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

UNIVERSITY OF CALIFORNIA, DAVIS STATEMENT OF NONDISCRIMINATION:

The University of California, Davis, does not discriminate on the basis of race, color, national origin, religion, sex, gender identity, pregnancy (including pregnancy, childbirth, and medical conditions related to pregnancy or childbirth), physical or mental disability, age, medical condition (cancer related or genetic characteristics), ancestry, marital status, citizenship, sexual orientation, or service in the uniformed services (includes membership, application for membership, performance of service, application for service, or obligation for service in the uniformed services) status as a Vietnam-era veteran or special disabled veteran, in accordance with all applicable state and federal laws, and with university policy. As required by Title IX, the University of California, Davis, does not discriminate on the basis of sex in its educational programs, admissions, employment or other activities.

Statement of Nondiscrimination URL: https://www.ucdavis.edu/statement-nondiscrimination/

The Harassment & Discrimination Assistance and Prevention Program (HDAPP) at UC Davis supports the University's commitment to a harassment and discrimination-free work and learning environment for all members of the UC Davis and UC Davis Health campuses by preventing harassment and discrimination from occurring at UC Davis and UC Davis Health by educating the campus communities about the issues; assisting individuals and campus units to resolve conflicts and complaints related to harassment, discrimination, sexual harassment, sexual violence and hate and bias; and serving as the central office for receiving reports and maintaining records of these types of complaints.

UC Davis staff and students can report incidents of hate, bias, discrimination or harassment by submitting an electronic report online; emailing a report to HDAPP; or telling a department chair, manager or supervisor (these University officials are responsible for providing a work environment that is free of harassment and discrimination and to assist those who report misconduct to them by consulting with HDAPP).

THE COMPLAINANT RESOLUTION PROCESS

Initial Assessment of a Report / Immediate Health and Safety

Once a report is received, HDAPP typically will send an outreach email to the complainant offering them the opportunity to schedule an intake appointment. Please note intake appointments are not always done. For example, an intake would not occur if the report is submitted anonymously and/or the complainant made the report directly to HDAPP.

During an intake appointment, it is the complainant's opportunity to hear about our process. Support resources (i.e., confidential resources) are also shared in this meeting. This appointment is also the complainant's opportunity to share their experience and answer any additional questions the HDAPP representative may have about the report. It is helpful to hear from the complainant about the impact the experience had on them, and their desired resolution. All complainant's are welcome to have a support person accompany them. These appointments can be done in person or by phone.

If other complainant's names are disclosed during the intake appointment, HDAPP may also send these individuals an outreach message allowing them the opportunity to make a report and ensure they are connected to resources.

Please note complainants are not required to schedule an intake appointment. If someone determines not to accept the offer for an intake appointment, the University may still need to respond based off the information reported. This is why it is helpful to hear first-hand from the complainant about their experience and their desired resolution.

Based on the information received (e.g., by the report and/or intake meeting, HDAPP will make an initial assessment, including a limited factual inquiry when appropriate, to determine: whether the report on its face alleges an act of Prohibited Conduct as defined in the appropriate policy; and if so, whether the Prohibited Conduct is covered by this Policy, as described in the appropriate policy.

The Chief Compliance Officer may consult with other offices as necessary. This can be done once a report is received, after an intake, or before/after an intake. This may include Academic Personnel Offices for complaints involving faculty and other academic appointees, with Student Affairs Offices for complaints involving students, and with Human Resources or Employee and Labor Relations Offices for complaints involving staff.

The Chief Compliance Officer, in coordination with the Case Management Team, and in consultation with the Complainant when possible, will: make an immediate assessment of the health and safety of the Complainant and the campus community, determine and oversee interim measures that are immediately necessary (including no contact orders), and provide to the Complainant a written explanation of rights and reporting options (including the right to report to the police), and available campus and community resources.

(2) Closure After Initial Assessment

After our initial assessment of the information provided, HDAPP will be closing its file due to the fact the university determines that: even if true, the alleged conduct is not Prohibited Conduct; the conduct is not covered by the appropriate Policy; there is not enough information to carry out a Resolution Process (for example, the identities of the people involved); a Complainant’s request that no Formal Investigation occur can be honored; or there is not enough nexus between the conduct and the University to carry out a Resolution Process (for example, the conduct did not occur in the context of a University program, activity, or service, and involved only third parties).

This does not mean that the events did or did not occur as alleged, or that they were or were not appropriate. Rather, there was insufficient information to support the allegations of discrimination and harassment under review.

Closure with Referral and/or Supportive Measures

When appropriate, HDAPP will take steps to stop the reported conduct, prevent its escalation or recurrence, and address its effects. This can either be done through supportive measures and/or referrals. Supportive Measures may include, for example, offering resources and supportive measures to the Complainant and providing targeted preventive education (including to the Respondent) and training programs. When the reported conduct is not Prohibited Conduct (such as stalking or harassment of a non-sexual nature), the Chief Compliance Officer will, if appropriate, refer the matter to another office for review and resolution. These offices include, but are not limited to: The Office of Student Support and Judicial Affairs and Employee and Labor Relations.

The concern may be closed without a referral if the concern is a protected action (i.e., Freedom of Expression) or not related to another University department. Often these cases are noted for climate purposes.

Next Steps

After a concern has been initially assessed, Reports of Prohibited Conduct that are not closed after the Title IX Officer’s initial assessment may be addressed through one of our resolution pathways outlined below. Regardless which path is chosen to resolve the concern, the complainant would be informed of the action taken.

Supportive Measures/Early Resolution:

Most discrimination and harassment cases are resolved via Early Resolution. Supportive measures are used for sexual violence and sexual harassment to support a Complainant who is not involved in a Resolution Process (see Section V.A.5), but the information is still concerning that the University determines it needs to respond.

Supportive Measures/Early Resolution can include remedies such as:

a) Helping you communicate directly with the other person.

b) Arranging for a UCD official to talk with the other person (a “no-fault” or “notice” conversation.)

c) Helping parties agree to certain changes in how you interact.

d) Separating you and the other person.

e) Negotiating a disciplinary agreement with the other person.

f) Conducting training on discrimination for an individual, department or group.

g) Using Student Health and Counseling Services (SHCS) or the Academic and Staff Assistance Program (ASAP) for emotional support.

h) Other strategies you and the University agree to try.

Please note at this stage no complainants are named. However, respondents may be informed of allegations at this stage and can assume based on the information provided who the complainant is. That is why we emphasize retaliation is prohibited.

Alternative Resolution (only Sexual Violence and Sexual harassment cases):

After an initial assessment of the alleged facts, the Title IX Officer may—if the Complainant and Respondent agree—begin an Alternative Resolution process. The Title IX Officer will, if appropriate, begin the process in consultation with other offices depending on whether the Complainant and Respondent are faculty, other academic appointees, staff, student employees, or students.

Alternative Resolution may include, among other responses: separating the parties; providing for safety; referring the parties to counseling; mediation (except in cases of sexual violence); referral for disciplinary action; an agreement between the parties; conducting targeted preventive educational and training programs; and conducting a follow-up review to ensure that the resolution has been carried out effectively.

Alternative Resolution may be especially useful when: a Formal Investigation is not likely to lead to a resolution; both parties prefer an informal process; or a case involves less serious allegations.

Once the parties have agreed to the terms of an Alternative Resolution, the University will not conduct a Formal Investigation unless the Title IX Officer determines that the Respondent failed to satisfy the terms of the Alternative Resolution, or that the Alternative Resolution was unsuccessful in stopping the Prohibited Conduct or preventing its recurrence.

For alternative resolution to be successful, both parties must agree to the outcome. This means that no action, including referral for discipline, will typically occur unless both the Complainant and Respondent agree. Sometimes, though, alternative resolution includes actions by the University to support the Complainant—the Respondent need not agree to or know about these. Either party can terminate the alternative resolution process at any time before it is completed. Additionally, the Title IX Officer can terminate the process if it appears that the process will not be successful.

Formal Investigation:

Most complaints are resolved through Preventative Measures or Alternative Resolution, but some cases may need to be investigated before they can be resolved.The Title IX Officer will begin a Formal investigation when they decide not to close a report after their initial assessment and either (i) Alternative Resolution and Other Inquiry are not appropriate, or (ii) the parties do not agree to participate in Alternative Resolution or it ends before they agree on terms. The Title IX Officer may coordinate the investigation with other offices, depending on the identities of the Complainant and Respondent (that is, faculty, other academic appointees, staff, or students.). Usually in cases of sexual violence, a formal investigation will be charged.

If the Complainant does not want a Formal Investigation, the Title IX Officer will seriously consider this preference. However, the Title IX Officer may determine an investigation is necessary to mitigate a risk to the campus community. If the Title IX Officer begins a Formal Investigation despite the Complainant’s request, the Title IX Officer will provide the Complainant with all information required by this Policy unless the Complainant states in writing that they do not want it.

If the Title IX Officer does not begin a Formal Investigation, they will inform the Complainant that this limits possible remedies. The Title IX Officer will nonetheless provide measures as appropriate and consistent with Complainant’s privacy and the absence of a Formal Investigation.

If the University decides a formal investigation is necessary, the Chief Compliance Officer appoints an official investigator. The complainant and the respondent will be notified of the investigation. The investigator will conduct separate interviews with the complainant, the respondent, and other potential witnesses. The investigator may recommend that certain steps (interim measures) be taken to protect the complainant or witnesses at any time during the investigation. The investigator will prepare and submit a report addressing whether or not University policy was violated. If there is a finding of a policy violation, the University will consider disciplinary action against the respondent and/or other remedies that may be appropriate.

2017-2018 Complaints:

In 2017-2018 HDAPP received 96 complaints related to hate and bias, 69 cases related to race, 11 related to national origin, 8 case related to religion, 22 cases related to gender, 8 cases related to gender identity, and 9 cases related to sexual orientation. Most of these cases were resolved by informal resolution, but some of them were resolved by a formal investigation. In one example a staff member complained about a faculty member who made inappropriate hate/bias comments. Resources were provided, a discussion was documented, and a summary letter was written. In another example a staff member complained about receiving an anti-immigrant voicemail from an anonymous affiliation. Resources were provided to the complainant and the incident was documented for campus climate purposes. In several other cases there were complaints about offensive graffiti; the graffiti was either racist, discriminatory towards a specific group, or related to political beliefs. In all of these cases resources were provided if the complainant identified themselves and the graffiti was removed.

HDAPP Incident Reporting:https://hdapp.ucdavis.edu/report-incident
2017-2018 Compliance and Policy Annual Report: https://compliance.ucdavis.edu/sites/g/files/dgvnsk5096/files/inline-files/Compliance%20Annual%20Report%202.27.19_1.pdf

STUDENT RECRUITMENT

Goal 1 of the UC Davis Strategic Vision for Diversity & Inclusion is: Identify, attract, retain, and graduate a diverse student body. From this goal came three objectives:

(1) Focus on identification, preparation and pipeline activities early in future students’ development/schooling and involve community and support networks such as family, K-12 teachers, counselors and schools, community organizations and community colleges.

(2) Increase retention and graduation/completion rates of students with a focus on diverse, underrepresented and underserved student populations.

(3) Invest in each student’s success, sense of belonging, and cultural competency.

UC Davis has several programs that help meet these objectives.

The UC Transcript Evaluation Service (TES) tool provides districts, schools, and families with the data-driven decision support to get and keep students on the path to a higher education. According to the Public Policy Institute of California, California faces a shortage of approximately 1.1 million college educated workers by 2030. Yet, fewer than half of California students complete “a-g” courses – the courses that are required for eligibility to UC and California State University. Furthermore, students who have been historically underrepresented in higher education are less likely than their peers to meet “a-g” requirements. To address the need for greater student access to “a-g” courses, UC created TES, a data tool that provides timely, specific information to California public high schools about students’ progress toward “a-g” completion. If more underrepresented high school students have access to completing the courses necessary to be eligible for UC, then UC has an increased opportunity to recruit those students.

The Student Recruitment and Retention Center (SRRC) stands for educational equity. The SRRC hosts community programs targeted for underrepresented minority students. In addition to the community programs, the SRRC performs recruitment services such as K-12 Outreach, Pathway to College Support, Reservation Outreach, College Admission Info, Community College Outreach, and Campus Visits Experience. The goals of these recruitment programs are to promote and support academic preparation, leadership development and cultural enrichment activities for non-college tracked youth and community college students (K-12 & community college). The SRRC aims to interest historically underrepresented, low-income or educationally disadvantaged students in continuing their post-secondary education, inform students of the post-secondary opportunities available at UC Davis, or other higher education institutions, use a scaffolding pedagogy to culturally empower and progressively move students toward degree completion, and promote holistic learning to engage students in the praxis of critical consciousness.

Two programs are aimed at increasing the number of underrepresented minority students seeking graduate degrees. The Alliance for Multi-campus, Inclusive Graduate Admissions (AMIGA) brings together faculty from select graduate programs and groups to develop holistic review for graduate admissions in a final total of eight humanities and humanistic social science graduate programs at each UC campus. The UC-HBCU Initiative is a program offered by the University of California Office of the President (UCOP). The program connects faculty and undergraduate scholars at both UC (University of California) and HBCU (Historically Black Colleges and Universities) campuses.

Envision UC Davis is a program aimed at creating a more diverse and talented workforce at UC Davis, in the State of California, and the nation. Participants learn about the graduate programs at UC Davis, engage with current graduate students and faculty, Receive helpful tips about the graduate school application process. The program was launched by Chancellor Gary S. May in spring 2018.

The UC Davis Guardian Professions Program, housed in the Office of Graduate Studies, is a scholarship and mentorship program launched during Fall 2014 that helps former foster youth receive graduate and professional degrees at UC Davis. It is the first program of its kind in the nation. Students receive help from staff members for any of the graduate programs and professional schools at UC Davis and financial support, such as fellowships, to help cover tuition. Additionally, the program covers the cost of applying to a UC Davis graduate program.

UC Transcript Evaluation Services Website: https://www.transcriptevaluationservice.com/

SRRC Recruitment Website: https://srrc.ucdavis.edu/services/recruitment

UC Davis AMIGA Website: https://grad.ucdavis.edu/resources/diversity/initiatives

UC-HBCU Initiative: https://www.ucop.edu/uc-hbcu-initiative/

Envision UC Davis: https://grad.ucdavis.edu/about-us/events/envision-uc-davis-program

Guardian Professions Program: https://grad.ucdavis.edu/gpp

ALL STAFF RECRUITMENT

Goal 2 of the UC Davis Strategic Vision for Diversity & Inclusion is: Identify, attract and retain a diverse faculty and staff. From this goal came three objectives:

(1) Broaden the diversity of faculty and staff by cultivating a diverse pipeline and ensuring that campus policies, departmental incentives, and funding models are aligned to make aggressive progress on hiring goals.

(2) Hold every division, college, school, and department accountable for bringing diversity and inclusion excellence into recruitment and hiring practices.

(3) Ensure that people thrive—for compliance, retention, and improved climate.

UC Davis meets these objectives through several programs and initiatives.

NON-ACADEMIC STAFF RECRUITMENT

UC Davis strives to attract, select, retain and develop a diverse and talented workforce who will contribute to the university’s mission and vision. A variety of resources and goals related to affirmative action, hiring diverse candidates, and developing an outreach plan for recruitments are available to help campus members embed diversity, equity, and inclusion into their employee recruitment efforts.

UC Davis Talent Acquisition strives to increase the diversity and strength of the UC Davis staff workforce through strategic outreach and community partnerships. Specifically, the Staff Diversity Ambassador Program pairs Talent Acquisition Partners with staff diversity leaders from UC Davis to conduct community outreach. Staff Diversity Ambassadors connect directly with diverse members of our community and help advance the campus's Diversity & Inclusion Vision Plan and the Chancellor’s Strategic Plan. Ambassadors engage in staff development and retention efforts by sharing information about the campus community, offering insights into resources, networking opportunities, support systems and opportunities available through Employee Resource Groups.

Additionally, UC Davis encourages supervisors to work with a Talent Acquisition Partner to develop an inclusive recruitment outreach plan for all employment searches. Talent Acquisition Partners can provide diversity-competent knowledge on ensuring that applicant pools are representative of the campus’s diverse community.

UC Davis is committed to equal employment opportunity in compliance with all applicable federal and state laws and regulations. Consistent with these legal requirements, UC Davis takes affirmative actions to address underutilization in its workforce of women, minorities, protected veterans, and individuals with disabilities. To assist with this goal, the Compliance and Policy unit works with Human Resources and Academic Affairs to coordinate and monitor the University's affirmative action efforts.

Office of Diversity, Equity & Inclusion resources for diversifying hiring practices: https://diversity.sf.ucdavis.edu/how-do-i/diversify-my-hiring

UC Davis Affirmative Action Plans: https://compliance.ucdavis.edu/affirmative-action

UC Davis Staff Diversity Ambassador Program: https://hr.ucdavis.edu/employees/diversity/ambassador-program

UC Davis Talent Acquisition Website: https://hr.ucdavis.edu/departments/recruitment

ACADEMIC STAFF RECRUITMENT

The STEAD Committee is made up of trained UC Davis faculty members who provide information and advice about practices for achieving excellence, equity, and diversity in faculty recruitment at the University of California, Davis. The committee leads workshops for faculty and administrators involved in hiring. The STEAD workshop aims to identify factors that can introduce bias into the faculty recruitment process and to provide evidence-based approaches that will maximize the likelihood that excellent and diverse scholars will be identified, selected for offers and recruited onto the UC Davis faculty.

The Center for the Advancement of Multicultural Perspectives on Science (CAMPOS) is one of six initiatives of UC Davis ADVANCE, a National Science Foundation Institutional Transformation grant with the goal to increase the participation and advancement of women in academic science and engineering careers. Initially CAMPOS focused on advancing the recruitment, hiring, and success of UC Davis faculty with exceptional contributions to STEM research, teaching and service whose presence at UC Davis would help address issues affecting the underrepresentation of Latinas in STEM. Over time, the mission of CAMPOS grew to include STEM faculty whose research, teaching and service address the needs of all communities currently underrepresented in STEM disciplines.

The Center for the Advancement of Multicultural Perspectives on Social Science, Arts, and Humanities (CAMPSSAH) builds on the Center for the Advancement of Multicultural Perspectives on Science (CAMPOS) mission to encompass the multicultural perspectives of academic faculty in social science, arts, and humanities as well as STEM. Both Centers focus on expanding the presence of women and underrepresented faculty in those disciplines.

The Faculty Hiring Investment Program (HIP) is a program to provide resources to the schools, colleges and divisions to support additional opportunities for senate faculty hiring that either transcends the boundaries between traditional departments, schools and/or colleges or extends the disciplinary range of a single department, school or college into critical new areas resulting in a transformative augmentation of that unit. One of the criteria for a candidate to be considered for HIP includes significantly advancing campus goals for diversity (racial, ethnic, gender, cultural, etc.).

STEAD Website: https://academicaffairs.ucdavis.edu/stead

CAMPOS Website: https://diversity.ucdavis.edu/campos

CAMPSSAH Website: https://diversity.ucdavis.edu/campssah

HIP Website: https://leadership.ucdavis.edu/initiatives/provost-initiatives/faculty-hiring-investment-program

STUDENTS

UC Davis has several academic retention initiatives for students with marginalized identities. These initiatives support students, especially early in their education, to achieve, build resilience and feel the sense of belonging that is essential to their success in a university setting.

The Center for African Diaspora Student Success (CADSS) is intensively focused on the retention, persistence, and graduation of all undergraduate students of the African diaspora at the University of California, Davis. The Center for Chicanx and Latinx Academic Student Success (CCLASS) is committed to providing academic, social, and personal support for students. The Native American Academic Student Success Center (NAASSC) is focused on creating a sense of belonging for Native American students in a culturally appropriate way. Additionally, a Strategic Asian Pacific Islander Retention Initiative is in the process of being developed.

The Student Community Center is home to dynamic student life center and academic services, and includes centers such as the AB540 Undocumented Student Center, Cross Cultural Center (CCC), Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual (LGBTQIA) Resource Center, Student Recruitment and Retention Center (SRRC), and the Women’s Resources and Research Center (WRRC).

The AB540 and Undocumented Student Center strives to empower undocumented students, their families and members of the community in being informed leaders and actives participants in the surrounding communities. The center promotes a holistic approach to recruitment and retention of students in higher education, taking into account a student’s mental, emotional, and financial well-being.

The CCC upholds its mission of working towards a more just and liberated world by creating compassionate community spaces that foster identity development, critical consciousness, and collective innovation. The center has six values that guide its work: advocacy, cultural competency, educational excellence, identity exploration, and leadership development.

The LGBTQIA Resource Center provides an open, safe, inclusive space and community. The center promotes education as well as space for self-exploration about all sexes, genders and sexualities and their intersections with other identities.

The SRRC hosts student-run and student-initiated programs created by students for students to foster holistic, academic and personal development while raising political and cultural awareness for youth and college students. The SRRC hosts seven community programs called ACE: African Diaspora Cultivating Education, AIRR: American Indian Recruitment & Retention, Bridge: Pilipinx Outreach & Retention, Collective: Transfer and Non-Traditional Student Empowerment, GAAAP: Graduate Academic Achievement and Advocacy Program, SAFE: Southeast Asians Furthering Education, and SOL y LUNA: Students Obtaining Leadership y Latinxs United in Navigating Academia. All of these SRRC programs have student leaders who develop and implement recruitment and retention services, strategies, and activities for various communities.

The WRRC is a resource for everyone promoting gender equity in the UC Davis community. Womxn, transgender, nonbinary, and gender expansive individuals need places where they can find support when facing gender bias, gendered violence and the impacts of inequities on self-esteem. The WRRC is a space to study, relax, be inspired, and laugh in the company of folks who believe in their full potential.

Student Affairs Academic Retention Initiatives Website: https://studentaffairs.ucdavis.edu/student-life/ari

Student Community Center Website: https://studentaffairs.ucdavis.edu/resources/scc

ALL STAFF

The Capital Resource Network (CRN) supports newly recruited employees and their families by easing transition stress and assisting to establish personal and professional connections. Offering exceptional diversity and inclusion benefits, the CRN helps to attract and retain the best and brightest from all over the world.

NON-ACADEMIC STAFF

The Staff Diversity Administrative Advisory Committee (SDAAC) advises the Chancellor and Provost via the Associate Executive Vice Chancellor Campus Community Relations regarding the campus Comprehensive Diversity Action Plan on matters related to staff. The committee reviews staff related affirmative action programs and recommends activities; recommends Diversity Education and Training programs; advises the campus senior administration regarding general employment related policy issues; and participates in the planning and offering of campus programs to promote diversity and inclusion.

ACADEMIC STAFF

LAUNCH is a mentoring program designed to support Center for the Advancement of Multicultural Perspectives on Science (CAMPOS) and Center for the Advancement of Multicultural Perspectives in the Social Sciences, Arts and Humanities (CAMPSSAH) faculty scholars at UC Davis. LAUNCH committees provide mentorship and guidance to faculty members during much of their careers at UC Davis.

SUPPORT FOR ALL STUDENTS AND STAFF

Campus and Student Engagement is an outreach program of the Office of Diversity, Equity and Inclusion that collaborates with a broad cross-section of campus and local community organizations to develop and support programs and initiatives that foster an inclusive and welcoming campus climate.

Campus and Student Engagement facilitates leadership opportunities for staff, students and faculty through the following Administrative Advisory Committees: Disability Administrative Advisory Committee (DIAAC), Staff Diversity Administrative Advisory Committee (SDAAC), Status of Women at Davis Administrative Advisory Committee (SWADAC) and the Campus Council on Community & Diversity (CCC&D). Campus and Student Engagement works together with these committees to create challenging and informative campus and community programs.

CRN Website: https://academicaffairs.ucdavis.edu/capital-resource-network

SDAAC Website: https://diversity.ucdavis.edu/administrative-advisory-committees

LAUNCH Website: https://academicaffairs.ucdavis.edu/launch

Campus and Student Engagement Website: https://diversity.ucdavis.edu/campus-student-engagement

The UC Davis McNair Scholars Program is a two-year program for students funded by TRIO and the U.S. Department of Education. It is designed to encourage students from groups often underrepresented in graduate programs to pursue doctoral degrees. The program serves first-generation college students from low-income families and students from populations underrepresented in graduate education. Students who participate in the McNair Scholars Program receive benefits such as academic, career, and personal counseling, mentoring by faculty, preparation for the GRE, assistance in applying to graduate school, paid travel to professional and research conferences, training in research methodology, and a summer research internship with a research stipend of up to $2,800. About 20 UC Davis undergraduates and incoming transfer students are selected each year to participate in academic year and summer activities.

UC LEADS (Leadership Excellence Through Advanced Degrees) is a two-year program designed to identify educationally or economically disadvantaged undergraduates in science, mathematics or engineering who show promise of succeeding in doctoral degree programs. The program provides students with educational experiences that prepare them to assume positions of leadership in industry, government, public service, and academia. Additional benefits include: research experience, research stipends, GRE preparation, seminars and advising, and travel to professional meetings.

While the following two programs are open to all students/postdocs, UC Davis intentionally encourages individuals from underrepresented groups to participate in the following:

(1) Professors for the Future: Professors for the Future (PFTF) is a year-long competitive fellowship program designed to recognize and develop the leadership skills of outstanding graduate students and postdoctoral scholars who have demonstrated their commitment to professionalism, integrity, and academic service. This unique program sponsored by Graduate Studies focuses on the future challenges of graduate education, postdoctoral training, and the academy. Professors for the Future is designed to prepare UC Davis doctoral students and postdoctoral scholars for an increasingly competitive marketplace and a rapidly changing university environment. PFTF Fellows receive a $3,000 stipend.

(2) GradPathways: GradPathways is a premier professional development program that builds on the successes of our previous Professional Development Series, a nationally recognized program that has served thousands of UC Davis graduate students and postdoctoral scholars since its inception in 2004. Recent reports by the Council of Graduate Schools and the UC Davis Special Task Force on Graduate Education demonstrated the need to do more to ensure success in graduate school and future career endeavors. GradPathways helps to answer that need.

The University of California President’s Postdoctoral Fellowship Program (PPFP) 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 UC Davis Chancellor's Postdoctoral Fellowship Program (a sister program of the UC President’s Postdoctoral Fellows Program) offers postdoctoral research fellowships and faculty mentoring to outstanding scholars in all fields whose research, teaching, and service will contribute to the diversity and equal opportunity at the University of California. 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 seeks 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 members of groups historically underrepresented in higher education.

McNair Scholars Program at UC Davis Website: https://mcnair.ucdavis.edu/

UC LEADS Website: https://ucleads.ucdavis.edu/

Professors for the Future Website: https://grad.ucdavis.edu/professional-development/professors-future

GradPathways Website: https://grad.ucdavis.edu/professional-development/gradpathways

PPFP Website URL: https://ppfp.ucop.edu/info/about-ppfp/index.html

CPFP Website URL: https://grad.ucdavis.edu/resources/postdoctoral-scholar-resources/chancellors-postdoctoral-fellowship-program

Public inventory of gender-neutral bathrooms on campus: https://lgbtqia.ucdavis.edu/support/restroom

General LGBTQIA Related Issues Resource List: https://lgbtqia.ucdavis.edu/general-lgbtqia-related-issues-resource-list

LGBTQIA Campus Housing: https://lgbtqia.ucdavis.edu/general-lgbtqia-related-issues-resource-list