Foster a more welcoming and inclusive UCSC community inside and outside of the classroom! The DEI resources for UCSC faculty listed below have been curated by the DEI Committee from a variety of sources to help you on your journey.

Cultural Competency
  • Recognize intersectionality
    No person has only one identity category; all people exist at the intersection of multiple identities.
    Avoid over-simplifications or generalizations about cultures and cultural identities.
  • Examine and acknowledge your identity
    “[Individuals] cannot merely increase awareness and knowledge about those from other cultures. They must also recognize themselves as cultural creatures and realize that they must first know themselves to appreciate the cultural lenses through which they interpret others” Cornett-DeVito and Reeves (1999).
  • Interpret intent before reacting
    Appreciate differences and attempt to discover intent, rather than demonstrate reactive judgment. Similar behaviors can serve dissimilar functions (and different behaviors serve similar ones) in different settings.
UCSC Support Units
Unconscious Bias and Stereotype Threat

Unconscious Bias

Everyone holds unconscious beliefs about various social and identity groups; and these biases arise from fundamental cognitive processes—we organize our knowledge by categorizing and use those categories to interpret the present and predict future events. Unconscious bias is far more prevalent than conscious prejudice and often incompatible with our conscious values. Recognizing and breaking down false, damaging expectations and beliefs involves sustained, honest awareness and assessment of our thoughts, statements, and actions.

Stereotype Threat

Negative stereotypes can raise inhibiting doubts and high-pressure anxieties, resulting in stereotype threat. The effects of stereotype threat are typically most severe among highly competent, motivated students who value both their academic goals and their group identities.

Negative stereotypes don’t need to be explicitly referenced to evoke stereotype vigilance. Even indirect reminders that someone belongs to a stereotyped group have been shown to significantly impact performance.

Are you aware of other resources or initiatives/programs we should include here? Please let us know.