UC Systemwide Diversity Efforts

UC has expanded its efforts to recruit, support, and retain a diverse faculty at each of its campuses.  At UC, several recently initiated or expanded programs demonstrate real potential to increase diversity at UC.  While each of these efforts will take time to yield the desired results, new faculty hires over the past five years are more diverse than the current overall faculty population, which indicates the progress UC is making. The most promising programs are strengthening the academic pipeline to bring more of UC’s excellent and diverse graduate students into faculty ranks – at UC and other universities – and continuing to cultivate academic and professional work environments where underrepresented minorities and women faculty can thrive. 

President’s Postdoctoral Fellowship Program Initiative (PPFP)
The PPFP is a key component of the President’s commitment to building an academic pipeline that culminates in a diverse faculty to drive innovation in education and educate UC’s diverse student body.  Established in 1984 to encourage outstanding women and minority Ph.D. recipients to pursue academic careers at UC, the program offers postdoctoral research fellowships, professional development and faculty mentoring, and eligibility for hiring incentives to outstanding scholars in all fields whose research, teaching, and service will contribute to diversity and equal opportunity at UC. For more information, visit: http://ppfp.ucop.edu/info/.   

Recruiting STEM Faculty: A Systemic Analysis of the Faculty Hiring Process at Research-Intensive Universities
In 2015, the National Science Foundation (NSF) awarded UC a grant for a team of UC researchers to study equity, inclusion, and diversity in the faculty hiring process over a three-year period.  The study will identify the steps in UC’s hiring process that are most susceptible to bias and the characteristics of the hiring process that amplify or mitigate disparities. The study will also identify the most important targets for policies designed to promote equity, inclusion, and diversity among faculty.

MAGIC: Mentoring Advisory Group in California
MAGIC is a project of the National Research Mentoring Network (NRMN) (https://nrmnet.net/),  where UC developed a “train the trainer” event on mentoring a diverse population in the bio-medical fields at all levels in higher education:  undergraduate, graduate, postdoctoral scholar, and faculty. The event was modelled after the UC ADVANCE PAID Roundtables.  For more information, visit: https://nrmnet.net/collaborate/rfa/2015-pilot-3-of-7/ 

Center for Research, Excellence and Diversity in Team Science (CREDITS)
 In 2015, the NSF awarded UC a five-year grant to establish the Center for Research, Excellence and Diversity in Team Science (CREDITS), an integrated research and training program aimed at increasing and enhancing the capacity, effectiveness and excellence of team science efforts at both UC and CSU.  The center conducts research about gender and racial-ethnic diversity in team science. In particular, the team is looking to answer questions about barriers to diverse participation on science teams, how diversity shapes the formation of science teams and how diversity and team science is implicated in promotion and tenure practices and policies at a variety of institutional types. http://oru.research.ucsb.edu/teamscience/

UC Faculty Exit Survey
In 2015-16, UC partnered wtih Harvard's Collaborative on Academic Careers in Higher Education (COACHE) to develop and administer a faculty retention and exit survey that would allow UC, for the first time, to systematically gather data on the causes and patterns of faculty mobility.  A June 2016 Roundtable meeting at UC Irvine allowed all 10 UC campuses to assess the usefulness of a retention and exit survey and to explore the best way to move forward with the establishment of an annual survey that could provide longitudinal results to inform the faculty retention process.

Faculty Salary Equity Studies
Equity in faculty compensation is a critical part of UC's commitment to fairness and inclusion and contributes to a productive academic workplace.  All campuses conduct faculty equity studies.

UC ADVANCE PAID:  Meeting the California Challenge—Women and Under-represented Minority Faculty in STEM
NSF awarded UC a three-year (2011-2014) grant to help bring the University’s faculty make-up into closer alignment with the diverse population of California, and to provide national leadership in such efforts among research universities. The materials, reports, and data that resulted from the roundtables hosted by the program are available at: http://www.ucop.edu/ucadvance/index.html.

Academic Personnel Policy
Since 2005, the Academic Personnel Manual has included diversity statements in policy to enhance the faculty appointment, promotion, and appraisal review criteria. “Contributions in all areas of faculty achievement that promote equal opportunity and diversity should be given due recognition in the academic personnel process, and they should be evaluated and credited in the same way as other faculty achievements. These contributions to diversity and equal opportunity can take a variety of forms including efforts to advance equitable access to education, public service that addresses the needs of California’s diverse population, or research in a scholar’s area of expertise that highlights inequalities. Mentoring and advising of students and faculty members, particularly from underrepresented and underserved populations, should be given due recognition in the teaching or service categories of the academic personnel process” - APM - 210-1-d. [updated 2015]

Systemwide Committees
The University Committee on Affirmative Action, Diversity, and Equity  (UCAADE), an Academic Senate committee, has been active in collecting best practices in recruiting a diverse faculty and shares such practices across the UC campuses. UCAADE considers general policies concerning affirmative action for academic personnel and academic programs. The committee reviews the annual reports of the Divisional Committees of Affirmative Action and the information on affirmative action provided by campus and University administration. These reports consist of data and analyses for women and ethnic minorities concerning working conditions, salaries, advancement, and separation.