UC Santa Cruz is a charter member of the American Association for the Advancement of Science’s STEMM Equity Achievement (SEA) Change Initiative.
This initiative aims to advance institutional transformation supporting equitable faculty retention and advancement, especially in the STEMM (science, technology, engineering, mathematics, and medicine) fields. At this time, the transformation emphasizes and focuses on faculty and involves a self-assessment and action plan.
On February 18, 2024, UCSC received a SEA Change Bronze Award, the first in a series of awards that recognize institutions for their commitment to a long-term, sustainable transformation in STEMM through self-assessment.
The campus’ commitment to disability inclusion and access was highlighted as a distinguishing feature of our ongoing work and Bronze Award action plan.
A brief summary of the work being done through this initiative can be found below.
Please reach out to VPAA Herbie Lee at vpaa@ucsc.edu with any questions.
Bronze Award Action Plan – Progress Updates
Faculty with Disabilities Workgroup
Create a workgroup to report on issues faced by faculty with disabilities and make recommendations for improving the working conditions for faculty with disabilities.
Completed – The workgroup conducted a review to better understand the scope of the barriers to hiring and retaining faculty with disabilities, leading to a report and recommendations. Follow-up has happened on medical documentation requirements, clarifying what is needed, and that the university does not need to directly contact medical staff.
Faculty Equity Advocate (FEA) program
Create a faculty-led program to support the success and retention of current UC Santa Cruz faculty and support inclusive hiring practices in faculty recruitment. This program involves 10 faculty members, two in each of the five disciplinary divisions.
Completed – FEA program launched. More information available on the Faculty Equity Advocates webpage.
Inclusive Hiring for Unit 18 lecturers
Explore inclusive recruitment practices in the context of lecturer recruitments.
In Progress – A best practices document is in progress.
Short-term waivers of recruitment for GSIs
Create a specific waiver of recruitment to allow the hiring of recently graduated graduate student instructors as lecturers in the summer after their graduation.
Completed – More information is available on the Academic Personnel Office website.
Creation of a standing faculty salary equity review process
Create a process whereby faculty can request a salary equity review that can look holistically at faculty salaries in terms of performance and pay equity.
Completed – In agreement with the Santa Cruz Faculty Association, the campus has committed to implementing the 2022 Senate Salary Equity Program at least once every five years (subject to funding availability).
Example service portfolios commonly considered in personnel review
Include a means to include traditionally invisible labor, including service labor, more visible within the campus review process through the use of portfolios.
In progress
Divisional Faculty Networking groups
Relaunch the Physical and Biological Sciences pilot STEM-centered “macro” faculty networking group, potentially extending that networking group to engineering faculty.
Planning stages
Department chair workshop
Develop an intensive 2-day summer retreat in equity-minded leadership for department chairs
Completed – Offered annually
Family-friendly guidance
Create a document on family-friendly guidance and practices to better accommodate family-related considerations for department chairs.
In progress
Lactation Rooms
Create up-to-date and accurate information about lactation rooms on campus, including locations and description of rooms and available equipment that is publicly available and easily accessible.
Completed – Lactation rooms have been inspected and remodeled if needed, and the campus map is now up to date. The updated rooms were showcased in this campus message.
Update of inclusive hiring
Review current hiring practices and implement changes if needed.
In progress
Divisional surveys
In collaboration with the vice chancellor of diversity, equity, and inclusion, extend the divisional faculty climate survey studies currently run in Physical and Biological Sciences and Baskin Engineering to the Divisions of the Arts, Humanities, and Social Sciences.
Planning stages
Campus Diversity, Equity, and Inclusion strategic plan
The vice chancellor for diversity, equity, and inclusion will lead a collaborative process to formulate a Campus DEI Strategic Plan.
Completed – As part of the campus strategic planning process, the Inclusive and Thriving Campus Community workgroup produced a report and plan.