Associate Dean Equity Advisors (ADEA) are senior ladder faculty members appointed by their academic dean. Within the UC Recruit process, the ADEA ensures that equal opportunity policies and procedures are carried out throughout the academic search process.
The following are guidelines on how the ADEA can support the academic or research unit in achieving its inclusion goals.
- Provide advice as needed to the hiring authority and to the search committee to ensure that diversity is being considered pursuant to policy and that proactive and inclusive search practices are used for recruiting and selecting new faculty and academic positions.
- Review the department's search plan, demographic diversity of the availability pool, review the applicant pool, the candidates selected for interviews, and the faculty in academic unit. Ensure good faith recruitment efforts are carried out. When necessary, work with the academic unit, and with support from the Equal Opportunity and Discrimination Prevention Office, toward full utilization of availability pools and best search practices.
- Ensure each applicant is treated equally during the review, interviewing, and hiring process.
UC Academic Equal Employment & Affirmative Action Guidelines: Describes both mandatory and voluntary affirmative action programs, consistent with law and University policy, which may be undertaken to promote equal employment opportunity and diversity in the context of faculty employment practices.
Statements of Inclusive Excellence: This page offers guidance regarding the request for Statements of Inclusive Excellence, in the application process.
Evaluating Contributions to Diversity for Faculty Appointment and Promotion Under APM – 210: When applicants are encouraged to share how their past and/or potential contributions to diversity, equity and inclusion will advance UC Santa Barbara’s commitment to inclusive excellence, via a Diversity Statement, a Search Committee may refer to this document, to assist in their evaluation of candidate’s Diversity Statements.
University of California Family Friendly Policies for Faculty and Other Academic Appointees: The policies are fundamental to an equitable and productive academic environment. The University of California has established policies and programs to assist faculty and other academic appointees in balancing the needs of work and family.
UC Faculty Family Friendly Edge: An initiative designed to develop and implement a comprehensive package of innovative work-family policies and programs for ladder-rank faculty in the UC system. The Faculty Family Friendly Edge will promote the recruitment and retention of the best and the brightest, help all members of the university community achieve their fullest potential as scholars and teachers and greatly contribute to the continued excellence of the University of California.
UCOP Academic Personnel Diversity site: This site brings together diversity material previously housed on the UC AP website, organized for easy access. The website has information on key diversity resources and initiatives, family friendly programs and policies, and current systemwide and campus diversity efforts. The information currently posted in the "Campus Diversity Efforts" section is information obtained from campuses in 2016, in response to a legislative request on what campuses are doing to further faculty diversity.
Evaluating Equity in Faculty Recruitment Project:
This NSF‐funded Evaluating Equity in Faculty Recruitment (EEFR) project investigates the factors that generate disparities in hiring by gender and race/ethnicity through the construction and analysis of a unique database about the faculty recruitment process. The EEFR data compiles information from the online recruitment management system used by all ten UC campuses, including both structured data from the administrative system and unstructured data from the documents uploaded to the system, e.g., the applicants’ CVs and the letters of recommendation, during the application and evaluation process. Analyses of the EEFR dataset focus on measuring the prevalence, magnitude, correlates and consequences of inequalities in academic hiring processes. Results from this Project is available in the slides as follows:
- Epistemic Exclusion: A Form of Academic Gatekeeping of Faculty of Color ‐ Isis Settles and NiCole Buchanan
- Race, Gender, and Engagement with Contribution to Diversity Statements in Faculty Recruitment - Kim Shauman
- Integrating contributions to diversity, equity, and inclusion into faculty searches in the College of Engineering at UC Berkeley - Kara Nelson
- Promises and Pitfalls of Diversity Statements - Eve Fine
- Creating an Inclusive Institution: Recruiting and Retaining the Faculty We Need - Abigail Stewart
- Recruiting and Retaining Women and Minority Faculty: Programs that Help, Programs that Hurt - Frank Dobbin
- An evidence-based faculty recruitment workshop influences hiring perceptions among university faculty - Denise Sekaquaptewa
- Searching for a Diverse Faculty: Data-Driven Recommendations - Angelica Stacy, Marc Goulden, Karie Frasch, and Janet Broughton
- Nudging Toward Diversity: Applying Behavioral Design to Faculty Hiring - KerryAnn O'Meara
- Using Data to Change the Conversation on Diversity in Hiring - Mark Lawson
- UCI Inclusive Excellence Career Eco-System: A Pilot Program - Douglas Haynes
- Developing a Climate for Diversity and Inclusion: Starting from Scratch - Kecia M. Thomas