Folks across UCLA are often curious about the various policies and procedures that, for instance, prohibit discrimination or otherwise regulate the conduct of UCLA students, staff, or faculty. Here are a few UC and UCLA policies relevant to equity, diversity, and inclusion.
➡ For more information on UC policies and codes of conduct, as well as state and federal laws related to Title IX, please visit: http://www.sexualviolence.ucla.edu/Policies.
Here’s a quick reference list of (some of) the policies and procedures featured below:
- DPO & Title IX Office Investigation “Procedures” (PHADHOR)
- UCLA Policy 240 (Investigating Allegations of Student Conduct that Negatively Impacts Campus Climate)
- UC Student Conduct Procedures
- Climate Assessments
Codes of Conduct:
- UC Sexual Violence and Sexual Harassment Policy
- UC Discrimination, Harassment, and Affirmative Action in the Workplace Policy
- UC Nondiscrimination in Employment Policy
- Proposition 209 Primers
- Faculty Code of Conduct
- UC Academic Personnel Manual
- The UCLA CALL
Freedom of Speech:
“On July 1, 2015, the Office of Equity, Diversity and Inclusion (EDI) was created with multiple missions, including prompt response to, and professional investigation of, reports of discrimination, harassment, and retaliation. Residing within EDI are two independent units that handle such reports: the Discrimination Prevention Office (DPO) and the Title IX (T9) Office. This document (the “Procedures”) describes the procedures used by the T9 Office when responding to allegations against faculty or staff or by DPO when responding to allegations against faculty. In certain circumstances described below, the DPO will investigate allegations against a staff or student.” ➡ Flow Chart: Review Process of Title IX Complaints Against a Staff Member
UCLA Policy 240: Investigating Allegations of Student Conduct that Negatively Impacts Campus Climate
This Policy establishes the process for determining when the OVC-EDI shall investigate an alleged act, incident, or behavior attributable to a Student or group of Students that could negatively impact UCLA’s campus climate on matters of equity, diversity, or inclusion. This Policy does not create authority to investigate or to discipline. Rather, as described in greater detail below, this Policy clarifies the OVC-EDI’s existing authority to investigate an alleged act, incident, or behavior. In so doing, this Policy does not affect which University unit possesses authority to discipline a Student or group of Students for violating University policy. View the Policy on UCLA’s APP website.
“Students are considered to be maturing adults, capable of making their own decisions, as well as accepting the consequences for those decisions. University policies, the UCLA Conduct Code, and these Student Conduct Procedures for Prohibited Conduct under the University of California Policy on Sexual Violence and Sexual Harassment (“Procedures”) have been established to respond promptly and effectively to incidents involving allegations of sexual harassment and sexual violence within our community.” <full text>
“The University of California is committed to creating and maintaining a community dedicated to the advancement, application and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in an atmosphere free of harassment, exploitation, or intimidation. Every member of the community should be aware that the University prohibits sexual violence and sexual harassment, retaliation, and other prohibited behavior (“Prohibited Conduct”) that violates law and/or University policy.” <full text>
“The University prohibits discrimination against any person employed; seeking employment; or applying for or engaged in a paid or unpaid internship or training program leading to employment with the University of California on the basis of race, color, national origin, religion, sex, gender, gender expression, gender identity, gender transition status, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services, including protected veterans.” Scope: This policy applies to all University applicants and employees <full text>
“It is the policy of the University not to engage in discrimination against or harassment of any person employed by or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services. This policy is intended to be consistent with the provisions of applicable state and federal laws and University policies.” Scope: Professional & Support Staff, Managers & Senior Professionals, and Senior Management Group Members <full text>
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. The following two UC documents offer a thorough review of Proposition 209 and its impact:
- Guidelines for Enhancing Diversity at UC in the Context of Proposition 209
- Guidelines for Addressing Race and Gender Equity in Academic Programs in Compliance with Proposition 209
For a review of six key takeaways, please refer to the Office of Equity, Diversity and Inclusion Proposition 209 Primer.
Prohibiting, among other things, “[d]iscrimination, including harassment, against University employees on political grounds, or for reasons of race, color, religion, sex, sexual orientation, gender, gender expression, gender identity, ethnic origin, national origin, ancestry, marital status, pregnancy, physical or mental disability medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), or service in the uniformed services as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), as well as state military and naval service, or, within the limits imposed by law or University regulations, because of age or citizenship or for other arbitrary or personal reasons.” <full text>
“Academic Personnel and Programs develops, implements and manages policies and procedures pertaining to the employment relationship between an academic appointee and the University of California. These policies and procedures are issued by the Provost and Executive Vice President of Academic Affairs and published in the Academic Personnel Manual (APM). The Policy Development Process is designed to insure that APM policies undergo comprehensive review and meet certain standards. Academic appointees subject to policies and procedures within the APM include, but are not limited to, faculty such as Professorial Rank Faculty, Lecturers and Clinical Faculty; academic research professionals such as Professional Researchers and Specialists; academic service professionals such as Librarians and Cooperative Extension Specialists and Advisors; and graduate student employees such as Research and Teaching Assistants.” <full text>
The CALL provides further information of Professional, Lecturer, and Professional Research Series policies at UCLA. “These policy statements — describing the characteristics of each series, the criteria for appointment and advancement, steps in rank and merit increase stages, etc. — are followed by 37 appendices which detail various policy matters regarding Academic Personnel — e.g., guidelines for Department Chairs regarding the review process in Appendix 1, “Guidelines for Department Chairs and Other Recommending Officers”; Appendix 2, “Synopsis of APM 220,” regarding procedures in the review process; etc.” <full text>
The “Principles Against Intolerance” reaffirm the university’s long-standing view that “[a]cts of hatred and other intolerant conduct, as well as acts of discrimination that demean our differences, are antithetical to the values of the University and serve to undermine its purpose.” The Regents also recognize that “[f]reedom of expression and freedom of inquiry are paramount” and the “University will vigorously defend the principles of the First Amendment.” ➡ VC Kang’s CrossCheck about the Principles Against Intolerance
“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.” <full text>
“The University of California, Los Angeles (UCLA) is committed to assuring that all persons may exercise the constitutionally protected rights of free expression, speech, assembly, and worship. In order to carry on its work of teaching, research, and public service, the University has an obligation to maintain conditions under which the work of the University can go forward freely, in accordance with the highest standards of quality, institutional integrity, and freedom of expression, with full recognition by all concerned of the rights and privileges, as well as the responsibilities, of those who comprise the University. The time, place, and manner of exercising the constitutionally protected rights of free expression, speech, assembly, and worship are subject to these campus regulations, which have been formulated to provide for the greatest possible free and open association, discussion, and debate while at the same time providing for the orderly operation of the campus and providing reasonable protection for individuals from practices that would make them involuntary audiences or place them in reasonable fear, as determined by the University, for their personal safety.”