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Faculty Candidate Information about Contributions to Diversity:

What are some examples of "contributions to diversity"?

Specific examples of how UC San Diego faculty can contribute to diversity can be found by using the search function on the left at http://academicaffairs.ucsd.edu/faculty/diversity-opportunities/

Some general examples of contributions to diversity can be found at

http://academicaffairs.ucsd.edu/_files/aps/adeo/Contributions_to_Diversity_S_ORourke_1-7-08-c.doc

In addition, some divisions have made further information available about their diversity efforts:

Biological Sciences: http://biology.ucsd.edu/diversity/index.html, http://biology.ucsd.edu/_files/diversity/FacultyDiversityDoc.pdf

Jacobs School of Engineering: http://www.jacobsschool.ucsd.edu/diversity/

Scripps Institution of Oceanography: http://sio.ucsd.edu/Diversity/

Are there guidelines for writing a Contributions to Diversity Statement?

The primary purpose of your submission is to describe your past activities or future plans for activities that advance diversity, equity and inclusion in alignment with UCSD’s mission to reflect the diversity of California and to meet the educational needs and interests of this diverse population. We understand that some faculty candidates may not have substantial past activities; if that is the case, we recommend that you concentrate on future plans in your statement. A more developed and substantial plan is expected for senior candidates.

Past Experience: Describe any past experience or background that has made you aware of challenges faced by historically underrepresented populations.

Past Activities:

  • Mentoring activities: If you have mentored students, postdocs, staff or faculty from underrepresented groups, describe who they were, how many were involved, and over what time period. Describe the specific context and objective of the mentoring (for example, was it part of a larger program? If so, what were the objectives of the program?). Describe your personal efforts, and if there were specific objectives, whether the objectives were met (i.e., success and progress of mentees during and after mentoring, including employment, educational success, etc).
  • Committee service: If you served on a committee or board whose focus was diversity, equity, climate, and/or inclusion, what was your position on the committee and for how long? Describe the committee’s accomplishments and your role in helping achieve them.
  • Research Activities: If any of your past research effort specifically contributes to diversity, equity and inclusion of underrepresented groups, describe the work and any impact or positive outcomes it has had on the university or larger community.
  • Other Activities (Recruitment/retention/teaching/community): Describe the activity and its context (e.g. a specific conference or organization, student retention or outreach activity, course development to reach a specific group, outreach to a local school, or work with a diversity-related non-profit). What was your role and your personal effort? How do these efforts relate to campus needs?

Planned Activities:

The first step is to gather information on what activities might reflect your own interests, and how they could fit into the department, campus, research area, or national context. The following links may be useful for campus-related activities:

http://academicaffairs.ucsd.edu/faculty/diversity-opportunities

Biological Sciences: http://biology.ucsd.edu/diversity/index.html http://biology.ucsd.edu/_files/diversity/FacultyDiversityDoc.pdf

Jacobs School of Engineering: http://www.jacobsschool.ucsd.edu/diversity/

Scripps Institution of Oceanography: http://sio.ucsd.edu/Diversity/

UCSD Undergraduate Course Requirement in Diversity, Equity, and Inclusion: http://senate.ucsd.edu/committees/CEP/DEI/ApprovedCourses.pdf

Once you have identified some activities that you would like to pursue while at UCSD, describe each and what role you might play. Specific examples of ongoing campus activities you might include are: plans to mentor students in an ongoing program such as the CAMP Science summer program; plans to develop a new course that would satisfy the Diversity, Equity and Inclusion Requirement; interest in serving on your division or department’s diversity committee. However, you need not be restricted to ongoing activities.

For each of the proposed activities you include, describe what role you envision, and what you would you want to accomplish in the next 2-5 years. Who else would you hope to engage in your efforts, and how would you plan to engage them? Be as specific as possible, but realistic in terms of your effort and the time commitment needed.

What is UCSD's definition of "diversity"?

We use a broad definition of diversity, as given in the University of California diversity statement, which is found at http://www.universityofcalifornia.edu/diversity/diversity.html:

"Diversity – a defining feature of California's past, present, and future – refers to the variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance. Such differences include race, ethnicity, gender, age, religion, language, abilities/disabilities, sexual orientation, socioeconomic status, and geographic region, and more."

Why are faculty candidates being asked to provide a statement of their past or planned activities that contribute to diversity?

Diversity, equity and inclusion are part of UC's fundamental mission.

"Because the core mission of the University of California is to serve the interests of the State of California, it must seek to achieve diversity among its student bodies and among its employees. The State of California has a compelling interest in making sure that people from all backgrounds perceive that access to the University is possible for talented students, staff, and faculty from all groups. The knowledge that the University of California is open to qualified students from all groups, and thus serves all parts of the community equitably, helps sustain the social fabric of the State."[1]

Diversity is essential to achieving academic excellence throughout the UC System.

"Diversity should also be integral to the University's achievement of excellence. Diversity can enhance the ability of the University to accomplish its academic mission. Diversity aims to broaden and deepen both the educational experience and the scholarly environment, as students and faculty learn to interact effectively with each other, preparing them to participate in an increasingly complex and pluralistic society. Ideas, and practices based on those ideas, can be made richer by the process of being born and nurtured in a diverse community. The pluralistic university can model a process of proposing and testing ideas through respectful, civil communication. Educational excellence that truly incorporates diversity thus can promote mutual respect and make possible the full, effective use of the talents and abilities of all to foster innovation and train future leadership."[2]

Diversity, equity and inclusion are part of UC San Diego's mission.

"To foster the best possible working and learning environment, our university strives to maintain a climate of fairness, cooperation, and professionalism, which is embodied in our campus Principles of Community. UC San Diego embraces diversity, equity, and inclusion as essential ingredients of academic excellence in higher education"3

Increasing diversity can give us a leading edge towards academic excellence.

Demographic trends in the state are towards increasing diversity, yet UC and UCSD trends have not kept pace in our representation. Increasing diversity to better reflect the population of California is fundamental to our mission as a public institution and imperative to achieving our full potential.

We seek future faculty who have or will make substantial contributions to advancing this mission.

It is university policy that a candidate's race, gender, ethnicity or other personal characteristics not be considered in evaluation or selection for faculty appointments. However, to attract candidates who will contribute to the university's commitment to advancing diversity, equity and inclusion, search committees may consider past or proposed contributions to diversity as part of the overall review process.

All faculty candidates are asked to submit a personal contributions to diversity statement. Each candidate is evaluated on their past and/or planned contributions to diversity during the selection process, and the search committee chair submits an evaluation of each candidate on the short list prior to the interview process. These evaluations are reviewed in the recruit process by the Associate Vice Chancellor for Faculty Equity, the divisional Equity Advisor, and the office of Academic Diversity and Equal Opportunity prior to submission to the divisional dean for his or her approval.

Are contributions to diversity by UCSD faculty recognized in the academic review process?

Yes, our Academic Personnel Manual was revised in 2005, and excerpts from Section 210 are included here:

"Criteria for Appointment, Promotion, and Appraisal

The University of California is committed to excellence and equity in every facet of its mission. Teaching, research, professional and public service contributions that promote diversity and equal opportunity are to be encouraged and given recognition in the evaluation of the candidate's qualifications. These contributions to diversity and equal opportunity can take a variety of forms, including efforts to advance equitable access to education, public service that addresses the needs of California's diverse population, or research in a scholar's area of expertise that highlights inequalities.

Teaching

In judging the effectiveness of a candidate's teaching, the committee should consider such points as … extent and skill of the candidate's … effectiveness in creating an academic environment that is open and encouraging to all students, including development of particularly effective strategies for the educational advancement of students in various underrepresented groups. Among significant types of evidence of teaching effectiveness are the following: ....(e) development of new and effective techniques of instruction, including techniques that meet the needs of students from groups that are underrepresented in the field of instruction.

Research and Creative Work

[C]ontributions by faculty members to the professional literature or to the advancement of professional practice or professional education, including contributions to the advancement of equitable access and diversity in education, should be judged creative work when they present new ideas or original scholarly work.

Professional Competence and Activity

The candidate's professional activities should be scrutinized for evidence of achievement and leadership in the field and of demonstrated progressiveness in the development or utilization of new approaches and techniques for the solution of professional problems, including those that specifically address the professional advancement of individuals in underrepresented groups in the candidate's field.

University and Public Service

Contributions to student welfare through service on student-faculty committees and as advisers to student organizations should be recognized as evidence, as should contributions furthering diversity and equal opportunity within the University through participation in such activities as recruitment, retention, and mentoring of scholars and students."

APM 210 may be found online at www.ucop.edu/acadadv/acadpers/apm/sec2-pdf.html.

Faculty who wish to be recognized can include their contributions to diversity as part of the academic review process in their Academic Biography, in a section titled "Most Significant Contributions to Promoting Diversity". That section states "Examples include, but are not limited to, developing strategies for the educational or professional advancement of students in underrepresented groups, contributions that promote equitable access and diversity in education, and in activities such as recruitment, retention, and mentoring." As well, faculty can include further information about their contributions to diversity in their personal statement to be included with the review file.



[1], [2] University of California Diversity Statement, http://www.universityofcalifornia.edu/diversity/diversity.html

[3] UC San Diego Mission Statement, http://www.ucsd.edu/explore/about/index.html