Please note the numbers, letters, and roman numerals correspond to a Goal, Objective, and Strategy in the University's Strategic Vision.
AAMC-USU Climate Toolkit [3.B.i]: The Associate of American Medical Colleges (AAMC) has partnered with the Coalition of Urban Serving Universities Association of Public and Land-grant Universities (USU) to develop a Toolkit to help universities measure institutional culture and climate with the goal of creating a more inclusive campus community that values and supports diversity UCDMC has been invited to participate in this exclusive pilot program.
AB540 Center [1.B.ii]: The Center offers academic and professional advising; mentoring by faculty; student support; a sense of community; networking events; and leadership development. Services are intended comprehensive, including strategic recruitment from local high schools and community colleges, support from day of acceptance and early academic intervention through graduation
Academic Federation: Employees of the university who hold appointments in one or more of the designated academic title series (researchers, administrators, librarians, lecturers, etc.) and who are not members of the Academic Senate.
Academic Freedom: The University of California is committed to upholding and preserving principles of academic freedom. These principles reflect the university’s fundamental mission, which is to disseminate knowledge to its students and to society. The principles of academic freedom protect freedom of inquiry and research, freedom of teaching and freedom of expression and publication. Academic freedom requires that teaching and scholarship be assessed by reference to the professional standards that sustain the university’s pursuit and achievement of knowledge. The substance and nature of these standards properly lie within the expertise and authority of the faculty as a body. Please see the General University Policy Regarding Academic Appointees on Academic Freedom, APM-010 for a detailed discussion.
Academic Preparation and Enrichment Program (APEP) [1.B.ii]: APEP supports Educational Opportunity Program (EOP) students who may be interested in attending medical school. As part of a select cohort, students benefit from a seminar, mentorship and academic support.
Academic Senate: The faculty of the University of California who hold the following series titles: Professor; Professor in Residence; Acting Professor; Lecturer With Security of Employment; Senior Lecturer With Security of Employment, Professor of Clinical (e.g., Medicine) and Professor Emeritus.
ADVANCE [5.a.i]: UC Davis ADVANCE is an Institutional Transformation grant that began in September 2012. The program is supported by the National Science Foundation’s ADVANCE Program which aims to increase the participation and advancement of women in academic science and engineering careers.
Affirmative Action Program [2.B.iv]: Affirmative Action Goals are established through a comparison of job groups to availability data Analysis of job groups is based on similar content, wage rates, and opportunities Availability data estimates the number of qualified women and minorities available for employment.
APM: Academic Personnel Manual.
CAMPOS Cafecitos/Coffee Breaks [3.D.ii]: CAMPOS hosts a series of Cafecitos (coffee breaks) throughout the academic year, for faculty to network and discuss topics relevant to promoting, and sustaining a diverse community of STEM faculty.
Capital Resource Network (CRN) [2.A.iii]: The initiative will enhance support for the recruitment and retention of dual-career faculty by building an active regional employment network that will significantly expand the existing UC Davis Partner Opportunities Program by formalizing access to the labor market in the Davis-Sacramento region.
Center for African Diaspora Student Success (CADSS) [1.B.ii]: The Center for African Diaspora Student Success (CADSS) offers academic and professional advising; mentoring by faculty; student support; a sense of community; networking events; and leadership development Services are intended comprehensive, including strategic recruitment from local high schools and community colleges, support from day of acceptance and early academic intervention through graduation.
Center for Student Affairs Assessment [1.B.ii]: The Center for Student Affairs Assessment collects student participation data through swipe card technology. The check-in system tracks how students are using on-campus resources is providing data that will aid the campus in assessing how to more effectively support underrepresented students. Once collected, researchers use of propensity score matching to “create” control populations that can be used to estimate causal effects of activities on target groups. The researchers also use multilevel modeling (clustering of like students) and a student persistence model to target activities and measure the impact of those activities.
Center for Student Involvement [3.D.iii]: The campus department through which groups register as a student organization at UC Davis helps groups operate successfully on campus and supports the educational experience which organizations provide for student members – as well as the entire campus community.
Center for the Advancement of Multicultural Perspectives on Science (CAMPOS) [2.C.ii]: The CAMPOS program supports the discovery of knowledge by promoting women in science, starting with Latina STEM scholars, through an inclusive environment that is diversity driven, mentorship grounded, and career success focused.
Community Healing Forums [3.A.iii]: In April 2015, Student Affairs hosted a Community Forum—focused on students but open to all—after a number of high profile incidents against the Latina/o community rocked the campus.
Cultural Competence: A set of behaviors, attitudes, and policies that help organizations and staff work effectively with people of different cultures. A set of academic and interpersonal skills that allow individuals to increase their understanding, sensitivity, appreciation and responsiveness to cultural differences and the interactions resulting from them. The particulars of acquiring cultural competency vary among different groups, and they involve an ongoing relational process tending to inclusion and trust-building. A set of skills or attributes that allow a person to respond effectively and appropriately to a particular situation or circumstance. Cultural competency involves an ability to increase one’s awareness about personal biases, assumptions, attitudes and worldviews; specific knowledge of cultures, history, worldviews, languages, and diverse experiences; and a repertoire of skills that allow one to effectively intervene in personal and professional domains.
Developing Graduate and Professional Student Allyship Seminar Series [3.B.iv]: A seminar series focused on developing an individual’s skills as an ally as well as a general graduate student space to discuss and raise awareness for graduate and professional student issues.
Diaspora Center [4.c.iv]: Based on feedback from African American Faculty, the Vice Chancellor of Student Affairs and Campus Diversity will be developing a research center to serve faculty in the social sciences and humanities who do research on historically underrepresented populations. The center would underline the importance of faculty research in these areas and be separate from efforts to provide mentoring and assistance to students.
Disability Services Program / Learning Effectiveness Program, University of Denver [1.B.iv]: At University of Denver, students have access to free services through the Disability Services Program, or they can pay a fee to have access to the Learning Effectiveness Program, which serves over 200 students with learning disabilities and ADHD.
Discrimination: Discrimination occurs when an adverse employment or educational action is based on race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (including cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services.
Discrimination: Discrimination refers to the treatment or consideration of, or making a distinction in favor of or against, a person based on the group, class, or category to which that person belongs rather than on individual merit. Manifestations of discrimination, including those based on race, ethnicity, gender, age, disability, sexual orientation, religious or political beliefs, status within or outside the university, or any of the other differences among people which have been excuses for misunderstanding, dissension or hatred.
Diversity Advisory Group, The School of Veterinary Medicine [1.A.iv]: The School of Veterinary Medicine has created a diversity advisory group, including alumni and other veterinary professionals, to facilitate outreach in minority communities.
Diversity and Inclusion Certificate Program, UC Santa Cruz [4.A.v]: Open to students, faculty, and staff, the certificate program consists of nine courses and is provided at no cost Participants who complete all nine courses within two academic years qualify to receive a certificate of completion Individual courses are also open to those who are not pursuing a certificate.
Diversity Statements, UC San Diego [2.B.i]: Since 2010, UC San Diego has required that faculty candidates submit a statement on their past contributions to diversity or equity and future plans for continuing this effort as part of their application for an academic appointment.
Diversity-themed Websites, UC Berkeley, UCLA, University of Michigan, University of Oregon [5.A.vi]: New diversity-themed websites at other institutions coordinate and anchor communication of institutional commitment to diversity and provide unified access to resources across their campuses.
Diversity: A defining feature of California’s past, present and future, diversity refers to the variety of personal experiences, values and worldviews that arise from differences of culture and circumstance. It is the variety created in any society (and within any individual) by the presence of different points of view and ways of making meaning, which generally flow from the influence of different cultural, ethnic and religious heritages, from the differences in how we socialize women and men, and from the differences that emerge from class, age, sexual orientation, gender identity, ability and other socially constructed characteristics. Please see the Board of Regents Statement on Diversity.
Educational Opportunity Program (EOP) [1.C.i]: The Educational Opportunity Program Information Office maintains a climate of academic excellence and maximizes retention by providing academic, personal and social support and peer counseling Students are accepted to the program based on family size, household income, and parents’ education levels.
Employee Scholarships, UC Davis Graduate School of Management [2.C.ii]: As part of the UC Davis Graduate School of Management’s (GSM) efforts to provide high quality management education to future leaders in business and higher education, the GSM has established a scholarship program for UC Davis employees who want to pursue their MBA at UC Davis (in the Sacramento Part-time MBA Program or the Bay Area Part-time MBA Program) and have demonstrated exceptional management and leadership potential.
Equity: The guarantee of fair treatment, access, opportunity and advancement for all students, faculty and staff, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups.
Examples include giving staff unequal access to University programs based on their race (or other protected category), excluding a student from joining a University organization based on the student’s sexual orientation or national origin (or other protected category), not hiring someone because of that person’s perceived age or religion (or other protected category), or failing to make reasonable accommodations for a student or employee with a disability. Visit http://reporthateandbias.ucdavis.edu/definitions.html for more information.
Faculty Academic Development Program [2.C.ii]: Through its Faculty Academic Development Program, Academic Affairs provides a number of opportunities for faculty, academics, department chairs/ directors and staff to be successful through continued training and development such as brown bag sessions, workshops, certificate programs and on-line courses Examples of these programs include: academic personnel processes, advancement, department chair orientation, and work life.
Faculty Search Policies, University of Oregon and University of Michigan [2.B.iii]: University of Oregon and University of Michigan policies recommend that faculty search committees submit an unranked list of recommended top candidates to the department head or dean. In place of rankings, the list should instead include a detailed description of strengths and concerns University of Michigan also recommends this policy to its faculty search committees.
First Year Aggie Connections (FYAC) [1.C.ii]: After a successful pilot year, First Year Aggie Connections has expanded its offerings to freshman, transfer, and international students for 2016-2017 Through the program, cohorts of 25-students meet regularly for one academic quarter and are led by staff or faculty facilitators who engage students in discussions surrounding crucial topics related to transitioning to life at UC Davis Promote the development of spaces and opportunities that foster a greater understanding of different cultures and perspectives and that engage the campus community, especially during incidents of mistrust or conflict.
Gender Identity/Expression: A sense of one’s self as trans* (the asterisk indicates the option to fill in the appropriate label, i.e., trans man), genderqueer, woman, man or some other identity, which may or may not correspond with the sex and gender one is assigned at birth. Please visit the UC Davis LGBTQIA Resource Center for more information and definitions.
Graduate Diversity Network [3.D.ii]: The Network facilitates communication and collaboration between people and offices in our diversity efforts all across the university with a goal to increase the recruitment and retention of underrepresented groups among graduate and professional students and postdocs at UC Davis.
Graduate Diversity Offices [1.C.iii]: Graduate Diversity Officers (GDOs) are designated as a primary professional resource to address graduate student diversity experiences at UC Davis.
Harassment: Harassment is unwelcomed behavior that demeans, threatens or offends another person or group of people and results in a hostile environment for the targeted person/group.
Hate Crime: A hate crime is any criminal act or attempted criminal act directed against a person(s), public agency or private institution based on the actual or perceived race, nationality, religion, sexual orientation, disability or gender or because of associations with person(s) or groups identified with on of these protected categories. A hate crime includes an act that results in injury, however slight; a verbal threat of violence that apparently can be carried out; an act that results in property damage; and property damage or other criminal act(s) directed against a public or private agency. Examples of a hate crime could include verbal or written threats of violence directed at someone because of their perceived sexual orientation, Anti-Semitic or Islamaphobic graffiti spray painted on an office door, or a physical assault based on the race or national origin of the individual targeted. Visit http://reporthateandbias.ucdavis.edu/definitions.html for more information.
Hate or Bias Incident: A hate or bias incident includes non-criminal conduct that is motivated by hatred or bigotry and directed at any individual, residence, house of worship, institution, or business expressly because of the target’s real or perceived race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services. Such incidents also include conduct directed against an individual or group because of their association with or advocacy on behalf of a member or members of a legally protected class. Examples include hate speech, treating someone differently in the work or learning environment because of that person’s legally protected characteristic, displaying offensive materials on one's property, distributing hate materials in public places and posting hate materials even if there is no resulting property damage. Visit http://reporthateandbias.ucdavis.edu/definitions.html for more information.
Hate-Free Campus Initiative (HFCI) [3.C.iii]: Launched in fall 2010, the Hate-Free Campus Initiative (HFCI) works to engage the entire campus community proactively in educational programs, training, and activities designed to confront and stop acts of hate; foster greater awareness and appreciate for diversity; promote civility and respect in our interactions, and support our campus Principles of Community. The UC Davis Chief Compliance Officer ensures institutional accountability for all reports of perceived acts of illegal discrimination, bias, and harassment involving faculty, student and staff, and coordinates a comprehensive complaint management process. The case management team, made up of staff from the Harassment and Discrimination Assistance and Prevention Program, as well as administrators in Academic Affairs, Student Affairs, and Human Resources reviews all complaints of discrimination, hate and bias. Any members of the campus community who experiences or witnesses and incident of hate, bias, discrimination, or harassment, can make a report online, via email, by phone, or in person Complaints are resolved through either early resolution or formal investigation. Quarterly reports regarding the cases handled by the case management team are posted publically.
Healing/Processing Spaces for Students [3.A.iii]: Spaces will be offered throughout the fall 2016-2017 quarter in various community spaces.
HIP (Hiring Investment Program) [2.A.iv]: The Hiring Investment Program provides resources to the campus’ schools, colleges and divisions in support of additional opportunities for senate faculty hiring that either transcend the boundaries between traditional departments, schools and/or colleges or extend the disciplinary range of a single department, school or college into critical new areas, resulting in a transformative augmentation of that unit.
Implicit Bias/Unconscious Bias: Subconscious attitudes or stereotypes, both favorable and not, that affect our understanding, actions and decisions.
Inclusion Excellence: Organizations that have evolved beyond diversity into fully integrated, inclusive entities that: Value and embrace diversity and inclusion; focus on the individual, moving beyond a focus on groups; focus on creating a work environment where each person is recognized and developed, and talents are routinely tapped into; practice talent differentiation strategies; value people because of, not in spite of, their differences; take steps to move toward an environment that is equitable for all; internalize inclusion as a core value, meaning it neither changes quickly nor is affected by economic trends; see human equity as an essential element of sustainable competitive advantage or organizational effectiveness; integrate inclusion into all aspects of the organization: all employees consider themselves responsible for creating a fair, equitable and inclusive environment.
Inclusion: The act of creating environments in which any individual or group can be and feel welcomed, respected, supported and valued as a fully participating member. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people. Inclusion integrates the fact of diversity and embeds it into the core academic mission and institutional functioning.
Intersectionality: The University of California’s Center for New Racial Studies explains intersectionality as “the name that is now given to the complex of reciprocal attachments and sometimes polarizing conflicts that confront both individuals and movements as they seek to ‘navigate’ among the raced, gendered, and class-based dimensions of social and political life.”
Is it Bullying? Awareness and Strategies Course [3.C.i]: UC Davis has created a new Is it Bullying? Awareness and Strategies Course for anyone with supervision and management in their job description Bullying training for teaching assistants has already been implemented.
Latino Student Center [1.B.ii]: The Center offers academic and professional advising; mentoring by faculty; student support; a sense of community; networking events; and leadership development Services are intended comprehensive, including strategic recruitment from local high schools and community colleges, support from day of acceptance and early academic intervention through graduation.
LGBTQIA Allyship trainings [3.C.iv]: A portfolio of trainings for those who are interested in learning about lesbian, gay, bisexual, transgender, queer, intersex, and asexual identities with information about taking action to create more inclusive and equitable environments on the UC Davis campus and beyond.
Linda Frances Alexander Scholars Program (LFA) [1.C.i]: The Linda Frances Alexander Scholars Program provides academic, social and cultural enrichment for African, African American and multiracial students toward educational excellence in our competitive global society Students enroll as new freshmen or transfers and may participate through graduation.
McNair Scholars Program [1.A.v]: The McNair Scholars Program is a two-year program funded by TRiO and the U S Department of Education designed to encourage students from groups often underrepresented in graduate programs to pursue doctoral degrees.
Medical School Preparatory Education Program (MSPEP) [1.B.ii]: The Medical School Preparatory Education Program (MSPEP) is a UC Davis School of Medicine Office of Student and Resident Diversity (OSRD) sponsored program. The program is designed to assist educationally and/or socio-economically disadvantaged students to prepare to apply to medical school and to successfully complete the MCAT exam Using a holistic approach, these programs aim to enhance student learning and create an environment that promotes academic success, social engagement and personal development. The ultimate goal is to help students successfully advance through their undergraduate years and beyond.
Mentoring at Critical Transitions (MCT) [2.C.ii]: A brown-bag seminar series offered by Graduate Studies to enhance the preparedness of UC Davis faculty in areas affecting the mentoring, academic socialization, and overall success of our diverse graduate student population during the three critical graduate school transitions: 1) from admission to graduate student, 2) coursework through the qualifying examination, and 3) research and writing to professional career.
Mentorships for Undergraduate Research in Agricultural Research in Agriculture, Letters, and Sciences (MURALS) [1.B.iii]: MURALS is a pre-graduate opportunity program designed to enrich the research experience of students situationally disadvantaged in their access to graduate school.
Microaggression: Oftentimes unconscious and automatic, microaggressions are brief, subtle verbal or non-verbal exchanges that send denigrating messages to the recipient because of his or her group membership (such as race, gender, age or socio-economic status). The initiator of the message may be unaware that he or she has engaged in a cumulative behavior—one of a lifetime of demeaning messages that erode its victim’s confidence (Kathy Wyer, “Micro-aggressions: What You Need to Know,” based on the work of UCLA education professors Carola Suárez-Orozco and Daniel Solorzano).
Native American Center [1.B.ii]: The Center offers academic and professional advising; mentoring by faculty; student support; a sense of community; networking events; and leadership development Services are intended comprehensive, including strategic recruitment from local high schools and community colleges, support from day of acceptance and early academic intervention through graduation.
New Faculty Network (NFN) [3.D.ii]: A faculty-led, grass roots organization at UC Davis that welcomes all new faculty to take part in informal monthly networking events to expand professional networks and knowledge of campus and regional culture.
NSF INCLUDES (Inclusion across the Nation of Communities of Learners of Underrepresented Discoverers in Engineering and Science) [4.C.iv]: A comprehensive national initiative to enhance U S leadership by seeking and developing science, technology, engineering, and mathematics (STEM) talent from all sectors and groups in our society through access and engagement It aims to improve the preparation, increase the participation, and ensure the contributions of individuals from groups that traditionally have been underserved and/or underrepresented in the STEM enterprise.
NSF-LSAMP Bridge to the Doctorate [1.A.v]: The NSF-LSAMP Bridge to the Doctorate (BD) program is funded by the National Science Foundation and provides graduate fellowships for Science, Technology, Engineering and Mathematics (STEM) doctoral students from underrepresented minority populations.
Office of the Ombuds [3.B.ii]: The UC Davis Ombuds Office is a confidential, independent, impartial, and informal problem-solving and conflict management resource for all members of the UC Davis campus community Ombuds can assist by listening, clarifying issues, identifying polices and resources, and by providing coaching and communication strategies.
Partner Opportunities Program (POP) [2.A.iv]: A service designed to support departments and dean’s offices in the recruitment and retention of outstanding faculty by assisting their partners and spouses in seeking employment at UC Davis.
Partners in Transforming Community Health (PITCH) [4.A.ii]: An interprofessional curriculum development—notable in part because it was initiated by medical students.
Pathways to the Professoriate [1.A.v]: UC Davis is a partner in the Pathways to the Professoriate program. Led by University of Pennsylvania Center for Minority Serving Institutions, the initiative will use a $51 million grant from the Andrew W. Mellon Foundation to help 90 students from Hispanic Serving Institutions prepare for doctoral programs over five years.
Positionality: Refers to the location of a person in the organizational structure of an institution. It considers what authority a person has, to whom they report and who reports to them. What power others have in relationship to the person and what power the person has in relationship to others. It is concerned with the variables that affect their status within the organizational structure and their capacity to act with legitimacy.
Pre-Orientation Videos on the U.T. Mindset, University of Texas [1.B.iii]: University of Texas engages student in several Pre- Orientation videos, which include one on the UT Mindset Students are exposed to messages about (a) the malleability of the brain and how to create new pathways for learning; and (b) encouraging messages from current students about how they acquired a sense of belonging at the institution They complete a reflection exercise. The simple intervention has surprising results.
Preparando Estudiantes Para Ser Medicos (Prep-Medico) [1.B.iii]: Prep-Medico (Preparando Estudiantes Para Ser Medicos, or Preparing Students to Be Physicians) is a multi-faceted initiative that provides scholarships, mentorship and internship opportunities, a residential program, intensive language training, volunteer service opportunities, and hands-on clinical experiences for pre-med and medical students.
Professionalism, Ethics and Cultural Enrichment (TEAM-PEACE) [4.A.ii]: A longitudinal curriculum in the medical school is a model for cultural competency embedded in curriculum.
SALT, University of Arizona [1.B.iv]: University of Arizona’s SALT program provides comprehensive services for more than 500 “students who learn differently ” They are in the process of renovating and expanding their space in order to provide more services to more students.
School of Veterinary Medicine Diversity Strategies and Tactics [5.B.i]: The School’s Strategic Plan specifically includes goals and strategies to broaden the diversity of our faculty, staff and student community to represent the demographics of our society.
Sexual Orientation: Sexual orientation is an enduring emotional, romantic, sexual or affectional attraction or non-attraction to other people. Sexual orientation is fluid and people use a variety of labels to describe their sexual orientation. Please visit the UC Davis LGBTQIA Resource Center for more information and definitions.
Special Transitional Enrichment Program (STEP) [1.C.i]: Special Transitional Enrichment Program helps students develop skills for success STEP begins with a three-week summer residential program and continues for students’ first two years on campus, typically through the end of their sophomore year It provides transitional classes and skills development activities, along with intensive counseling and academic advising.
Strength through Equity and Diversity (STEAD) Faculty Search Committee Workshops [2.B.iii]: The STEAD Committee is made up of trained UC Davis faculty members who provide information and advice about practices for achieving excellence, equity, and diversity in faculty recruitment at the University of California, Davis The committee leads workshops for faculty and administrators involved in hiring The STEAD workshop aims to identify factors that can introduce bias into the faculty recruitment process and to provide evidence-based approaches that will maximize the likelihood that excellent and diverse scholars will be identified, selected for offers and recruited onto the UC Davis faculty.
Student Academic Success Center (SASC) [1.B.ii]: The Student Academic Success Center houses a number of programs geared toward supporting various student communities including former foster youth, first generation, low income, undocumented students and other groups that are underrepresented in higher education. Transition assistance, retention services and research opportunities are provided through the efforts of programs such as the Educational Opportunity Program, the Guardian Scholars Program, the Linda Frances Alexander Scholars Program, Mentorship Undergraduate Research in Agriculture, Letters Science, the Special Transitional Enrichment Program, the TriO Scholars Program, and First-Year Aggie Connections.
Student Community Centers (SCCs) [3.D.i]: Themed student life centers that foster a welcoming and inclusive atmosphere for all visitors and that students with academic, wellness, and advising resources.
Summer Institute on Race and Health [4.A.iii]: With a growing need for more health professionals to pursue careers in community clinics in diverse and underserved communities, UC Davis Health System launched the Summer Institute on Race and Health in
June of 2011 to help first-year School of Medicine students better understand culturally appropriate approaches to care It is a model for experiential learning; including site visits to different communities as part of its program.
Target of Excellence (TOE) [2.A.iv]: The purpose of the Target of Excellence (TOE) recruitment program is to allow UC Davis to take advantage of unusual opportunities to bring high-profile faculty to our campus who are truly outstanding scholars and who also demonstrably fulfill critical academic needs Most appropriate TOE candidates will be at or beyond the mid-career stage, and many will be sufficiently eminent that appointment into the Above-Scale ranks would be expected and appropriate.
The History Graduate Diversity Certificate Series [4.A.v]: The History Graduate Diversity Certificate Series was developed to provide an opportunity for collaborative learning and personal development regarding the current challenges, successes and strategies of diversity, equity and inclusion in higher education, and specifically at UC Davis.
The History Project [1.A.i]: The History Project of UC Davis’s Department of History improves K-16 education history in the Sacramento area and is part of the California History-Social Sciences Project Students of teachers involved in sustained work with the History Project demonstrate increased proficiency on the California Standards Test in both the history/social science and the English/ language arts sub-tests From 2009-2012, the gains of teachers in the History Project cohort increased with each year of work.
The UC Davis Guardian Professions Program [1.A.v]: The UC Davis Guardian Professions Program offers assistance to former foster youth wanting to pursue a graduate degree.
TRiO [1.B.ii]: The TRiO Scholars Program, also known as Student Support Services (SSS), is a federally funded effort to improve the retention and graduation rates of first-generation and income- qualified students and students with disabilities at UC Davis.
UC Career Paths [2.C.iii]: UC is introducing UC Career Paths in 2016 (the CSU system has a similar model) which will include new job classifications, Career Tracks and Series Concepts to enable consistent job titles and promotion tracking.
UC Davis Annual Study of California Women Business Leaders [4.B.v]: The UC Davis Graduate School of Management opens a dialogue about women in leadership through an annual study of diversity in the region: UC Davis Annual Study of California Women Business Leaders.
UC Davis Chancellor’s Postdoctoral Fellowship Program (CPFP) [2.A.i]: The UC Davis Chancellor’s Postdoctoral Fellowship Program offers postdoctoral research fellowships and faculty mentoring to outstanding scholars in all fields whose research, teaching, and service will contribute to the diversity and equal opportunity at the University of California.
UC Davis Launch Committee [2.C.ii]: The UC Davis Launch Committee is a pilot mentoring program for new faculty that supports early professional integration and development of new faculty as they begin their careers at UC Davis The Launch Committees typically meet twice per quarter in person or by teleconference, 2-3 months before arrival through the end of the first academic year The Committees are convened by an ADVANCE faculty member and are composed of faculty members, including a senior faculty member in the new faculty member’s department with related research interests, a Department Chair, and senior faculty member from outside the department in a field related to that of the new faculty member.
UC Davis Living-Learning Communities [1.C.ii]: UC Davis Living- Learning Communities offer unique experiences for undergraduate students, from Casa Cuauhtémoc for those interested in exploring Chicano-Latino cultures to Rainbow House for members and allies of the LGBTQIA community Residence hall housing is prioritized for incoming freshman and transfer students.
UC Leadership Excellence Through Advanced DegreeS (UC LEADS) [1.A.v]: The UC LEADS (Leadership Excellence Through Advanced DegreeS) is a two-year program designed to identify educationally or economically disadvantaged undergraduates in science, mathematics or engineering who show promise of succeeding in doctoral degree programs The program provides students with educational experiences that prepare them to assume positions of leadership in industry, government, public service and academia Additional benefits include: research experience, research stipends, GRE preparation, seminars and advising, and travel to professional meetings.
UC President’s Postdoctoral Fellows Program [2.A.i]: The University of California President’s Postdoctoral Fellowship Program was established in 1984 to encourage outstanding women and minority PhD recipients to pursue academic careers at the University of California The current program offers postdoctoral research fellowships, professional development and faculty mentoring to outstanding scholars in all fields whose research, teaching, and service will contribute to diversity and equal opportunity at UC.
UC Recruit [2.B.iv]: UC Recruit provides an infrastructure that streamlines the faculty recruitment and application process and to provide consistent data.
UC Transcript Evaluation Services [1.A.iii]: a set of data and analytical tools that help aspiring and diverse student reach college readiness The TES tool has been shown to improve UC/ CSU eligibility rates in some of California’s most under-resourced communities Schools participating in TES for two consecutive years had increased enrollment eligibility for CSU by 8 percent, and for UC by 8.6 percent. After four consecutive years, student eligibility at TES high schools increased for CSU by 32.1 percent, and for UC by 21 6 percent Overall, students at TES schools completing “a-g” courses increased by 7.8 percent after two years, and by 35 7 percent after four years.
UC-HBCU Initiative [2.A.iii]: The UC- HBCU Initiative is a program offered by the University of California Office of the President (UCOP) The program connects faculty and undergraduate scholars at both UC (University of California) and HBCU campuses (Historically Black Colleges and Universities).
Unconscious Bias/Implicit Bias: Subconscious attitudes or stereotypes, both favorable and not, that affect our understanding, actions and decisions.
Underrepresented Minority (URM): Refers to groups who have been denied access and/or suffered past institutional discrimination. This is revealed by an imbalance in the representation of different groups in common pursuits such as education, jobs and housing, resulting in marginalization for some groups and individuals and not for others, relative to the number of individuals who are members of the population involved. Other groups in the United States that have been marginalized and are currently underrepresented may include but are not limited to other ethnicities, adult learners, veterans, people with disabilities, lesbian, gay, bisexual and transgender individuals, different religious groups and different economic backgrounds.
UndocuAlly Program for Educators (UPE) [3.C.iv]: The AB540 and Undocumented Center at the University of California, Davis (UC Davis) host the UndocuAlly Program for Educators (UPE), open to UC Davis faculty, staff, and graduate/professional students UndocuAlly is a term used to identify campus allies for undocumented students UPE is a professional learning opportunity for educators to develop and enhance their working knowledge regarding servicing undocumented student populations at UC Davis.