Overall Rating	Silver - expired
Overall Score	63.09
Liaison	Elida Erickson
Submission Date	April 17, 2015
Executive Letter	Download

STARS v2.0

University of California, Santa Cruz
PA-7: Support for Future Faculty Diversity

Status	Score	Responsible Party
	1.00 / 1.00	Elida Erickson Sustainability Director Sustainability Office

"---" indicates that no data was submitted for this field

Does the institution administer and/or participate in a program or programs to help build a diverse faculty that meet the criteria for this credit?:

Yes

A brief description of the institution’s programs that help increase the diversity of higher education faculty:

UCSC’s commitment to diversity is a deeply held value, reflected within the core mission of the campus. UCSC has a wide variety of programs focused on expanding opportunities for underrepresented students to join the field of academic research and teaching. Several are highlighted here:

President's Postdoctoral Fellowship Program
The Program The University of California President's Postdoctoral Fellowship 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, 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.

CBSE (Center for Bio-Molecular Science and Engineering) Research Mentoring Institute (RMI) This program offers diversity-oriented fellowships to graduate students, and awards to undergraduates interested in pursuing research projects in areas relevant to the human genome. Students participating in RMI receive mentoring from faculty advisors, other students, and the program coordinator. The program exposes students to the nature and rigors of a research environment, thus enhancing preparation for and success in graduate school and beyond. The institute engages graduate fellows as peer mentors to undergraduate awardees, thereby creating a pipeline of support and mentorship.
https://cbse.soe.ucsc.edu/diversity/rmi

CAMP (California Alliance for Minority Participation in Science, Engineering and Mathematics) CAMP is a statewide initiative that aims to support and retain underrepresented undergraduates to achieve their degrees in the biological sciences, physical sciences, mathematics, and engineering. By integrating research and undergraduate education, CAMP creates a cohesive set of experiences that fully prepares undergraduates for graduate education and influences career choices. CAMP programs motivate participants through cooperative learning, internships, faculty mentored research, and funding for travel to professional conferences, in order to present their findings, and learn about graduate school opportunities.
http://stemdiv.ucsc.edu/camp/

AGEP (Alliance for Graduate Education and the Professoriate)
AGEP is a program sponsored by the National Science Foundation whose goal it is to significantly increase the number of African American, Latino, Native American, and Pacific Islander students earning PhDs in the physical and life sciences, math, and engineering and to foster their interest in and commitment to an academic career. The UCSC AGEP program is designed to increase the number of graduate students in science, technology, engineering, and mathematics (STEM) fields while also providing special programs addressing the diverse and specific educational needs of incoming graduate students. http://graddiv.ucsc.edu/archive/agep/agep-programs.html

The MARC (Minority Access to Research Careers) Program
The MARC (Minority Access to Research Careers) Program offers research training to participating honors students to help prepare them to compete successfully for entry into graduate programs leading to the Ph.D. in the biomedical sciences. Funded through the National Institutes of Health, the MARC program’s goals are to increase the numbers and capabilities of underrepresented scientists and to prepare students for careers in biomedical research. Acceptance is competitive and based on above average academic preparation and performance. http://stemdiv.ucsc.edu/marc/

Educational Opportunities Program - Pathways to Research
The goal of the Pathways to Research Program (P2R) is to expose EOP undergraduate students to research opportunities and research-based graduate programs. With the assistance of their graduate mentor, students will determine their short-term goal for the quarter and long term goal for the school year related to the exploration of and involvement in research. Students will engage in bi-weekly meetings with their mentor to report on progress and plan next steps to reach those goals. P2R is a two-quarter commitment (Winter and Spring). Mentees will receive a $300 stipend upon successful completion of the program.
http://eop.ucsc.edu/content/pathways-to-research

Date Revised: June 17, 2016

University of California, Santa Cruz requested that AASHE Staff correct a mistake in this reporting field for the reason specified below.

Previous Value: President's Postdoctoral Fellowship Program The Program The University of California President's Postdoctoral Fellowship 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, 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. Contributions to Diversity and Equal Opportunity These contributions may include public service addressing the needs of our increasingly diverse society, efforts to advance equitable access to higher education, or research focusing on underserved populations or understanding inequalities related to race, gender, disability or LGBT. The program is seeking applicants with the potential to bring to their academic careers the critical perspective that comes from their non-traditional educational background or understanding of the experiences of groups historically underrepresented in higher education. Hiring & Recruitment All faculty hiring committees must have a person designated as the “Diversity Liaison”, who help ensure that fair hiring policies and best practices are followed throughout the search. Fair hiring training is required for the search chair and the Diversity Liaison, and the full committee is invited to the training. The search committee is provided information on writing job descriptions and advertisements to be inclusive and to encourage applicants who can contribute to the diversity of the campus, and a statement of diversity is encouraged of all applicants. Funding is provided for strategic advertising to build pool diversity, and committee members are instructed to perform a large amount of outreach to obtain a diverse pool. The pool diversity is monitored at each stage of the search process, with an expectation of having similar demographics to the graduating PhDs in the field; if a pool has many fewer women than expected, the search can be suspended until additional outreach has been done to diversity the pool (this has happened on our campus). The selection process is based on the advertised criteria, which include contributions to diversity in research, teaching, and service, per university policy. All tenure/tenure-track faculty hiring must go through an open search unless a waiver is approved, and the three types of waivers are all designed to help improve diversity: Presidential Post-doc hiring (hiring of alumni from the UC systemwide post-doc program that awards post-docs to scholars contributing to diversity), Target of Excellence hires (one of the key criteria is contributions to diversity, in addition to outstanding achievement in the field), and Partner Hires (which have been found to be disproportionately important for female faculty). Once here, development is assisted by our Mentoring Program for Faculty, as well as our Diversity and Inclusion Certificate Program. Ongoing salary and promotion review criteria explicitly includes contributions to diversity in research, teaching, and service. The University of California Systemwide Committee on the Status of Women addressed the systemwide need for additional professional development for women and the need for additional lactation facilities. Systemwide Advisory Committee on the Status of Women (SACSW): http://sacsw.universityofcalifornia.edu/

Explanation: This correction is in response to a 4/15/16 email from AASHE STARS staff member Monika Urbanski recommending that UCSC clarify its response to this question.

The website URL where more information about the faculty diversity program(s) is available :

http://diversity.ucsc.edu/resources/images/engaging_in_diversity.pdf

Date Revised: June 17, 2016

Data source(s) and notes about the submission:

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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.

STARS v2.0

University of California, Santa Cruz PA-7: Support for Future Faculty Diversity

University of California, Santa Cruz
PA-7: Support for Future Faculty Diversity