Overall Rating Platinum - expired
Overall Score 85.72
Liaison Kira Stoll
Submission Date March 4, 2021

STARS v2.2

University of California, Berkeley
PA-7: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Mikayla Tran
SDG & OS Engagement Fellow
Office of Sustainability
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:
The University of California, in accordance with applicable Federal and State law and University policy, does not discriminate on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services. The University also prohibits sexual harassment. This nondiscrimination policy covers admission, access, and treatment in University programs and activities.

Additional Resources:
UC Nondiscrimination in Employment: https://policy.ucop.edu/doc/4010391/PPSM-12
UC Discrimination, Harassment, and Affirmative Action in the Workplace: https://policy.ucop.edu/doc/4000376/DiscHarassAffirmAction
UC Student Conduct and Discipline: https://policy.ucop.edu/doc/2710530/PACAOS-100
UC Faculty Code of Conduct: https://www.ucop.edu/academic-personnel-programs/_files/apm/apm-015.pdf
UC Statement: https://regents.universityofcalifornia.edu/governance/policies/4400.html

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:

A brief description of the institution’s discrimination response protocol or team:
To support those who have experienced or witnessed a bias incident, the Berkeley Diversity website outlines a comprehensive set of resources to report biased incidents and receive support: https://diversity.berkeley.edu/report-incident

In addition, individuals can report a specific incident or act of intolerance, hate, harassment or exclusion at any of the Berkeley campus or UC-systemwide resources: https://diversity.berkeley.edu/report-incident

Support & response to SVSH incidents:

For information and support on reporting sexual violence and sexual harassment, including stalking, dating/domestic violence, and sexual assault, visit: https://svsh.berkeley.edu/ This website, created by the Coordinated Community Review Team, is intended as a place to start for navigating key information about support services and reporting options, your responsibilities as a part of the community, the steps the campus is taking to prevent and respond to SVSH, and how you can get involved. Support resources for survivors of SVSH are offered at the following pages: https://svsh.berkeley.edu/support/support-survivors & https://svsh.berkeley.edu/support-resources

An example of a confidential resource in response to SVSH includes the PATH to Care Center. Confidential advocates in the PATH to Care Center bring a non-judgmental, caring approach to exploring all options, rights, and resources. PATH to Care serves anyone in the UC Berkeley community who has experienced harm related to sexual assault, dating and relationship violence, sexual harassment, stalking, and invasion of privacy (including current and former undergraduate and graduate/professional students, faculty, staff, visiting scholars, and those who were harmed by someone affiliated with UC Berkeley), even if the incident occurred prior to coming to UC Berkeley or off campus. PATH to Care Center advocates are designated Confidential resources (they are NOT Responsible Employees.)

Support & Response to Discrimination:

At UC Berkeley, different resources can assist you based on your campus affiliation (whether you're a student, staff, faculty, alumnus, or unaffiliated but you were harmed by someone who is affiliated). The full list of resources is available at the Office for the Prevention of Harassment & Discrimination website: https://ophd.berkeley.edu/complainant-resources-discrimination

An example of a confidential resource for undergraduate students includes:
Counseling and Psychological Services (CAPS) at University Health Services (UHS) Tang Center
CAPS offers short term counseling for academic, career, and personal issues and also offers psychiatry services for circumstances when medication can help with counseling. There is no charge to get started, and all registered students can access services regardless of their insurance plan. For after-hours emergency consultation with a counselor or crisis resource referrals, students may call 855-817-5667.

An example of a non-confidential resource for undergraduate students includes:
Gender Equity Resource Center (GenEq)
A space for the Cal community to connect with resources and campus activities, explore issues of social justice, and form a community that values and welcomes difference. GenEq serves as an entry point to access resources and/or report incidents of sexual, relationship, and hate violence.

Support & Response to Hate Crimes:

We understand that experiencing, or witnessing, a hate crime or hate-motivated act can be difficult and distressing; we encourage you to take care of yourself. We also recommend that you report the incident(s) immediately. Please see our resources pages for education, advocacy, reporting and support resources: On Campus Resources for Education, Advocacy, and Support (https://cejce.berkeley.edu/report-incident/hate-crimes-ocr) and Additional Reporting, Support, and Other Information (https://cejce.berkeley.edu/report-incident/hate-crimes-additional-resources).

Report a Hate Crime or Hate-Motivated Act with the form here: https://cejce.berkeley.edu/report-incident

For more information: https://cejce.berkeley.edu/report-incident/hate-crime-target-witness

On campus resources for education, advocacy, and support: https://cejce.berkeley.edu/report-incident/hate-crimes-ocr

The following department offers support for those who have experienced or witnessed a bias incident, act of discrimination, or hate crime:

Office for the Prevention of Harassment & Discrimination
The Office for the Prevention of Harassment and Discrimination (OPHD) contributes to this university commitment by overseeing campus compliance with University of California and UC Berkeley policies prohibiting protected category discrimination and harassment (including sexual harassment and violence). Our oversight of these policies encompasses responding to and resolving reports of harassment and discrimination from students, staff, faculty and visitors that are related to protected class and civil rights policies.

The OPHD website includes information on how to submit a report of harassment or discrimination, policies & procedures, Title IX regulations, complaint resolution process, and more: https://ophd.berkeley.edu/

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:

Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:

A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:

bridges strives to recruit underrepresented students of color into higher education at all levels, and is committed to providing resources to retain these students. Through multicultural collaboration, bridges Multicultural Resource Center seeks to:
- Empower underrepresented, students of color to pursue opportunities for post-secondary education.
- Provide support for newly admitted first year, transfer, as well as continuing and re-entry students of color.
- Increase cross-cultural dialogue and solidarity, cultural awareness, and political mobilization.
- Acquire the financial, institutional and physical resources to facilitate the work of member organizations.

The bridges Multicultural Resource Center is a coalition made up of 7 recruitment and retention centers:
- Raices Recruitment and Retention Center (Raices)
- Mixed @ Berkeley Recruitment and Retention Center (MRRC)
- Black Recruitment and Retention Center (BRRC)
- Asian and Pacific Islander Recruitment and Retention Center (REACH!)
- Indigenous and Native Coalition Recruitment and Retention Center (INC)
- Pilipinx Academic Student Services (PASS)
- Middle Eastern and North African Recruitment and Retention Center (MENA RRC)


UC Berkeley Early Academic Outreach Program (EAOP)
The UC Berkeley Early Academic Outreach Program (EAOP) is committed to closing the opportunity gap and increasing access to higher education for underserved students, families and communities. EAOP is a state-wide college preparatory program sponsored by the University of California.

The Early Academic Outreach Program has partnered with schools, districts, community organizations and families in the Bay Area for over 30 years. EAOP serves over 3,000 students from schools in Alameda, Contra Costa, San Francisco and Solano counties. Our staff provides academic advising and course planning; college and financial aid information; scholarship application assistance; SAT Reasoning Test preparation; and academic enrichment opportunities for students and their families. 90 percent of our students go onto higher education immediately following high school.


Center for Educational Partnerships (CEP)
The Center for Educational Partnerships (CEP), a campus department under UC Berkeley’s Division of Equity and Inclusion, provides outreach and engagement with K-12 and community college students & educators to increase access to higher education. Every year, CEP programs deliver free academic enrichment, advising, and educational support services to over 70,000 K-12 and community college students and their families. In addition, we engage thousands of educators, offering professional development around educational access and equity issues.

Working with low-income, first generation to college students, CEP's programs offer no cost comprehensive college preparation services in almost 200 partner schools and colleges throughout California: https://dev-cep2015.pantheon.berkeley.edu/programs


Centers for Educational Justice & Community Engagement
The Centers for Educational Justice & Community Engagement (EJCE) at UC Berkeley is a collaborative of offices and centers that advocate for, build capacity with and dialogue among and across diverse communities. Our community engagement approach enriches the academic success of students while fostering a campus climate that honors the dignity of all people. Each partner space is steeped in rich and vibrant legacies and established community-centered praxes of educational justice: leadership development, access, activism, academic excellence and social justice. Our work reflects interconnected identities and experiences through our collective and individual commitments to support and advance future global leaders.

Several EJCE offices have programs specifically designed to recruit students from underrepresented groups:
African American Student Development
Asian Pacific American Student Development
Chicanx Latinx Student Development
Gender Equity Resource Center
Multicultural Community Center
Native American Student Development


UC K-12 Programs
Working in under-resourced schools across the state, UC provides support through programs that have enabled many young people to achieve access to higher education.

UC Berkeley and other UC campuses engage in numerous K-12 programs to lower to barrier to entry to higher education: https://k12programs.universityofcalifornia.edu/programs/



A key challenge for the university has been the ability to monitor the diversity of candidate pools, finalists or those offered a faculty position. To address this challenge, the university has deployed a Web-based recruitment system called UC Recruit. UC Recruit significantly streamlines the faculty recruitment and application process by automating procedures that had been very labor-intensive. For the first time, consistent data on successful outcomes from searches are being collected from this common UC system. Analyses of these data will help identify best practices in recruiting a diverse faculty. Changes have also been made to the Academic Personnel Manual (APM) on appointments, promotions and appraisals (APM 210). In judging a candidate’s teaching, research and service, faculty review committees are encouraged to consider contributions to diversity. For example, in the review of teaching, the development of particularly effective strategies for the educational advancement of students in various underrepresented groups is credited. The review considers all faculty research, outreach or public service that contributes to the advancement of equitable access and diversity in education and society.

UC Campus Diversity Efforts
All 10 UC campuses have implemented a wide variety of measures to recruit and retain a more diverse faculty.

For an extensive list of examples, visit: https://www.ucop.edu/faculty-diversity/campus-efforts/

The conference focused on current research and university practices aimed at increasing equity and diversity in faculty hiring at research-intensive universities. This conference was part of the Evaluating Equity in Faculty Recruitment Project (EEFR). EEFR investigates the factors that generate disparities in hiring by gender and race/ethnicity through the construction and analysis of a unique database about the faculty recruitment process. The EEFR data compiles information from the online recruitment management system used by all ten UC campuses.

Conference report: https://ofew.berkeley.edu/sites/default/files/eefr_conferencereport_final.pdf

Faculty Equity Advisors
Each department or school at Berkeley has a Faculty Equity Advisor who helps ensure that diversity and equity are considered in all aspects of the academic mission. Faculty Equity Advisors are appointed by the department chair or dean. As well as working within their own departments, they participate in a campuswide network to share strategies and collaborate on addressing common challenges.

Faculty Equity Advisors serve as a resource to ensure equity and inclusion in faculty searches, support and success: https://diversity.berkeley.edu/faculty-recruitment-and-retention


Rausser College of Natural Resources DEI
Each of the departments in UC Berkeley's Rausser College of Natural Resources has a statement and a plan on diversity, equity, and inclusion. A committee was charged with the development of a Strategic Plan for Equity, Inclusion, and Diversity for the Department of Environmental Science, Policy, and Management (ESPM). Outlined in the Strategic Plan, a main goal for faculty and CE specialists efforts is: Increase diversity and balance gender ratio in faculty and CE specialists.


This program helps campuses to recruit, retain and advance women and underrepresented minority women faculty in STEM fields. Academic Personnel at UCOP facilitated connections among the six projects to ensure these initiatives make a difference in our recruitment and retention of women and underrepresented women in STEM faculty positions.




UC Berkeley is committed to achieving excellence through diversity in the classroom and the workplace. We strive to establish a climate that welcomes, celebrates, and promotes respect for the contributions of all students and employees.

Each year, Staff Diversity Initiatives offers professional development through conferences, workshops, and mentoring opportunities. For example, the Next Opportunity at Work Conference (NOW Conference) is designed to support UC Berkeley staff career development through inspiring keynote speakers, concurrent workshops, and career planning resources.

For more information on Staff Diversity Initiatives: https://cejce.berkeley.edu/staff/sdi-events

Learn about Diversity in Hiring: https://hr.berkeley.edu/talent-acquisition/diversity-hiring

Leadership and Career Enhancement Program for Staff of Color (LCEP)
UC Berkeley is trying to address long-standing issues that have limited the success, mobility and representation in leadership for our underrepresented staff and managers. To that end, we are working through a project aimed at developing a more equitable and inclusive environment for staff to support their professional development. The project includes organizational efforts that address the stated goals and a leadership program to enhance opportunities for staff of color. Executive sponsors are Vice Chancellor for Equity & Inclusion Oscar Dubon and Vice Chancellor for Administration Marc Fisher. The broad goal of the board is to help remove institutional barriers that have been found to impede the success of staff of color at UC Berkeley.


In April of 2019, Chancellor Carol Christ released a statement to campus on "Making staff diversity a priority." The statement was the third in a series of messages about our plans to expand the diversity of our university community in the broadest sense and in every form.

Read about the priority diversity initiatives here: https://diversity.berkeley.edu/news/making-staff-diversity-priority


All campus

UC Berkeley's Strategic Plan for Equity, Inclusion, and Diversity
"Pathway to Excellence," Berkeley’s Strategic Plan for Equity, Inclusion, and Diversity, renews the campus's commitment to California, and to the world, to provide fair treatment, access, opportunity, and advancement for all. This is a commitment that lies at the heart of Berkeley’s mission as a public university, and is a continuation of the campus’s longtime role in advancing principles and policies for a democratic society.

Top-level strategies include the Expanded Pathways for Access & Success, a program to create a critical mass of talented students, faculty, and staff that will fully represent California’s excellence and diversity and provide an environment in which all can thrive academically and professionally.

Pathway to Excellence: https://diversity.berkeley.edu/sites/default/files/executivesummary_webversion.pdf

Expanded Pathways for Access & Success: https://diversity.berkeley.edu/sites/default/files/expanded_pathways.pdf

Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:

A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
Berkeley's Division of Equity & Inclusion
Through our programs and campus partnerships, the Division of Equity and Inclusion provides programs and services to all campus community members. At a time when access and inclusion are unequal, the division advocates for equity by providing programs and services that lead to academic access and success for students, pathways to leadership and advancement for staff, building equitable structures with faculty advisors, and closing opportunity gaps for our most marginalized groups.

Our programs seek to increase faculty and student diversity, enhance teaching and learning, transform campus culture, and promote research for the public good. Together with faculty members, deans, chairs, and other campus partners, we work to create inclusive academic environments where people of all backgrounds and experiences can succeed, thrive, and contribute to building a better world.

Undergraduate Diversity Programs: https://diversity.berkeley.edu/programs-services/undergraduate

Graduate Diversity Programs: https://diversity.berkeley.edu/programs-services/graduate

Faculty Diversity Initiatives: https://diversity.berkeley.edu/programs-services/faculty

Staff Diversity Initiatives: https://diversity.berkeley.edu/programs-services/staff

UCOP Advancing Faculty Diversity
For three academic years beginning in 2016-17, the University of California has received $2 million in one-time funds in the State budget in support of equal employment opportunities for faculty. With this infusion of funds, the University established what is now known as the Advancing Faculty Diversity (AFD) program to support development of innovative and focused campus projects designed to increase faculty diversity in selected pilot units. At the same time, UC funded efforts to gather reliable data and information that could be used to help guide any future allocations in support of increasing faculty diversity. The AFD program was expanded in 2018-19 to include funding provided by President Napolitano for projects focused on faculty retention efforts, including programs targeted at improving department or school climate. In 2019-20 the State once again allocated one-time funds to UC, this time in the amount of $2.5 million.

UC 2019-2021 Advancing Faculty Diversity, Preliminary Report: https://www.ucop.edu/faculty-diversity/_files/reports/adv-fac-div-2019-21-prelim-leg-report.pdf

Campus faculty salary equity studies
Equity in faculty compensation is a critical part of the University’s commitment to fairness and inclusion and contributes to a productive academic workplace.At the request of the UC Office of the President, all ten campuses submit faculty salary equity reports assessing possible disparity in salary compensation associated with gender or race/ethnicity for ladder-rank faculty.

UC Berkeley 2019 Faculty Salary Equity Report: https://vpf.berkeley.edu/faculty-salary/2019-salary-study

Listing of campus faculty salary equity studies to support fairness and inclusion: https://www.ucop.edu/faculty-diversity/resources/campus-faculty-salary-equity-studies/index.html

For staff, the University of California has required that its campuses clarify potential career paths for staff while developing a comprehensive, systemwide talent management and leadership development plan aligned with employee affirmative action plans. At the same time, the UC system works to address risks raised by claims of discrimination and lack of attention to diversity issues while recognizing leaders who establish effective programs that model the system's ethical values and support the growth and placement of a diverse leadership pipeline.

UC Berkeley’s Staff Diversity Initiatives program also offers mentorship, counseling and training programs that advance the careers of diverse university staff members. Mentorship programs pair staff with more experienced colleagues to help them plan out their careers within the UC Berkeley system. The programs reach out specifically to diverse employees eager to thrive at UC Berkeley. The Multicultural Education Program (MEP) is one of six initiatives funded by the Evelyn and Walter Haas, Jr. Fund to work towards institutional change and to create a positive campus climate for diversity. The MEP is a five-year initiative to establish a sustainable infrastructure for activities like educational consultation and diversity workshops for the campus that address both specific topics, and to cater to group needs across the campus.

More information about Staff Diversity Initiatives is available through https://campusclimate.berkeley.edu/staff/our-programs-and-services

For students, UC Berkeley has launched a range of initiatives, including a survey measuring the campus climate around diversity issues, scholarships supporting diverse student populations and the launching of the Centers for Educational Equity and Excellence, which supports underserved and non-traditional students.

A range of student clubs support students from diverse backgrounds, and the campus' Division of Equity and Inclusion has launched several initiatives guiding and mentoring students of color.

Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
President’s Postdoctoral Fellowship Program
The UC President’s Postdoctoral Fellowship Program (PPFP) is a keystone program at the University of California that supports diversification of UC faculty through financial support and career development training for postdoctoral scholars that show promise to be successful faculty in the UC system. The program was established in 1984 to encourage outstanding women and minority Ph.D. recipients to pursue academic careers at the University of California. The current program offers postdoctoral research fellowships, professional development and faculty mentoring to outstanding scholars in all fields whose research, teaching, and service will contribute to diversity and equal opportunity at UC.

The goal of the program is to provide research opportunity and career development for scholars whose work will enhance the diversity of the academic community at the University of California. Approximately 75% of UC President's Postdoctoral Fellows have received tenure track faculty appointments. Since 2003, over 100 former fellows received faculty appointments at University of California campuses.


UC-HBCU Initiative
This initiative seeks to improve diversity and strengthen UC graduate programs by investing in relationships between UC faculty and Historically Black Colleges and Universities (HBCUs). Through the UC-HBCU Initiative, the Office of the President encourages UC faculty to actively engage in collaboration and cooperation with faculty and students at HBCUs. Such efforts serve to strengthen and enrich our mission of teaching, research and public service.

An average of 38 percent of submitted proposals have been selected for funding. During the Initiative's first seven summers, UC hosted over 550 scholars across nine UC campuses. As a direct result of this Initiative, sixty Ph.D. students and four academic master’s students are currently enrolled at UC; seven Ph.D. students and eight master’s students have already graduated.


California Alliance for Graduate Education and the Professoriate (NSF AGEP)
The California Alliance for Graduate Education and the Professoriate (California Alliance) consists of the University of California, Berkeley; University of California, Los Angeles; Stanford University; and California Institute of Technology.

We work to ensure that underrepresented minority (URM) PhDs from our alliance institutions, in much larger numbers, aspire to and populate the ranks of the postdoctoral population, the faculty at competitive research and teaching institutions, the federally funded national laboratories, and scientific think tanks. The California Alliance will focus on increasing diversity in the academic fields with the greatest national underrepresentation of minorities: the mathematical, physical, and computer sciences; and engineering (MPCS&E).


Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission:

Data source(s) and notes about the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.