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  • AASHE-STARS

The Sustainability Tracking, Assessment & Rating System™ (STARS) is a transparent, self-reporting framework for colleges and universities to measure their sustainability performance.

Overall Rating Gold
Overall Score 69.02
Liaison Sara McKinstry
Submission Date March 30, 2018
Executive Letter Download

STARS v2.1

University of California, San Diego
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Becky Petitt
Vice Chancellor
Equity, Diversity and Inclusion
"---" indicates that no data was submitted for this field

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 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.


Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:
Yes

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

The Office for the Prevention of Harassment and Discrimination works to resolve complaints of discrimination and/or harassment through informal resolution or formal investigation, The 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.

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


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

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

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

A brief description of the institution’s programs to recruit students, staff and/or faculty 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. 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


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

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

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

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

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 . As an example of how the UC and UCSD are doing this, through its college preparation outreach programs, that offers college preparation support to K–12 and community college students annually, with roughly 70 percent consistently being 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 also 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.
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.


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:

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


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

The website URL where information about the programs or initiatives is available:
Additional documentation to support 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 and complete the Data Inquiry Form.