University of California, Los Angeles
PA-6: Assessing Diversity and Equity
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 1.00 |
Christophe
LaBelle Sustainability Analyst Sustainability |
Has the institution engaged in a structured assessment process during the previous three years to improve diversity, equity and inclusion on campus?:
A brief description of the assessment process and the framework, scorecard(s) and/or tool(s) used:
In the decade since the Moreno Committee was authorized by Chancellor Gene Block and implemented by former EVC/P Scott L. Waugh to establish an independent, Blue-Ribbon Committee to investigate “ongoing diversity challenges,” the Moreno Recommendations Implementation Committee (MRIC) published its Final Report (https://equity.ucla.edu/news-and-events/final-report-of-the-moreno-recommendations-implementation-committee/) in 2021, and recently completed (https://equity.ucla.edu/ucla-moreno-report-updates/#:~:text=extended%20the%20term%20of%20the%20MRIC%20to%20May%202023) its overall work. MRIC provided detailed information (both a record and an assessment) to assist the Chancellor, the EVC/P, Senior Leadership and the wider community to address a central issue: “How should our society acknowledge, counter and make amends for long-standing racism targeting Black Americans and other people of color?”
Both at a campus and systemwide level, there are several ongoing, targeted assessments conducted to gauge diversity, equity and inclusion and other aspects of student life: Freshman Survey, Graduate and Professional Student Survey, University of California Undergraduate Experience Survey, etc. (see more at https://equity.ucla.edu/datahub_student_surveys/).
Academic Employee Diversity Data Dashboard – provides 10 years (2013 – 2022) of data on the sex and race/ethnicity of UCLA academic employees (including, but not limited to, academic administrators, faculty, librarians, project scientists, researchers, and specialists) in all Schools/Divisions except DGSOM (see note below). Users have the option to filter by school/division, department, academic series, academic rank, and academic title.
Note: David Geffen School of Medicine (DGSOM) employee dashboards are published on the DGSOM Anti-Racism Roadmap and EDI websites.
In July 2020, the Joint-Senate-Administration Faculty Salary Equity Committee issued the UCLA Faculty Salary Equity Report (https://apo.ucla.edu/compensation/ucla-faculty-salary-equity-studies#:~:text=link%20is%20external)-,UCLA%20FACULTY%20SALARY%20EQUITY%20REPORT,-%E2%80%93%20FOR%20THE%20FISCAL). This study focuses on analyzing data for the fiscal year 2018-19 by gender and race/ethnicity for four units at UCLA: The Henry Samueli School of Engineering and Applied Science and three divisions of the College of Letters and Science (Humanities, Life Sciences, and Social Sciences). This survey asked two main questions: (1) Are there salary gaps in the mean salaries of faculty by sex and race? (2) If salary differences exist by sex and race, are those differences the result of sex or racial bias or sex and race-related characteristics being treated differently than objective consideration of merit?
Non-Academic Staff Workforce Diversity Dashboard – provides data on the gender, race/ethnicity, and citizenship of UCLA non-academic staff. Users can filter the view by school/org, division, department, class title outline, and rep category (i.e., Senior Management Group, Professional and Support Staff, and Management and Senior Professional).
Does the assessment process address campus climate by engaging stakeholders to assess the attitudes, perceptions and behaviors of employees and students, including the experiences of underrepresented groups?:
Does the assessment process address student outcomes related to diversity, equity and success?:
Does the assessment process address employee outcomes related to diversity and equity?:
A brief description of the most recent assessment findings and how the results are used in shaping policy, programs, and initiatives:
The MRIC presented its findings to UCLA administrative leadership and the UCLA Academic Senate leadership in February of 2021. In May of 2021, Chancellor Gene Block and E/VCP Emily Carter committed to the following key actions and extended the term of the MRIC to May 2023 to provide guidance regarding implementation efforts. The Office of Equity, Diversity and Inclusion is responsible for assisting UCLA Administration with implementing the following efforts.
- Enact Mandatory Training for All: UCLA will develop and provide mandatory anti-discrimination and preventing sexual violence/sexual harassment training for all UCLA students and employees (including staff, police, and faculty).
- Strengthen Civil Rights Protections: UCLA is committed to strengthening our civil rights protections for all within the UCLA community, acknowledging the MRIC’s recommendation to ensure adequate non-Title IX investigatory procedures and resources. Appropriate units from across UCLA, including UCLA Health and DGSOM, are engaged in a joint effort to strengthen civil rights protections.
- Advance Accountability: UCLA is committed to advancing means to ensure appropriate and consistent accountability outcomes when policy violations are found.
- Improve Communications on EDI Efforts: The Office of Equity, Diversity and Inclusion has initiated several efforts to improve communications as recommended by the MRIC, including publishing an annual Public Accountability Report, a quarterly campus update by the Vice Chancellor for EDI, providing a user-friendly way for all to report incidents of discrimination and harassment, launching EDI Voices to highlight the important contributions of students, staff and faculty, and offering EDI Education, Toolkits and Events to combat discrimination and promote equity, diversity and inclusion.
The University of California Undergraduate Experience Survey (UCUES) and other student assessments are used extensively to guide the University on improving student experience. Assessments are used to report on the quality of academic programs to the Academic Senates, evaluate the quality and use of student services, and better assess financial aid packages and understand campus climate. Staff assessments are similarly used to support and improve effectiveness, retention and inclusion.
The Faculty Salary Equity Report found annual salary gaps by sex in the Henry Samueli School of Engineering and Applied Science and the Life Sciences Division during preliminary analyses. No salary gaps were found by sex for faculty in the Humanities and Social Sciences Divisions. Preliminary analyses also showed annual salary gaps between Asian and White faculty in the Humanities Division. Gaps between underrepresented minority (URM) and White faculty were found in the Henry Samueli School of Engineering and Applied Science and the Life Sciences Division. No other racial salary gaps were found.
Are the results of the most recent structured diversity and equity assessment shared with the campus community?:
A brief description of how the assessment results are shared with the campus community:
The UCLA Office of Equity, Diversity and Inclusion (OEDI) Data Hub publishes information related to equity, diversity, and inclusion among UCLA staff, student, and faculty populations. The Data Hub houses OEDI Data Dashboards, as well as links to EDI data provided by other UCLA offices and campus-specific data dashboards provided by the University of California Office of the President (UCOP).
Are the results (or a summary of the results) of the most recent structured diversity and equity assessment publicly posted?:
The diversity and equity assessment report or summary (upload):
Website URL where the diversity and equity assessment report or summary is publicly posted:
Website URL where information about the institution’s diversity and equity assessment efforts is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.