UC Santa Cruz Response to the Campus Data Request
for the President’s Task Force on Faculty Diversity

Any reports since 1995 covering faculty gender equity or racial diversity prepared by campus committees, task forces, advisory panels or other campus groups.

(1995) The Status of Minority Faculty at UCSC: Recruitment, Retention and Faculty Diversity Plans by Professor Deborah Woo, Community Studies

(1998) UCSC at a Crossroads: Advisory Report of the Millennium Committee http://www.ucsc.edu/planbudg/chanc/millcom/mcreport.pdf

(1998) Making Diversity Work: Chancellor’s Commission on a Changing Campus http://www.ucsc.edu/oncampus/currents/97-98/03-16/cccc.html

(2005) Annual reports (1999-2004) of the Senate Committee on Affirmative Action and Diversity http://senate.ucsc.edu/caad/index.htm

Any studies of campus climate since 1995, including a copy of the survey instrument, if available, and resulting reports, analyses or recommendations.

(in progress) Campus climate study by the Senate Committee on Affirmative Action and Diversity. Sponsored by the Chancellor’s Office

Any studies of faculty compensation by race/and or gender completed since 1995, along with a description of methodology.

UCSC Senate Special Committee on Merit Equity Review http://senate.ucsc.edu/spmerit/index.html

A description of campus programs to promote equity and diversity among ladder rank faculty. For example, administrative offices to monitor equity in academic personnel practices, pipeline programs such as Chancellor’s Postdoctoral Fellows, curricular initiatives, mentoring programs, waivers to search procedures for exceptional hiring opportunities, etc.

Cluster Hires The campus may authorize multiple hires in collaborative areas to allow for the hiring of faculty whose research has strong interdisciplinary ties. Cluster hiring can result in a cadre of faculty who can collaborate on their research and teaching and promote a sense of community. It may increase the likelihood of hiring faculty of underutilized populations.

Curricula Development The campus pursues curricula that promote diversity. The development of interdisciplinary programs at all academic levels has been proposed as part of the campus’s long-range plan. The campus encourages faculty to conduct research that contributes to the overall breadth of the curriculum and to consider contributions to this breadth in making faculty appointments. UCSC recently opened College Ten whose theme and curriculum embrace Social Justice and Community. College Ten’s goal is to foster students' concerns for social justice and their respect for diversity.

Campus Curriculum Initiative (CCI) In 1999, the Campus Provost designated eight new faculty positions to promote cluster hiring in broad interdisciplinary areas that would align well with cultural and societal trends. Academic divisions match these positions on a one-to-one basis. A faculty committee selected the areas of: 1) indigeneity, diaspora, and comparative cultural studies, and 2) difference, justice, and citizenship. Faculty hired under the CCI were expected to possess a strong commitment to teaching and research on issues of diversity and their policy implications.

Target of Excellence Program Through this program, the campus waives some aspects of the open recruitment process for appointments that contribute uniquely to the mission of the campus, including excellence and diversity.

Broadly Defined Position Announcements In order to attract the largest available pool of applicants, departments are encouraged to broadly define the areas of specialty of their position vacancies. Applicants do not select the level or specialty they believe is appropriate for them. Instead, the department evaluates applicants for the broadest opportunities possible. This attracts a larger, more diverse pool of applicants and allows the search committees more flexibility in their screening and selection. The exception to this practice occurs when a recruitment is in an area of specialty where availability statistics indicate a high percentage of underrepresented individuals.

Positions are Open Until Filled Departments have the option of advertising their position as “open until filled” along with an initial review date that guarantees review by the search committee. This “open until filled” message encourages a larger pool of applicants and gives the committee the flexibility to review more applications.

Higher Education Recruitment Consortium The Higher Education Recruitment Consortium was established with 17 area campuses to develop a collaborative response to the issue of spousal/partner employment. Its purpose is to share employment opportunities and create an employment network for campuses, candidates and spouses/partners. Membership of the consortium continues to grow and includes public, private, and community colleges.

Statement on Diversity Most faculty recruitment announcements include a diversity statement such as The campus is especially interested in candidates who can contribute to the diversity and excellence of the academic community through their research, teaching, and/or service. A former Campus Provost issued a memo to all campus units recommending that the statement be used in all recruitment announcements.

Recruit at the Assistant Professor Level Most searches are authorized at the Assistant Professor rank where the applicant pool is more diverse. Bi-level searches are encouraged when Associate Professor rank positions are authorized.

Search Committee Procedures Search committees are required to use a very detailed process to plan, screen, deselect, interview, and hire candidates. Each step of the process is documented, reviewed, and approved.

Diverse Representation on Search Committees The deans review search committee membership. Faculty from other departments and/or graduate students are often included in order to achieve a diversity of backgrounds and perspectives.

Search Committee Briefings Search committee chairs and department staff are required to meet with AHR and the EEO/AA Director each fall to discuss recruitment best practices including outreach, underutilization findings, and AA goals.

Recruitment Outreach Search committees and department staff will be provided with easy-to-use tools to reach a broad range of potential applicants thereby increasing the diversity and competency of the recruitment pools.

Dual Career Service Serves the needs of dual-career couples, providing referrals, assistance, and support during the employment searches of the spouse or partner of candidates and appointees for ladder rank faculty positions. This includes active participation in and use of the Higher Education Recruitment Consortium

Faculty Relocation Assistance Program Provides new and potential faculty information on issues such as academic development, research support, benefits, housing, relocation, childcare and local schools, and area amenities.

Academic Senate Resolution on Affirmative Action In fall 2000, the Academic Senate passed a resolution that reaffirmed their commitment to affirmative action.

Principles of Community UCSC has developed and expects that all campus members will practice established Principles of Community. The first principle states that We embrace diversity in all its forms and we strive for an inclusive community that fosters an open, enlightened and productive environment. The Principles are frequently cited and posted throughout campus.

Diversity Funds Since effective diversity efforts require activities that are broad in scope and pursued on a continuing basis, funds are made available annually to further research, teaching, or student/faculty development related to diversity. Priority is given to programs that improve the diversity of faculty recruitment pools, the PhD faculty “pipeline,” or advance research on issues related to diversity. Some examples of recently funded projects are colloquia that includes women and minorities who may be potential applicants, new areas of research where women and minorities may likely be found, dinners between graduate students and faculty members to further interest in the professoriate as a career, visits by noted scientists who are members of traditionally underrepresented groups.

Excellence through Diversity Awards Sponsored by EEO/AA, Academic Human Resources, Staff Human Resources, and the Chancellor’s Office, individuals and programs are recognized for making outstanding contributions to furthering campus goals of diversity. Recipients are honored at a luncheon hosted by the Chancellor and Campus Provost.

Diversity Lecture Series Sponsored by EEO/AA, UCSC faculty whose research deals with issues related to diversity are invited to give lectures on their current work. The forum provides a way for UCSC employees, particularly staff, to better understand these issues and become acquainted with campus faculty.

Chancellor’s Symposium on Diversity Chancellor Denton announced that in lieu of a traditional inauguration, she is sponsoring a research symposium on diversity issues. A planning group has been formed to develop the agenda.

Graduate Assistance in Areas of National Need (GAANN) The majority of biological and physical science departments actively seek GAANN support targeted for the advancement of minority students in science and engineering.

NIH Training Grants Faculty actively pursue training grants and provide support for these students.

Center for Biomolecular Science and Engineering Diversity Fellowships in Genomic Science These fellowships are for outstanding graduate students from underrepresented groups to pursue research projects in areas relevant to the human genome, including the ethical, legal, and social implications of genome research.

Eugene Cota-Robles Fellowship Program This merit-based diversity enhancement fellowship program provides financial support to assist students from diverse backgrounds to successfully pursue and complete a graduate degree. This fellowship is awarded to students who have overcome significant obstacles to achieve a baccalaureate level degree, and whose economic, educational, or social background contributes to the intellectual diversity among the graduate student population.

Title and job descriptions of individuals with responsibility for faculty diversity and an organization chart showing their level of staffing and reporting lines.

Denice Denton, Chancellor
David Kliger, Interim Campus Provost and Executive Vice Chancellor
Ed Houghton, Dean of Arts
Michael Hutchison, Interim Dean of Social Sciences
Steve Kang, Dean of the Baskin School of Engineering
Gary Lease, Interim Dean of Humanities
Steve Thorsett, Interim Dean of Physical and Biological Sciences
Barbara Brogan, Assistant Vice Chancellor for Academic Human Resources
Patti Hiramoto, Director, Equal Employment Opportunity/Affirmative Action
Pamela Peterson, Principal Analyst, Academic Human Resources

Admin Organization chart
EEOAA Organization chart
AHR Organization chart

A description of campus programs to brief academic administrators, deans, department chairs and/or hiring committees on academic personnel practices to promote equity and diversity.

Department Chair Leadership Program A pilot interactive three-day program providing new and current department chairs with information and the opportunity to discuss leadership, the role of the department chair, team building, motivating faculty, and negotiation and persuasion skills. Workshops on faculty recruitment, retention, and personnel policies include discussions on equity and diversity.

Academic Review Process Workshop for Department Chairsand Academic Personnel Review Process for Department Managers Workshops that provide specific audiences with information on the academic personnel process. Discussions on equity, diversity, and career reviews or merit equity reviews are included.

If the campus has made any effort to analyze start up packages of recently hired professors by race and gender in the past 10 years, please provide a description of and the results of such efforts. For example, does the campus monitor the amounts of research funds, summer salary, housing assistance, etc. for equity?

N/A

If the campus has any records allowing for an analysis of retention efforts by race and gender, please provide those records or any reports. For example, does the campus monitor retention efforts by race and gender, including analyses of the nature of the outside offer, the retention package offered and whether the faculty member stayed.

The campus keeps data on why off-scale salaries are approved with faculty merits and promotions. One of the reason codes used is "Competing Offer." The campus began collecting this data in 1995-96. We could pull information based on this field; however, it will give only a partial picture of efforts the campus has made to retain faculty. Efforts not reflected in this data include accelerated advancements to on-scale salaries, research support and attempts to assist partners in obtaining positions.

Every year as part of our Academic Affirmative Action Plan, an analysis is done of ladder-rank women faculty and faculty of color who leave the campus. This information is distributed widely with the plan.

Demographic data reflecting the race and gender of campus Academic Senate officers, committee chairs and members of major committees including CAPS, Academic Planning, Budget, Committee on Committees, representatives to systemwide Senate committees.