faculty searches, “Guidelines for Departmental Policy: Creating an Effective Faculty Search Process”, and https://equity.ucla.edu/programs-resources/faculty-search-process/faculty-search-committee-resources/. UC Santa Cruz provides a Diversity and Inclusion Certificate Program for faculty and staff to help foster an inclusive environment on campus for all faculty, staff, and students (http://diversity.ucsc.edu/training/certificate_program/index.html).
Faculty Recruitment Search Plans
All campuses have faculty recruitment search plans to conduct broad, inclusive, and equitable searches for excellent faculty that may contribute to more robust applicant pools. At UCLA, for example, before conducting a search, the department chair develops a search committee, including faculty who are committed to diversity and excellence (https://equity.ucla.edu/wp-content/uploads/2016/05/EDI-Faculty-Search-Process-Policy-Memorandum-v2016.03.09-1.pdf). At UC Santa Cruz, all faculty search committees are required to have a Diversity Liaison. The search committee chair and the Diversity Liaison are required to attend fair hiring training, which includes implicit bias information.
Faculty Equity Advisors
All campuses appoint Faculty Equity Advisors (FEAs) who participate in the strategic planning for diversity that is part of the academic program review, making sure that diversity is a meaningful part of the department or school’s self-assessment and plans for future success. FEAs also serve as a resource to ensure equity and inclusion in faculty searches, advancement and retention cases and the evaluation of faculty contributions to diversity in merit and promotion. FEAs also consult with graduate admissions committees to ensure equity and inclusion in graduate admissions and fellowships. Finally, FEAs serve as a resource for promoting a positive department climate by contributing to policies and practices that support equity and inclusion, such as climate surveys and effective responses to identified climate issues. The following are links to examples: http://facultydiversity.ucsd.edu/fea/and http://diversity.berkeley.edu/faculty-equity-advisors.
Chancellor's Postdoctoral Fellowship Program
Most campuses have a Chancellor's Postdoctoral Fellowship Program, which offers postdoctoral research fellowships, faculty mentoring, and eligibility for a hiring incentive to outstanding scholars in all fields whose research, teaching, and service will contribute to diversity and equal opportunity at the University of California. The following are links to examples: http://academicpersonnel.ucmerced.edu/resources/academic-titles/postdoctoral-scholars/chancellors-postdoctoral-fellowship-cpf-program and http://advance.uci.edu/PFP.html.
Support for Faculty Members’ Family Roles
UC provides strong support for faculty members’ family roles, including programs like the Career Partners Program at UC Irvine (http://ap.uci.edu/programs/hiringprograms/career-partners-fte-program/), which supports the recruitment and retention of outstanding faculty by assisting their partners and spouses in seeking employment and the Travel Childcare Award at UCLA (http://medschool.ucla.edu/workfiles/Site-Diversity/2017-04-DGSOM-Travel-Childcare-Awards.pdf) which provides grants to defray the costs of childcare, travel, and registration fees for professional development opportunities.
Faculty of Color Network
Many campuses bring together faculty of color for informal networking, dialogue on campus issues, senior-junior mentoring, and other community building and support.
Financial/Grant Support for Faculty Diversity Work
Many campuses provide financial support to faculty engaged in diversity work. As an example, UC Santa Barbara provides financial support to faculty engaged in diversity work through their community service, teaching, or research. At UCSF, Traveling Ambassadors are supported in their travel to conferences in an effort to identify and connect with diverse applicants.
Campus Climate Surveys
Some campuses have conducted their own campus climate surveys. UCSF posted the results of its survey: (http://academicaffairs.ucsf.edu/ccfl/media/FacultyClimateSurvey/2011_Faculty_Climate_Survey_Overview.pdf). Following UC Berkeley’s campus climate survey, it launched a number of new initiatives to create a more welcoming and inclusive environment to support the hiring and retention of a more diverse faculty. More information is available here: Campus Climate. UC Santa Barbara addresses departmental cultural climate issues by meeting with department leadership to discuss, reflect, or mediate issues that fall outside the bounds of policy violations.
Campus-wide Strategic Plan for Equity, Inclusion, and Diversity
UC Berkeley has a strategic planning initiative designed to bring the goals and strategies from its campus-wide Strategic Plan for Equity, Inclusion, and Diversity to life at the departmental and divisional level.
Accountability of Deans for Diversity in Hiring
At UC Davis, each summer, the Provost and Vice Provost-Academic Affairs review the faculty hires made within each school or college. Deans’ performance ratings are based in part on these data, and deans for units with low hiring diversity meet with the Provost to discuss expectations and plans for improvement.
At UC Riverside, cluster hiring proposals were generated by faculty groups and the likely contribution of a cluster to faculty diversity was one of the criteria used to judge these proposals. Diversity was a key emphasis in the national advertising campaign and in multiple campus presentations by the Chancellor and Provost. The ability of applicants to successfully work with and benefit a diverse student body is a required selection criterion in each of the cluster searches (https://provost.ucr.edu/cluster-hiring/). In 2016, UC Irvine launched the Faculty Hiring Inclusive Excellence Supplement Program, which provides central support for hiring of a second candidate in a single search if both candidates contribute to inclusive excellence. At UCSF, the UCSF School of Medicine Dean’s Diversity Fund was established in 2015 to support the recruitment and retention of faculty who share the university’s commitment to diversity and service to underserved or vulnerable populations. Each year eight faculty members are selected and supported with $75,000/year for 3 years (https://medschool.ucsf.edu/2015-john-watson-scholars).
Search Committee Chair Survey
UC Berkeley administered a Search Committee Chair Survey to investigate the value of widely recommended best practices for diversifying applicant pools and hires. The survey addresses use of potential national “best practices” for increasing the hiring of diverse candidates. UC Recruit, the secure online faculty recruitment management system used by all UC campuses, will also be adopting the survey for all campuses.
Unconscious Bias Educational Initiative
In 2013, UCSF launched a campus-wide unconscious bias educational initiative and in 2015 launched an unconscious bias website (http://diversity.ucsf.edu/resources/unconscious-bias) which includes a review of the state of the science on unconscious bias as well as strategies to assess and address unconscious bias. UCSF trained over 2000 people on campus including many search committees. UCSF also launched the School of Nursing Diversity in Action training required for all faculty involved in teaching (http://nursing.ucsf.edu/about/DIVA-projects).
Advisory Councils and Committees
At UC San Diego, the reconfigured Equity, Diversity and Inclusion Advisory Council, composed of campus and community stakeholders, advises the Chancellor with particular attention to institutional access and representation, campus climate and intergroup relations, and institutional transformation. At UC Merced, the Senate Diversity and Equity Committee works closely with the Vice Provost for the Faculty to support diversity hiring and retention initiatives, including initiating an annual distinguished diversity lecture. At UCLA, a Council of Advisors Program provides career advice and guidance to assistant professors as they advance to tenure (https://www.apo.ucla.edu/faculty-career-development/mentoring-resources-council-of-advisors).