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

UC San Diego is committed to maintaining an atmosphere that is free from all forms of discrimination, harassment, exploitation, and intimidation, including sexual.

Federal and state laws and University policies and practices ensure that all job applicants and UCSD employees have equal opportunities in every aspect of employment activities, including recruitment, selection, promotion, training, and termination. Equal Employment Opportunity practices prevent discrimination and harassment.

From the first steps in the hiring process through the day-to-day work experience, UCSD’s policies prohibit discrimination against or harassment of any person, including discrimination or harassment based on:

Race
Color
National origin
Religion
Sex
Gender
Gender expression
Gender identity
Pregnancy (includes but is not limited to pregnancy, childbirth, and medical conditions related to pregnancy or childbirth)
Physical or mental disability
Medical condition (cancer-related or genetic characteristics)
Genetic information (including family medical history)
Ancestry
Marital status
Age
Sexual orientation
Citizenship
Service in the uniformed services

UC San Diego’s affirmative action and equal opportunity policies and procedures require fair hiring practices and positive action in building and accommodating a diverse and representative workforce.

https://blink.ucsd.edu/HR/policies/affirmative/equal.html

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 1, disability, age, medical condition (cancer-related), ancestry, marital status, citizenship, sexual orientation, or status as a Vietnam-era veteran or special disabled veteran. The University also prohibits sexual harassment. This nondiscrimination policy covers admission, access, and treatment in University programs and activities.

UC San Diego strives to maintain a community free from all forms of discrimination and harassment. UC systemwide policies and local UC San Diego policies apply to current and prospective UC San Diego students, staff and faculty. All members of the UC San Diego community, including faculty, staff and students, are subject to the university nondiscrimination policies, including the Sexual Harassment Policy.

The Office for the Prevention of Harassment and Discrimination (OPHD) provides assistance to students, faculty, and staff regarding reports of bias, harassment, and discrimination. OPHD works to resolve complaints of discrimination and/or harassment through informal resolution or formal investigation. Reports of suspected bias can be made online or in person to OPHD.

OPHD has procedures for resolving complaints of sexual harassment and other types of discrimination. OPHD encourages early reporting of concerns or complaints because complaints are most effectively resolved at the earliest possible stage. Resolution options depend on the circumstances and may include education programs for particular individuals, separation of the parties, or job or housing reassignment. Where early resolution is unsuccessful or inappropriate, a request for a formal investigation may be filed. There is no prescribed sequence, so choosing one option first does not prevent a complainant from choosing a different option for resolution later on. You may also get advice or assistance without filing a complaint.

You can make a report anonymously on UC San Diego’s ReportBias website, at ReportBias.ucsd.edu. You may also call without identifying yourself, at (858) 534-8298. The team will follow up on anonymously reported complaints to the extent reasonably feasible. Students may report incidents of discrimination and harassment directly to OPHD. Students may also report discriminatory and harassing behavior to university administrators (including all director-level senior staff members). Any employee who receives a student complaint regarding discrimination or harassment should promptly notify OPHD or report it online at ReportBias.ucsd.edu.

If a complaint is made, OPHD can assist either by
- Helping to resolve the matter informally with early resolution. Early resolution options may include: Complainant electing to resolve directly with Respondent, separating the parties, referring the parties to counseling programs, negotiating an agreement for disciplinary action, conducting targeted educational and training programs.
- Doing a formal investigation. OPHD investigates by interviewing the parties involved, including witnesses, and evaluates available evidence. OPHD then determines whether the evidence supports a finding that university policy has been violated and issues a written report with the investigative finding. The university administrator responsible for determining an appropriate action or discipline receives the report. The proper administrator may be a College Dean, Provost, Vice Chancellor, Student Conduct Officer, supervisor or other administrator, depending on the allegations and finding.

There is no prescribed sequence — choosing a formal or informal option — so choosing one option first does not prevent a complainant from choosing a different option for resolution later on. OPHD may recommend interim remedies, which may include: Retaking a course, housing reassignment, job reassignment, or other appropriate action.

OPHD staff explains and clarifies University policies and procedures regarding discrimination, harassment, and retaliation, collaborates with other UC San Diego offices in resolving complaints, including Equal Opportunity/Staff Affirmative Action, and offers a variety of training programs and workshops in sexual harassment and nondiscrimination for students, faculty and staff.

University officials are charged by state and federal laws to provide a work environment that is free of harassment and discrimination and to assist those who report conduct to them. Supervisors are responsible for immediately responding to reports of harassment or discrimination that come to their attention. Any supervisor responsible for reporting or responding to such reports, who knew about the conduct and took no action to stop it or failed to report it, may be subject to disciplinary action. Supervisors are strongly encouraged to consult with OPHD to ensure that prompt and appropriate action is taken in compliance with law and policy. New supervisors are encouraged to contact OPHD to learn more about their responsibilities and to participate in the Supervisory Training Laboratory offered through Staff Education.

Flow diagram of complaint resolution can be found here:
https://ophd.ucsd.edu/policies-procedures/complaint-resol.html

https://blink.ucsd.edu/HR/policies/sexual/OPHD.html

Among its many diversity goals, the UC Regent’s policy 4440: University of California Diversity Statement specifically states in part that the “University particularly acknowledges the acute need to remove barriers to the recruitment, retention, and advancement of talented students, faculty, and staff from historically excluded populations who are currently underrepresented.” This policy can be found at http://regents.universityofcalifornia.edu/governance/policies/4400.html. The UC system recently was recognized nationally for its recruitment and support of economically disadvantaged students: https://www.theatlantic.com/education/archive/2018/05/university-california-pell-graduation-enrollment/559325/
As an example of how the UC and UCSD in particular are doing this, we:
- Offer college preparation outreach programs to K–12 and community college students each year, 70% of whom come from among the lowest-performing schools in the state. Participants in these programs have higher rates of enrollment in California public college segments, and those who are accepted to UC enroll at higher rates than their peers. UC’s college preparation programs remove participants’ obstacles to attending UC, encouraging them to apply and enroll at UC at higher rates than those overall for California high school graduates. As an example of the success of this program, African American participants in a UC college preparation program were more likely to enroll at a UC campus than were their peers who did not participate (58 percent compared to 50 percent). As a specific example of how this is working on the local level at UC San Diego, the campus operates the Preuss School, a unique charter middle and high school for low income students who strive to become the first in their families to graduate from college with nearly 100 percent of their graduates going on to higher education: http://preuss.ucsd.edu.
- Student Promoted Access Center for Education and Service (SPACES) – a student organization on campus funded by both student fees and campus administrative support -- offers a variety of programs, including Student Initiated Programs for Holistic Retention (SIPHR), a student-initiated and student-run service that functions to increase the retention rates of University of California, San Diego undergraduates. In particular, it strives to serve educationally disadvantaged student populations. SIPHR is committed to providing free retention program and services that help undergraduates financially, socially, and academically. Examples of its programs include alternative tours, high school conferences, peer advising, tutoring, summer summits, transfer access, after-school programs, sibling programs, magazines and other outreach materials, and more geared towards underrepresented student populations like low-income, first generation, Filipino, and queer-identified youth of color. SPACES is also home to the Student-Initiated Access Programs and Services (SIAPS), which serves to encourage and support creative student-initiated programs and services that increase access to higher education for historically underrepresented and underserved students. Through affirming identities, developing academic success, and providing resources, SIAPS empowers students to create profound changes in their communities and in the world. SIAPS is committed to supporting all student efforts that match this purpose at the University of California, San Diego.
- In the 2016 – 2017 budget the UC included $20 million in funding to support services for “low-income students and students from underrepresented minority groups,” including students who were enrolled in high schools designated by the California Department of Education as eligible for supplemental funding under the Local Control Funding Formula (LCFF) because of their populations of low-income or educationally disadvantaged students. http://spaces.ucsd.edu
- In 2015, the Office of the President launched the President’s Diversity Pipeline Initiative (DPI) to expand the academic pipeline to the University of California for undergraduate students, graduate students and faculty who remain persistently underrepresented at UC. The Diversity Pipeline Initiative builds on existing University resources — admissions policies and practices, academic preparation (outreach) programs, and community partnerships, among others. http://diversity.universityofcalifornia.edu/programs/index.html
- The UC-HBCU Initiative improves diversity and strengthens graduate programs by investing in relationships between UC campuses and Historically Black Colleges and Universities (HBCUs). Since its inaugural year (2012), more than 315 HBCU scholars have participated in the program, which offers faculty-led summer research opportunities and year-round mentoring. Twenty-seven Ph.D. students and two M.A. students are currently enrolled at UC, and three M.A. students have already graduated from UC as a direct result of the program. More details on these programs and their success can be found at https://accountability.universityofcalifornia.edu/2017/chapters/chapter-7.html.
- At the local level The Office of Academic Diversity and Equal Opportunity (OADEO) works with departments in their student recruitment efforts to ensure the UC's mission of academic excellence, diversity and inclusiveness is met. Additionally, UCSD’s Graduate Division has a number of initiatives and layers of involvement to increase diversity outreach, recruitment, and retention. Programs include Graduate Diversity Coordinators, Tribal Membership Initiative, and Diversity Outreach Collaboration. Information regarding these programs can be found at https://grad.ucsd.edu/degrees/diversity/index.html .

UC San Diego Human Resource's Talent Acquisition is the unit of Human Resources responsible for recruitment. The unit assists the university in attracting the best qualified and diverse applicants through various outreach efforts. Emphasis is placed on guidance and monitoring of the employment process and assisting the San Diego community with employment opportunities at UC San Diego, including acting as a liaison throughout San Diego county and the UC system in support of UC San Diego's commitment to diversity and equal employment opportunities. UC San Diego has implemented a variety of recruitment programs designed to increase diversity and achieve equal opportunity in hiring. Specific programs designed to recruit a diverse pool of applicants include:
• Providing guidance in resume-writing and interviewing techniques
• Offering and participating in job fairs
• Networking with community and professional organizations
• Announcing job openings in publications that target a diverse group of potential applicants
• Offering workshops within the university and in the San Diego community
• Implementing mentorship and career planning programs for existing employees
• Offering the Summer Youth program to help economically disadvantaged high school students gain work experience at UCSD
More information can be found at https://blink.ucsd.edu/HR/policies/diversity/recruitment.html.
Through the Center for Faculty Diversity and Inclusion, Associate Vice Chancellors for Faculty Diversity and Equity—with the help of the Faculty Equity Advisers—support the university’s commitment to advance diversity and equity is by promoting best practices for faculty recruitment. These include broadening the candidate pool, agreeing on criteria to judge all applicants before the search begins, guarding against biases in decision making, and treating all candidates respectfully and equally.
Supporting URL’s:
- http://regents.universityofcalifornia.edu/governance/policies/4400.html
- http://preuss.ucsd.edu
- http://spaces.ucsd.edu
- http://diversity.universityofcalifornia.edu/programs/index.html
- https://blink.ucsd.edu/HR/policies/diversity/recruitment.html
- https://grad.ucsd.edu/degrees/diversity/index.html
- https://accountability.universityofcalifornia.edu/2017/chapters/chapter-7.html

The University of California is dedicated to fostering a community that provides leadership for constructive participation in a diverse, multicultural world. The University has a long history of supporting initiatives that foster an inclusive living, learning and working environment. Among its many diversity goals, the UC Regent’s policy 4440: University of California Diversity Statement specifically states in part that the “University particularly acknowledges the acute need to remove barriers to the recruitment, retention, and advancement of talented students, faculty, and staff from historically excluded populations who are currently underrepresented.” This policy can be found at http://regents.universityofcalifornia.edu/governance/policies/4400.html .

UC San Diego also has a number of Campus Community Centers and Programs to support underrepresented groups. The Black Resource Center, The Raza Resource Centro, The Women’s Center, The Lesbian Gay Bisexual Transgender Resource Center, The Cross-Cultural Center, Asian Pacific Islander Middle Eastern Desi American Program, and Paths Program are collectively known as the Campus Community Centers and Programs. These centers and programs effect institutional change by challenging traditional notions of diversity and historical power structures. As places of engagement and belonging, they facilitate interactive learning, promote self-awareness, foster leadership, and encourage dialogue through their work with undergraduate and graduate students, staff, faculty, alumni, and the San Diego Community, they contribute towards the creation of a socially just campus climate.

Student Promoted Access Center for Education and Service (SPACES) – a student organization on campus funded by both student fees and campus administrative support -- offers a variety of programs, including Student Initiated Programs for Holistic Retention (SIPHR), a student-initiated and student-run service that functions to increase the retention rates of University of California, San Diego undergraduates. In particular, it strives to serve educationally disadvantaged student populations. SIPHR is committed to providing free retention program and services that help undergraduates financially, socially, and academically. Examples of its programs include alternative tours, high school conferences, peer advising, tutoring, summer summits, transfer access, after-school programs, sibling programs, magazines and other outreach materials, and more geared towards underrepresented student populations like low-income, first generation, Filipino, and queer-identified youth of color. SPACES is also home to the Student-Initiated Access Programs and Services (SIAPS), which serves to encourage and support creative student-initiated programs and services that increase access to higher education for historically underrepresented and underserved students. Through affirming identities, developing academic success, and providing resources, SIAPS empowers students to create profound changes in their communities and in the world. SIAPS is committed to supporting all student efforts that match this purpose at the University of California, San Diego.

In the 2016 – 2017 budget the UC included $20 million in funding to support services for “low-income students and students from underrepresented minority groups,” including students who were enrolled in high schools designated by the California Department of Education as eligible for supplemental funding under the Local Control Funding Formula (LCFF) because of their populations of low-income or educationally disadvantaged students. In 2015, the Office of the President launched the President’s Diversity Pipeline Initiative (DPI) to expand the academic pipeline to the University of California for undergraduate students, graduate students and faculty who remain persistently underrepresented at UC. The Diversity Pipeline Initiative builds on existing University resources — admissions policies and practices, academic preparation (outreach) programs and community partnerships, among others. The UC-HBCU Initiative improves diversity and strengthens graduate programs by investing in relationships between UC campuses and Historically Black Colleges and Universities (HBCUs). Since its inaugural year (2012), more than 315 HBCU scholars have participated in the program, which offers faculty-led summer research opportunities and year-round mentoring. Twenty-seven Ph.D. students and two M.A. students are currently enrolled at UC, and three M.A. students have already graduated from UC as a direct result of the program. More details on these programs and their success can be found at https://accountability.universityofcalifornia.edu/2017/chapters/chapter-7.html .

At the local level The Office of Academic Diversity and Equal Opportunity (OADEO) works with departments in their student recruitment efforts to ensure the UC's mission of academic excellence, diversity and inclusiveness is met. Additionally, UCSD’s Graduate Division has a number of initiatives and layers of involvement to increase diversity outreach, recruitment, and retention. Programs include Graduate Diversity Coordinators, Tribal Membership Initiative, and Diversity Outreach Collaboration. Information regarding these programs can be found at https://grad.ucsd.edu/degrees/diversity/index.html .

UC San Diego Human Resource's Talent Acquisition is the unit of Human Resources responsible for recruitment. The unit assists the university in attracting the best qualified and diverse applicants through various outreach efforts. Emphasis is placed on guidance and monitoring of the employment process and assisting the San Diego community with employment opportunities at UC San Diego, including acting as a liaison throughout San Diego county and the UC system in support of UC San Diego's commitment to diversity and equal employment opportunities. UC San Diego has implemented a variety of recruitment programs designed to increase diversity and achieve equal opportunity in hiring. Specific programs designed to recruit a diverse pool of applicants include:
• Providing guidance in resume-writing and interviewing techniques
• Offering and participating in job fairs
• Networking with community and professional organizations
• Announcing job openings in publications that target a diverse group of potential applicants
• Offering workshops within the university and in the San Diego community
• Implementing mentorship and career planning programs for existing employees
• Offering the Summer Youth program to help economically disadvantaged high school students gain work experience at UCSD
More information can be found at https://blink.ucsd.edu/HR/policies/diversity/recruitment.html .
Through the Center for Faculty Diversity and Inclusion, Associate Vice Chancellors for Faculty Diversity and Equity—with the help of the Faculty Equity Advisers—support the university’s commitment to advance diversity and equity is by promoting best practices for faculty recruitment. These include broadening the candidate pool, agreeing on criteria to judge all applicants before the search begins, guarding against biases in decision making, and treating all candidates respectfully and equally.

Tribal Membership Initiative: Program designed to increase diversity at the graduate level by providing fellowships to incoming graduate students from Native American, Alaska Native, and Native Hawaiian ancestry.

The CURE Program
Continuing Umbrella of Research Experience—is sponsored by the National Cancer Institute. It was implemented to engage the scientific curiosity and promote the potential cancer research careers of promising young high school and undergraduate students from underserved populations.

The McNair Program
Provides low-income, first-generation undergraduate students and students from groups underrepresented in graduate education with effective preparation for doctoral study.

The CAMP Program
California Alliance for Minority Participation in Science, Engineering and Mathematics provides support and advancement opportunities to ethnically underrepresented students who are seeking bachelor’s degrees in chemistry, physics, cognitive science, biology, other sciences, mathematics, engineering and technology.

https://students.ucsd.edu/student-life/diversity/undergrad-research.html

https://blink.ucsd.edu/HR/policies/affirmative/equal.html

http://www.ucop.edu/operating-budget/fees-and-enrollments/policies-and-resources/nondiscrimination-statement.html

http://academicaffairs.ucsd.edu/aps/adeo/recruitment/

http://diversity.ucsd.edu/reports-and-data/staff-dashboard.html

http://diversity.ucsd.edu/campus-resources/index.html

https://students.ucsd.edu/student-life/diversity/undergrad-research.html

http://blink.ucsd.edu/facilities/services/general/personal/restrooms.html

https://lgbt.ucsd.edu/resources/on-campus-housing.html

- http://regents.universityofcalifornia.edu/governance/policies/4400.html
- http://preuss.ucsd.edu
- http://spaces.ucsd.edu
- http://diversity.universityofcalifornia.edu/programs/index.html
- https://blink.ucsd.edu/HR/policies/diversity/recruitment.html
- https://grad.ucsd.edu/degrees/diversity/index.html
- https://accountability.universityofcalifornia.edu/2017/chapters/chapter-7.html