On May 24, 2018, UCLA Executive Vice Chancellor and Provost Scott Waugh issued the following memo to Deans, the University Librarian, Department Chairs, and Equity Advisors announcing a new EDI Statement Requirement for Regular Rank Faculty Searches starting in the 2018-2019 academic year.
Dear Colleagues:
In recent years, UCLA has taken important steps to promote more equitable and inclusive faculty hiring. In the spirit of continuous improvement, I am announcing a new initiative: starting in the 2018-19 academic year, all regular rank faculty searches must require candidates to submit an “EDI Statement” that describes the candidate’s past, present, and future (planned) contributions to equity, diversity, and inclusion. This policy will extend to both standard searches and those employing search waivers. Also, please note that UCLA will implement a similar practice in the context of ladder rank faculty promotions beginning in the 2019-20 academic year.
As you are aware, the Academic Personnel Manual, which governs faculty hiring and promotion, already requires that “due recognition” be given to “[c]ontributions in all areas of faculty achievement that promote equal opportunity and diversity.” See APM § 210-1-d. That said, UCLA has not consistently collected the necessary information. Some units have long required such submissions; others make it optional; still others defer to the respective hiring committee.
I believe we should adopt a more consistent and institutional approach to collecting this vital information. By doing so, UCLA will also reaffirm its genuine commitment to equity, diversity, and inclusion. This should also enhance our ability to attract a diverse pool of candidates, particularly those most vigilant of subtle cues concerning institutional culture and values. In so doing, we will become more—not less—competitive vis-à-vis our peer institutions.
Five of our sister UC campuses have already adopted this approach. Given national trends, my sense is that this number will only grow over time as campuses continue to learn the benefits of EDI Statements. I note that our Academic Senate’s Committee on Diversity, Equity, and Inclusion (CODEI) just recently recommended this approach to its leadership.
Of course, you may have questions regarding the EDI Statement, including conceptual definitions and best evaluation practices. As a starting point, I encourage you to review the “EDI Statement FAQs” produced by the BruinX Team in UCLA’s Office of Equity, Diversity and Inclusion. You may also contact the Team directly at (310) 206-7411 or FacDiversity@conet.ucla.edu. In the upcoming academic year BruinX plans to hold multiple EDI Statement informational workshops.
If we want better results, we must continuously take steps to promote more equitable and inclusive faculty hiring processes. This initiative reflects our commitment and responsibility to keep improving UCLA.
Sincerely,
Scott L. Waugh
Executive Vice Chancellor & Provost
cc:
Jerry Kang, Vice Chancellor for Equity, Diversity and Inclusion
Michael Levine, Vice Chancellor for Academic Personnel
