Overall Rating Platinum
Overall Score 86.87
Liaison Carrie Metzgar
Submission Date Nov. 5, 2024

STARS v2.2

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

Status Score Responsible Party
Complete 3.00 / 3.00 Dr. Belinda Zamacona de Martinez
Deputy Chief of Staff
Office for Equity, Diversion, and Inclusion
"---" indicates that no data was submitted for this field

Non-discrimination statement 

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

The non-discrimination statement, including the website URL where the policy is publicly accessible:

UC SAN DIEGO  

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

Equal Opportunity: 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. 

Nondiscrimination Policies: 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 

  • ReligionSex 

  • 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. 

Link to UC San Diego’s Non-Discrimination Statement: https://blink.ucsd.edu/HR/policies/affirmative/equal.html 

 

UNIVERSITY OF CALIFORNIA 

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. 

Link to the Unviersity of California’s Non-Discrimination Statement: https://www.ucop.edu/operating-budget/fees-and-enrollments/policies-and-resources/nondiscrimination-statement.html#:~:text=The%20University%20of%20California%2C%20in,%2C%20marital%20status%2C%20citizenship%2C%20sexual  


Bias response team 

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

A brief description of the institution’s discrimination response protocol or team:

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) (https://ophd.ucsd.edu/) 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. 

Anonymous reports can also be made on UC San Diego’s ReportBias website: https://ophd.ucsd.edu/report-bias/index.html. The OPHD 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. 

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. 

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. 


Recruitment programs 

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

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

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

If yes to any of the above, provide:

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

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’s programs to recruit students, staff, and faculty from underrepresented groups: 

 

STUDENTS 

  • College Preparation Programs: 

    • 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 a specific example of how this is working on the local level at UC San Diego, the campus operates the Preuss School (https://preuss.ucsd.edu/), 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. 

  • Student Promoted Access Center for Education and Services (SPACES): 

    • Student Promoted Access Center for Education and Service (SPACES) (https://spaces.ucsd.edu/)  is a student organization on campus funded by both student fees and campus administrative support. SPACES offers a variety of programs, including the Student-Initiated Access Programs and Services (SIAPS) (https://spaces.ucsd.edu/access-siaps/), which promotes access and outreach projects and services to higher education and graduate school serving communities in the San Diego region, state of California, and current undergraduates of UC San Diego. Through affirming identities, developing academic success, and providing resources, SIAPS empowers students to create profound changes in their communities and in the world. Another SPACES program is the Student Initiated Programs for Holistic Retention (SIPHR) (https://spaces.ucsd.edu/retention-siphr/), a student-initiated and -run service that functions to increase the retention rates of undergraduates. SIPHR strives to be proactive at preventing academic probation, disqualification, and drop-out within underserved and under-resourced communities, including students from low income, first generation, non-traditional, undocumented, disabled communities of color. SIPHR programs include recognition of student organizations that demonstrate commitment to educational access and retention, as well as a free textbook lending program available to all UC San Diego students.  

  • Division of Graduate Education and Postdoctoral Affairs: 

  • President’s Diversity Pipeline Initiative (DPI) and UC-HBCU Initiative: 

    • The UC Office of the President launched the President’s Diversity Pipeline Initiative (DPI) in 2015 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. More details on these programs and their success can be found at https://accountability.universityofcalifornia.edu/2017/chapters/chapter-7.html. 

 

STAFF 

UC San Diego Human Resource's Talent Acquisition is the unit of Human Resources responsible for employee recruitment. The unit assists the university in attracting the best qualified and diverse applicants through various outreach efforts. UC San Diego plans and implements a variety of recruitment programs designed to increase diversity and achieve equal opportunity in hiring. 

UC San Diego strives to recruit a diverse pool of job applicants through activities that include (https://blink.ucsd.edu/HR/policies/diversity/recruitment.html): 

  • 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 

 

FACULTY 
The Center for Faculty Diversity and Inclusion (https://facultydiversity.ucsd.edu/) works with administrators and Faculty Equity Advisors to identify and implement practices that will advance these goals. These include broadening candidate pools, establishing clear criteria for evaluating applicants, guarding against biases in decision making, and treating all candidates with respect.  

    • Faculty Equity Advisors work collaboratively with Deans, Department Chairs, and search committees to ensure that equity and inclusion are considered in all aspects of faculty affairs, including recruitment, retention, and advancement. They provide implicit bias training for search committees, guidance on implementing inclusive practices, and other input as needed. All faculty serving on faculty search committees are required to complete training for inclusive hiring every three years. The goal of the training is to give faculty the tools to interrupt and address unconscious bias in every step of the recruitment process. 

    • UC San Diego launched three cluster hire initiatives to accelerate our progress in building a more diverse cadre of faculty and providing culturally responsive curricular, research, and mentoring opportunities for underrepresented students.

      • Advancing Faculty Diversity Cluster Hire Initiative

      • Latinx Cluster Hire Initiative

      • Designing Just Futures Cluster Hire Initiative 


Mentoring, counseling and support programs 

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

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

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

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

STUDENTS, STAFF, FACULTY, ALUMNI, SAN DIEGO COMMUNITY 

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 (https://diversity.ucsd.edu/edi-centers/community-centers.html). These centers and programs affect 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. 

 

STUDENTS 

The Student Retention & Success (SRS) (https://srs.ucsd.edu/) team within the Division of Student Affairs and Campus Life (SACL) empowers and support students in their academic, personal, and professional growth through collaborative facilitation of programs and services that disrupt systemic equity gaps. The units and programs in SRS include the Undergraduate Research Hub (URH), Student Veterans Resource Center (SVRC), Student Success Coaching Program (SSCP), the Chancellor’s Associates Scholars Program (CASP), Summer Bridge, Undocumented Student Services (USS), and TRIO Student Support Services Program (SSSP). These programs also support underrepresented groups, including first generation and military connected students. 

The Student Promoted Access Center for Education and Service (SPACES) program (https://spaces.ucsd.edu/), also in SACL, includes the Student Initiated Programs for Holistic Retention (SIPHR), a student-initiated and -run service that functions to increase the retention rates of undergraduates. SIPHR strives to be proactive at preventing academic probation, disqualification, and drop-out within underserved and under-resourced communities, including students from low income, first generation, non-traditional, undocumented, disabled communities of color. SIPHR programs include recognition of student organizations that demonstrate commitment to educational access and retention, as well as a free textbook lending program available to all UC San Diego students. 

  

STAFF 

UC San Diego Human Resource's Talent Acquisition is the unit of Human Resources responsible for employee recruitment, as aforementioned. The unit assists the university in attracting the best qualified and diverse applicants through various outreach efforts. UC San Diego plans and implements a variety of recruitment programs designed to increase diversity and achieve equal opportunity in hiring. These programs offer mentoring and support for underrepresented groups. 

UC San Diego strives to recruit a diverse pool of job applicants through activities that include (https://blink.ucsd.edu/HR/policies/diversity/recruitment.html): 

  • 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 

 

STAFF AND FACULTY 

The Faculty and Staff Assistance Program (FSAP) (https://blink.ucsd.edu/sponsor/hr/divisions-units/programs-rewards/fsap.html) is a confidential Employee Assistance Program (EAP) which helps campus faculty and staff, all Postdoctoral and Visiting Scholars, UC San Diego emeriti and retirees resolve concerns affecting personal well-being and/or job performance. Support for campus leaders, managers and supervisors; connections to local resources; and collaboration with HR units and other campus partners are also services provided by our team of licensed, professional counselors. Several of these services are geared toward underrepresented groups. 


Support for future academic staff

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?:
Yes

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

Both of the programs below have national recognition for supporting and promoting students from under-served backgrounds to enter faculty careers: 

Additionally, UC San Diego has the San Diego Chancellor's Postdoctoral Fellowship Program (https://postdoc.ucsd.edu/funding/ucsd-fellowships.html) which offers postdoctoral research fellowships, faculty mentoring, and eligibility for a hiring incentive to outstanding scholars whose research, teaching, and service will contribute to diversity and equal opportunity at the University of California. 


Optional Fields 

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

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

Website URL where information about the institution’s support for underrepresented groups is available:
https://srs.ucsd.edu/

Additional documentation to support the submission:
---

Data source(s) and notes about the submission:

Additional websites where information about the institution’s support for underrepresented groups is available: 

 

UC San Diego Principles of Community (https://www.ucsd.edu/about/principles-overview.html): 

Principles of Community Statement: https://www.ucsd.edu/about/principles.html 

 In 1998, former Chancellor Dynes along with vice chancellors, the academic senate chair and student leadership issued the Principles of Community. The Principles were developed by the Diversity Leadership Team (comprised of UC San Diego vice chancellors and department directors), and many other members of the UCSD community, including faculty, staff, and students. 

The goals of the Principles include: 

  • Providing fair treatment for faculty, staff, and students 

  • Encouraging a climate of fairness, cooperation, and professionalism 

  • Fostering inclusiveness, respect, and a welcoming environment 

  • Promoting collaborative attitudes and actions 

Today, the UC San Diego Principles of Community are implemented in a wide variety of ways in both the academic and business aspects of the university, such as: 

  • One of four areas (UC San Diego Principles of Community, Diversity, Health and Safety, and Customer Service) in which individual performance is rated on the Performance Appraisal and Development model 

  • A handout given to all new students 

  • A subject discussed in several Staff Education and Development courses 

  • A featured topic in the New Employee Orientation program 

  • A component of many UC San Diego publications, including the general catalog and the financial report 

*The Principles of Community are also posted and stated at all campus sustainability events 

 

Points of contact for credit information:  

  • Dr. Belinda Zamacona de Martinez, Deputy Chief of Staff, Office for Equity, Diversion, and Inclusion 

  • Shannon Milligan, Director, Assessment, Evaluation & Organizational Development 

  • Carrie Metzgar, Campus Sustainability Officer, Utilities & Sustainability 


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.