Advancing diversity, equity, inclusion, and belonging are responsibilities of all UC Merced staff and faculty. As a public institution we expect all new hires to meet our equity and inclusion standards for excellence. These responsibilities are codified in both the UC Merced Principles of Community and The University of California Regents Policy 4400. Advancing diversity, equity, inclusion, and belonging also supports our campus goals for diversifying the staff and faculty and creating an inclusive campus climate for all individuals. The purpose of this webpage is to provide candidates for staff positions and staff search committees information about how to consider and evaluate contributions to diversity, equity, inclusion, and belonging throughout the search process.
What is meant by Diversity, Equity, and Inclusion?
Diversity: The variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance. Such differences include race, ethnicity, gender, age, religion, language, abilities/disabilities, sexual orientation, gender identity, socioeconomic status, geographic region, and more (from UC Regents Policy). Many institutions of higher education focus on groups that have traditionally been underrepresented in top tier research institutions, including women and racially minoritized groups (including African Americans, Hispanic/Latinx peoples, and Native Americans).
Equity: As opposed to equality, where everyone receives the same support regardless of circumstance, equity focuses on fair treatment, and on ensuring access to support and opportunities necessary for advancement and success. Equity acknowledges structural issues and barriers such as racism, sexism, homophobia, bullying, and sexual harassment that have prevented the full participation of individuals from marginalized groups.
Inclusion: The proactive effort through personal actions, programs, and policies to ensure that all individuals feel welcomed, respected, supported, provided with a sense of belonging, and valued.
What is a Diversity Statement?
A diversity statement is a candidate’s opportunity to discuss how their past and future contributions to diversity, equity, and inclusion align with and advance the university’s mission to diversity.
A diversity statement is comprised of three (3) parts:
- Demonstrated awareness of inequities and challenges in education faced by underrepresented or disadvantaged groups.
- Evidence of your participation and success in activities that aim to reduce barriers for underrepresented or disadvantaged groups.
- Specific plans to contribute to UC Merced’s diversity mission (e.g., through campus programs, creative activities, or outreach).
Note, a statement should be no more than one page.
What Recruitments Require a Statement for Contributions to Diversity?
Recruitments for staff positions classified as Manager and Senior Professional (MSP – Manager) or Supervisor require Contributions to Diversity Statement. The job posting for MSP-Manager position must indicate the requirement to submit a Diversity Statement if advancing to interview phase of the recruitment process.
Recruitment for MSP (MSP – Non-Supervisor) and all other staff positions require diversity, equity, and inclusion related questions as part of formal interview process.
Evaluation of Diversity Statements
Search committee is responsible for reviewing and evaluating candidates’ diversity statements using UC Merced’s Rubric to Assess Contributions to Diversity, Equity, and Inclusion. The evaluation rubric is broken down into the following categories:
- Knowledge and Understanding of Diversity, Equity, and Inclusion
- Track Record in Advancing Diversity, Equity, and Inclusion
- Plans for Advancing Diversity, Equity, and Inclusion
Please keep in mind that the evaluation of Diversity Statements occurs in the context of the specified requirements and qualifications of the advertised position. Statements should address past and/or potential contributions, values and vision of the finalist that might serve to advance UC Merced’s commitment to creating and maintaining a positive environment that promotes and develops others from a variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance.
If an applicant has not yet made substantial past contributions, we recommend focusing on demonstrating an understanding of issues and/or future vision. In terms of the latter, a good first step is to gather information on activities—on campus or beyond— they would like to pursue while at UC Merced, and then to describe how and in what ways they might participate in these.
Resources
The Effective Diversity Statement, Tanya Golash-Boza, Inside Higher Ed, 2016
Demystifying the Diversity Statement, Victoria Reyes, Inside Higher Ed, 2018
Developing and Writing a Diversity Statement, Sara L Beck, Vanderbilt, 2018
Hiring Manager and Committee Required Training
Training Requirements for Hiring Managers and Committee Chairs:
- Complete Hiring for Success eCourse every 2 years, or prior to conducting a recruitment.
- Complete the full UC Managing Implicit Bias Series every 2 years, or prior to conducting a recruitment.
Training Requirements for Committee Members:
- Complete at minimum modules 1 What is Implicit Bias and 6 Managing Implicit Bias in the Hiring Process of UC Managing Implicit Bias Series every 2 years, or prior to serving on a search committee. Note: The full series is recommended for this group.
