| Overall Rating | Gold |
|---|---|
| Overall Score | 79.54 |
| Liaison | Kelli O'Day |
| Submission Date | June 20, 2023 |
University of California, Davis
PA-5: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Kelli
O'Day Assessment Program Manager Office of Sustainability |
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indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
Dr. Renetta Tull has served as the campus’ inaugural UC Davis Vice Chancellor for Diversity, Equity, and Inclusion since 2019. The Vice Chancellor oversees a new Office of Diversity, Equity and Inclusion (VC-DEI), which is comprised of the Office Campus Community Relations (DEI-OCCR); Office of Academic Diversity (DEI-OAD); and the UC Davis Health’s Office for Equity, Diversity and Inclusion (DEI-HEDI). The Vice Chancellor also oversees four centers: The Center for Reducing Health Disparities (CRHD), Center for the Advancement of Multicultural Perspectives on Science (CAMPOS), and Center for the Advancement of Multicultural Perspective on Social Sciences, Arts, and Humanities (CAMPSSAH). Affiliated units include the Office for Student and Resident Diversity (OSRD).
Advising the Vice Chancellor is her Diversity & Inclusion Executive Leadership Team (DI-ELT), which consists of senior leaders whose units have, as a core part of their role, the responsibility of promoting equity, diversity, and inclusion at UC Davis. The group includes senior-level leaders from all the Schools and Colleges as well as the offices of Academic Affairs, Campus Counsel, Compliance and Policy, Diversity, Equity and Inclusion, Global Affairs, Graduate Studies, Human Resources, Student Affairs, Undergraduate Education and UCD Health. The foundational purpose behind establishing this group was to ensure the coordination of diversity, equity and inclusion activities across the UC Davis and UCD Health campuses and to have a unified advisory body made up of key leaders who oversee academic, staff, and student diversity, equity, inclusion and climate issues. The DEI-ELT is charged with responsibilities such as providing guidance to senior leadership on issues related to equity and inclusion, working with the Chancellor and Provost to develop strategic approaches for units to own and embrace diversity and inclusion strategic planning and affirmative action goals, and establishing professional standards and expectations for equity.
Link to UC Davis Diversity, Equity and Inclusion website: https://diversity.ucdavis.edu/office-diversity-equity-and-inclusion
Advising the Vice Chancellor is her Diversity & Inclusion Executive Leadership Team (DI-ELT), which consists of senior leaders whose units have, as a core part of their role, the responsibility of promoting equity, diversity, and inclusion at UC Davis. The group includes senior-level leaders from all the Schools and Colleges as well as the offices of Academic Affairs, Campus Counsel, Compliance and Policy, Diversity, Equity and Inclusion, Global Affairs, Graduate Studies, Human Resources, Student Affairs, Undergraduate Education and UCD Health. The foundational purpose behind establishing this group was to ensure the coordination of diversity, equity and inclusion activities across the UC Davis and UCD Health campuses and to have a unified advisory body made up of key leaders who oversee academic, staff, and student diversity, equity, inclusion and climate issues. The DEI-ELT is charged with responsibilities such as providing guidance to senior leadership on issues related to equity and inclusion, working with the Chancellor and Provost to develop strategic approaches for units to own and embrace diversity and inclusion strategic planning and affirmative action goals, and establishing professional standards and expectations for equity.
Link to UC Davis Diversity, Equity and Inclusion website: https://diversity.ucdavis.edu/office-diversity-equity-and-inclusion
Part 2
Most
Estimated proportion of academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
Estimated proportion of non-academic staff that has participated in cultural competence, anti-oppression, anti-racism, and/or social inclusion trainings and activities:
Most
If trainings are made available, provide:
In 2021-22, 18,258 non-unique participants attended 219 different DEI sessions, including 2 asynchronous online courses (11,330 out of the 18,258). Topics include addressing unconscious bias, culturally-inclusive practices, conflict management in diverse environments, disability awareness, interculture communication, intercultural communication, LGBTQIA+ inclusion, addressing abusive conduct, understanding generational difference, religious difference, and more.
UC Davis does not mandate DEI training, unless you count sexual harassment training, which includes some DEI elements.
Our “Is It Bullying?” training is heavily recommended but not mandated for individuals in supervisory roles.
There is a student training (offered through EverFi), which is also recommended for students. It is not mandatory.
These courses have good completion rates, despite the fact that these trainings are not mandatory.
UC Davis does not mandate DEI training, unless you count sexual harassment training, which includes some DEI elements.
Our “Is It Bullying?” training is heavily recommended but not mandated for individuals in supervisory roles.
There is a student training (offered through EverFi), which is also recommended for students. It is not mandatory.
These courses have good completion rates, despite the fact that these trainings are not mandatory.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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