Diversity: Faculty and other academic personnel
All 10 UC campuses have implemented a wide variety of measures to recruit and retain a more diverse faculty. The following are some examples:
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.
Recruiting STEM Faculty: A Systemic Analysis of the Faculty Hiring Process at Research-Intensive UniversitiesSystemwide
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 is a project of the National Research Mentoring Network (NRMN), 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.
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.
UC Faculty Exit SurveySystemwide
In 2015-16, UC partnered with 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.
Equity in faculty compensation is a critical part of UC's commitment to fairness and inclusion and contributes to a productive academic workplace.
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.
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]
Associate Vice Chancellor/Vice Provost for Equity, Inclusion, and Diversity Positions and OfficesSystemwide
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 AdvancementSystemwide
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 WorkshopsSystemwide
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.
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.
Faculty Equity AdvisorsSystemwide
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.
Chancellor's Postdoctoral Fellowship ProgramSystemwide
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.
Support for Faculty Members’ Family RolesSystemwide
UC provides strong support for faculty members’ family roles, including programs like the Career Partners Program at UC Irvine, 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 which provides grants to defray the costs of childcare, travel, and registration fees for professional development opportunities.
Faculty of Color NetworkSystemwide
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 WorkSystemwide
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.
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 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 HiringUC Davis
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.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.
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.
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.
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.