Reporting Discrimination

  • How can I report discrimination?

    If you have witnessed or experienced acts of discrimination, simply contact our Office at WeListen@equity.ucla.edu or call us at (310) 825-3935.  More information is available on our Report an Incident page.

  • How can I report an incident of sexual harassment or sexual violence?

    The decision to file a report of sexual violence or sexual harassment is a personal choice.  If you have experienced sexual violence, visit the Filing a Report page for information about confidentiality and reporting options.

    If you believe you are experiencing sexual harassment or gender discrimination, you may contact the Title IX Coordinator for consultation, advice, or to file a report.

    More information is available at the Title IX Office/Sexual Harassment Prevention website.  If you’re not sure what to do, you can always contact us at WeListen@equity.ucla.edu or call us at (310) 825-3935.

Faculty Search Briefings

  • Where can I find information about Faculty Search Briefings?

    All information regarding Faculty Search Briefings can be found on our site’s Faculty Search Briefing page.

  • How does Proposition 209 affect Faculty Hiring?

    Proposition 209 prohibits the University from “discriminat[ing] against” or “grant[ing] preferential treatment to” any individual or group on the basis of race, sex, color, ethnicity, or national origin.  Although Proposition 209’s precise contours and scope remain uncertain, a few important takeaways include:

    1. We don’t have to be “blind.” Proposition 209 does not require us to be “blind” to race and gender. To the contrary, federal law specifically requires us to collect demographic statistics and maintain race conscious and gender conscious affirmative action plans. A specific subsection of Proposition 209 immunizes actions necessary to “maintain eligibility for any federal program, where ineligibility would result in a loss of federal funds to the state.”
    2. “Preferential treatment” includes preferential treatment to majority members. Recall the discussion of “ingroup favoritism” in our implicit bias training videos and our hiring guide, Searching for Excellence.  Subtly preferring Whites over racial minorities, or men over women, is inconsistent with Proposition 209.
    3. Proposition 209 also bars discrimination. Remember that the first part of Proposition 209 prohibits discrimination against (not just preferential treatment for) certain races or genders. Subtly discriminating against women or racial minorities because of implicit bias is also inconsistent with Proposition 209.
    4. We can loudly share our values. UCLA and the University of California value equity, diversity, and inclusion. Nothing prevents us from sharing these commitments loudly and transparently and living by them.
    5. We can explicitly outreach on the basis of race and gender. In order to maximize an inclusive pool, we have to engage in outreach. Outreach that is targeted explicitly by race and gender (for example, posting a job opening with the Association of Black Sociologists, the National Latina/o Psychology Association, or the Society of Women Engineers) is fine as long as it provides information that is available to all. This is pool formation, not actual selection.
    6. Credit contributions not categories. Notwithstanding Proposition 209, we are completely free to consider an individual’s contributions to equity, diversity, and inclusion when hiring faculty.  In fact, the Academic Personnel Manual, APM 210-1-d requires that “due recognition” be given to “[c]ontributions in all areas of faculty achievement that promote equal opportunity and diversity.”

    For a more comprehensive review of Proposition 209, please see the following UC documents: (1) Guidelines for Enhancing Diversity at UC in the Context of Proposition 209 and (2) Guidelines for Addressing Race and Gender Equity in Academic Programs in Compliance with Proposition 209.

Meeting with the Office of Equity, Diversity and Inclusion

  • I am interested in meeting with Vice Chancellor Kang. How may I schedule an appointment during his office hours?

    Vice Chancellor Kang has set aside monthly Office Hours for students and staff to meet with him and become better acquainted in an informal setting.  To accommodate many requests, meetings are scheduled in 20 minute increments.

    2018 Spring Quarter Office Hours:
    Tuesday, May 1 from 1:00p.m.-3:00p.m.
    Thursday, May 24 from 1:00p.m.-3:00p.m.
    Tuesday, June 19 from 1:00p.m.-3:00p.m. 

    To request a meeting, please complete this brief questionnaire.  All requests must be received at least 2 weeks prior to the date of Office Hours.

    Unfortunately, submitting a request does not guarantee a meeting.  Someone from our Office will follow up with you directly to inform you if a meeting time is available at least 48 hours before the date of Office Hours.

  • I have an equity, diversity and/or inclusion related question. To whom should I direct my question?

    If you have a question related to issues of equity, diversity and inclusion, please email us at WeListen@equity.ucla.edu or contact Vice Chancellor Kang’s executive assistant, Randi Kusumi (rkusumi@equity.ucla.edu | 310-825-3935) and she will help connect you with the most appropriate individual or department for your concerns.

  • I am a member of the media. To whom should I direct a media request?

    If you’d like to meet with Vice Chancellor Kang or another member of Equity, Diversity and Inclusion in your capacity as a member of the press, please contact UCLA’s Office of Media Relations, which handles all such inquiries.  (310) 825-2585.

    We understand that defining “press” in the age of tweets and snaps can be difficult, so here’s a working definition. Consider yourself “press” if you intend to share the details of our meeting with a larger audience via, for instance, a news website, personal blog, or email list.  If you’re not sure whether you meet this definition, please check in with Media Relations and they can help sort things out.

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