UC San Diego
Administrative Commitments
to Improve Campus Climate

Update on Action Items (Revised on June 6, 2011)

The University of California, San Diego is deeply committed to making positive changes to improve the campus climate and broaden the richness and diversity of our community and curriculum. We stand in firm solidarity with our students, faculty and staff who share our goals of continuously improving the university in ways that will benefit the entire campus and enhance our learning and working environment.

We have long recognized the need to improve the diversity of our campus, and the events that took place in late February have reinforced this need. Numerous outreach efforts and diversity initiatives currently exist; however, it is clear that we need to do more. To this end, we reaffirm our steadfast commitment to improving the overall campus climate for everyone, especially those students have been most affected by recent events. These changes will begin with the commitments outlined in this document, but will not end here. We will continue to involve the campus and larger community in expanded efforts to make UC San Diego a better place and to enrich our education, research and quality of life.

We must continue to work together – students, staff, faculty, and community members – to achieve our shared commitment to an open, welcoming, and supportive campus for all people from all backgrounds and walks of life.

Administrative Commitments

  1. Funding for SPACES and Drafting of MOU regarding SPACES funding from Administration: The Vice Chancellor for Student Affairs agrees to match Student Promoted Access Center for Education and Services (SPACES) funds that come from student fees. This commitment will not decrease if student enrollment is capped for budgetary considerations. In accordance with State and University accounting rules, these matching funds will be subject to typical accountability requirements for matching funds. An MOU will be drafted to delineate these requirements; similar to MOU’s used for comparable matching funds on other UC campuses. The funding will be available beginning Fall Quarter 2010 and will be guaranteed for a minimum of three years.

    1. Comprehensive vs. Holistic Review: A critical challenge for the campus is to remove barriers to access to higher education for historically underrepresented minorities. The Director of Admissions, Assistant Vice Chancellor Mae Brown will make herself available to meet with interested students and faculty to review and evaluate the Comprehensive and Holistic Review approaches for evaluating applicants, if the students or faculty would like to meet. Ultimately, admissions criteria are established by the Academic Senate with approval of the UC Regents. The Director of Admissions will be directed to work with interested students and the Academic Senate to identify and promote the most effective admissions system possible, including changes to the current Comprehensive Review weighting for first-generation college students and students graduating from fourth and fifth quintile schools. Should the campus move to holistic review, SAAC students will be consulted to ensure that holistic review does not become a barrier to the enrollment of URM resident students.

    2. Student Representation on Committee of Admissions: We are informed that on March 3, the Academic Senate Committee on Admissions agreed to expand student representation

    1. Funding for Student Initiated Yield Programs: The Vice Chancellor for Student Affairs will provide funding to BSU’s Student Initiated Yield Programs. This funding will begin this year and be guaranteed for three years, subject to normal University and state accounting and accountability requirements. The funding for this program will not come from SPACES. A program will be developed to support other student groups that wish to engage in comparable yield activities.

    2. Fundraising for Student Led Yield Activities: The Vice Chancellor for External and Business Affairs will charge a development officer with the responsibility to work with the SAAC community to find and sustain private support for student-led yield activities.

    1. Summer 2010 Funding for OASIS and Summer Bridge: The Vice Chancellor for Student Affairs will ensure continued supplemental funding for OASIS for the 2010-11 academic year and maintain its current operating budget. The Vice Chancellor will also expand funding for the Summer Bridge program to support 15 additional students (135 total for this year). The Vice Chancellor will work with OASIS to identify and provide additional student tutoring resources as needed.

    2. Fundraising for Summer Bridge: The Vice Chancellor for External and Business Affairs will charge a development officer with the responsibility to work with the SAAC community to find and sustain private support to expand the Summer Bridge program, with a goal of allowing at least 150 students to participate in the program annually.

    1. AASM and CLAH Minor Positions: The Executive Vice Chancellor for Academic Affairs and the Vice Chancellor for Student Affairs will fund the African American Studies Minor (AASM) staff position and the Chicano/a Latino/a Arts & Humanities (CLAH) Minor staff position (salary and benefits). Permanent funds will be used for these positions, and they will remain in place for a minimum of three years. The CLAH position is currently filled, and the AASM position has been posted to the UC San Diego job bulletin. The search committee will include student representatives from the AASM and the SAAC community.

    2. Fundraising for AASM and CLAH Minors: The Vice Chancellor for External and Business Affairs will charge a development officer with the responsibility to work with the SAAC community to seek private support to support the African American Studies Minor and Chicano/a Latino/a Arts & Humanities Minor.

  2. Exploration of New ORU or Center: We agree that an ORU or Center focused on issues related to African American, Chicano, and Native American-indigenous communities and possibly other minority groups would be a valuable addition to the campus. The Vice Chancellor for Research will work with interested faculty members to determine the feasibility of creating an ORU that meets Academic Senate requirements and to help begin the process. As an alternative, the Vice Chancellor will help interested faculty members consider the establishment of a similarly-themed Center, which has fewer and easier-to-meet requirements.

  3. Task Force to Promote the Recruitment, Support and Retention of Underrepresented Faculty: We agree that SAAC membership on the Task Force to Promote the Recruitment, Support and Retention of Underrepresented Faculty would be extremely valuable. Associate Vice Chancellor for Faculty Equity Jeanne Ferrante will meet with leaders of the SAAC community to identify appropriate members for the Task Force.

    1. Curricular Diversity Requirement: On March 1, the College Provosts endorsed the idea of further promoting the understanding of the importance of diversity through curricular requirements and have agreed to take a recommendation for a campus-wide requirement to their respective faculty for approval in accordance with Academic Senate regulations. On March 2, the Academic Senate agreed that the Committee on Educational Policy would provide expedited review of requests from the Colleges for these proposed curricular changes. Provosts will consult with SAAC students regarding the content of the proposed campus-wide requirement, which may be fulfilled by existing courses that meet criteria to be established by the faculty.

    2. Emphasis on Diversity during Orientation: In addition, the Provosts have committed to boost their efforts to stress the value and importance of diversity during orientation.

  4. Hiring of Faculty to Advance Diversity: If the budgetary situation frees up enough scarce dollars by the end of spring quarter, 2010, Academic Affairs hopes to thaw out 20 to 30 of the 125 frozen faculty FTEs for searches in 2010-11. As soon as that occurs, we will reactivate the 6 unfilled faculty FTEs that were dedicated to 16 positions for African Diaspora, Indigenous Studies, or California Cultures prior to the hiring freeze. Future faculty positions are expected to be very few for several years, but the Executive Vice Chancellor will also allocate 3 new faculty FTEs over the next three years for hires that will advance diversity, for a total of 9 new faculty positions. Beyond these targeted FTEs, all future faculty searches will involve diversity considerations and enhanced practices to advance diversity recently established by Academic Affairs and overseen by the AVC for Faculty Equity. There will be intensified scrutiny of all searches to make sure they exert every effort to reach out to a diverse pool of candidates.

  5. Underrepresented Minority Access to Education: We agree that it is essential that we remove any barriers to access to the campus for underrepresented students among the campus’s student, faculty and staff population. It is our hope that the commitments we are making in this document, as well as our other on-going diversity-related efforts, will help to achieve that goal. For example, with respect to graduate students, the Dean of Graduate Studies pledges to work with the SAAC community, the GSA, and the recently formed Graduate Students of Color Association to further diversify the graduate student applicant pool and to induct more members into the Bouchet Graduate Honor Society (The Bouchet Society was originally established by Yale and Howard Universities to recognize graduate students, post-doctoral scholars and faculty of color. UCSD was recently invited as one of a small number of additional universities, and the only school on the West Coast, to start its own Bouchet chapter). Efforts are also underway to acquire additional extramural funding to support these and other critical diversity efforts. In addition, the Executive Vice Chancellor and the Dean of Graduate Studies will meet with interested faculty to discuss the possibility of creating a number of additional graduate fellowships/stipends. Development will be tasked with raising money for additional graduate student support.

  6. Diversity Personnel Resources: We agree that the Office of the Chief Diversity Officer plays a critical role in promoting diversity on the campus. In addition to Chief Diversity Officer Sandra Daley, the office is staffed with another 100 percent full-time diversity officer. Their efforts are supported by an additional 50 percent-time diversity officer dedicated to issues of faculty equity and minority faculty recruitment and retention, for a total of 2.0 FTE. In addition to these centralized resources, the campus has faculty equity advisors in each of the academic divisions and for the Organized Research Units, as well as Campus Diversity Officers in the Community Centers. We agree that additional resources for these diversity efforts may be warranted. This will be a topic that will be considered as part of the Campus Climate Commission that we are establishing.

    1. Student Code of Conduct: We agree that students should be required to adhere to the Principles of Community to the maximum extent permitted by the First Amendment. A committee composed of students and administrators is currently in the process of re-writing the Student Conduct Code. Members of the SAAC community will be invited to participate on this committee.

    2. Principles of Community – New Employees: In addition, we agree to further promote the importance of adherence to the Principles of Community on campus. One suggestion for doing so that we discussed was to ask all students, faculty, and staff to sign a document acknowledging that they have read and understood the Principles. Before committing to take this step, the Administration must consult with the Academic Personnel Office, the Academic Senate, Human Resources, and the Office of General Counsel to determine whether there exist obstacles based on academic freedom, union contracts, the Higher Education Employer-Employee Relations Act, or the First Amendment, and what solutions to those obstacles might be feasible.

    3. Principles of Community – Student Application Process: Another idea was to include the Principles of Community in the admissions process. We agree that this is a good idea. The Director of Admissions will work with students, faculty, the Academic Senate, and the Office of the President to refine and implement this concept.

    4. Principles of Community – New Students: Finally, the College Deans will take steps to further promote the Principles of Community during orientation. During orientation, all students will be asked to sign a statement acknowledging that they have read and understood the Principles of Community.

  7. Chicano Legacy Mural: We agree to make the Chicano Legacy mural permanent. The Executive Vice Chancellor Academic Affairs and the Vice Chancellor for Resource, Management, and Planning have already taken action to extend the exhibition of the mural to June 2012 to allow time for the necessary actions, including securing maintenance funds, to make the mural permanent.

  8. Infusion of Art Showcasing Underrepresented Communities: We agree to work with SAAC organizations to identify appropriate places on campus for the display of indoor and/or outdoor, permanent and/or rotating art representative of underrepresented minority communities. Vice Chancellor Gary Matthews will be responsible for leading this effort. A development officer will be charged to work with the SAAC community to find and sustain sources of private funding to support indoor and/or outdoor, permanent and/or rotating art on campus.

  9. Student Representation on Stuart Collection Committee: We agree that student representation from the SAAC community on the Stuart Collection Advisory Committee would be a good thing. Accordingly, we agree to discuss with the Stuart Foundation including students on the Advisory Committee, as well as increase efforts to include U.S. minority artists in the Collection.

  10. Naming Opportunities: Vice Chancellor Relyea will attempt to identify suitable naming opportunities that would not adversely impact future development opportunities. Associate Chancellor Clare Kristofco is also available to meet with interested students to review the naming processes required by University policy.

  11. New Student Resource Center: Vice Chancellor for Resource, Management, and Planning Matthews will meet with SAAC students to work out the details for African American, Native American, and Chicano Resource Centers and assess the patterns of use for these resources.

  12. Native American Graves Protection and Repatriation: The University is committed to treating the human remains in its possession with dignity and respect. It will continue to engage the Kumeyaay Cultural Repatriation Committee, the U.S. Department of Interior, UC San Diego faculty, and outside experts to seek a resolution to the question of disposition of these remains. Vice Chancellor Matthews is available to meet with students to discuss the legal issues involved with the disposition of the remains.

  13. Campus Climate Commission: The Chancellor will establish a new Campus Climate Commission. The SAAC community will have a central role in drafting the Commission’s charge and will be consulted about the membership of the committee. The Commission will examine the campus climate and the University’s diversity-related efforts to create action plans to be implemented by the campus. An accountability system will be discussed and developed in consultation with the SAAC community, and others, including faculty. The Commission will deliver a report to the Chancellor in the Spring Quarter 2011. The Commission will review previous campus reports on climate and diversity. The Commission’s report will be made public.

The administrative commitments specified in this document are only part of the University’s on-going efforts to promote diversity and ensure a supportive and welcoming environment for all. We deeply appreciate the engagement of student leaders and their willingness to collaborate in efforts to make UC San Diego the best college campus it can be. We will continue to work with students, faculty, and staff on these complex, and vital issues. We commit ourselves to keeping the campus appraised of additional leadership efforts in this area.