Faculty Affairs and Academic Programs

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.

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.

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.

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]

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.

Faculty Recruitment Search Plans PDF

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. 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.

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.

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.

Campus Climate Surveys

Some campuses have conducted their own campus climate surveys. 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. 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.

UC Riverside Link | UC Santa Barbara Link

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.

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.

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.