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.
- 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.
- Accessible Technology (UCSC ITS)
- Center for Innovations in Teaching and Learning (CITL)
- CITL Inclusive Teaching Guide
- CITL Anti-Racist Teaching
- Disability Resource Center
- DRC Instructor Handbook: Practices for Fostering Access, Equity, and Inclusion for Students with Disabilities
- Electronic Accessibility (UCOP)
- Inclusive Math in STEM Courses
- Universal Design for Learning
- Labs that Work for Everyone
- Building A Better Fieldwork Future Preventing Sexual Harassment and Assault in Field Settings
- Sample Research Group DEI Statement and Strategies (Martindale Research Group, UT Austin)
- Sample Respectful Workplace Policy (Brookhaven National Laboratory)
- SySTEMatic: Expanding the Reach of Diversity in STEM Programming through Enhanced Mentorship Tech (Harvard)
- Inclusive Lab Leaders workshops (U Illinois)
- Diversity at Department of Energy National Labs
UCSC Diversity & Inclusion Certificate Program
Family Friendly Policies
- American Researchers in the Mathematical Sciences (CAARMS)
- National Organization for the Professional Advancement of Black Chemists and Chemical Engineers
- National Society of Black Engineers
- National Society of Black Physicists
- National Technical Association
- The International Society of African Scientists
- National Association of Asian American Professionals
- Minority Scientists Network – American Association for the Advancement of Science
- The Center for the Advancement of Hispanics in Science and Engineering Education (CAHSEE)
- The Society of Hispanic Professional Engineers, Inc. (SHPE)
- Society of Mexican American Engineers and Scientists (MAES)
- Society for Advancement of Chicanos/Hispanics and Native Americans in Science (SACNAS)
- American Indian Science & Engineering Society (AISES)
- The Institute for Tribal Environmental Professionals
- Association for Women in Science
- Diversity: Faculty and Other Academic Personnel
- UC Workforce Diversity (UCOP Infocenter)
- Leading with Diversity: Strategies for Recruitment and Retention
- Affirmative Action Guidelines for Recruitment and Retention of Faculty (2002)
- General University Policy Regarding Academic Appointment: Affirmative Action and Nondiscrimination in Employment (APM-035)
- UC ADVANCE PAID Program Helping campuses to recruit, retain and advance women and underrepresented minority women faculty in STEM fields.
- President’s Postdoctoral Fellowship Program Postdoctoral research fellowships, professional development and faculty mentoring to outstanding scholars who will contribute to diversity at UC.
- Office for Diversity, Equity, and Inclusion
- Equity and Equal Protection Office
The Equity and Equal Protection Office (EEP) administers UCSC’s policies and procedures regarding discrimination and harassment on the basis of race, religion, disability, sex, gender, age and other protected identities. Units under the EEP umbrella include
- Campus Advocacy Resources and Education (CARE)
The CARE office is a confidential space to discuss issues of sexual assault and stalking.
- Resource Centers
- Conflict Resolution Center
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.
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.