Supporting Leadership Pipelines
Organizations are more successful when they reflect the communities they serve. But what about the leadership within these organizations? How do we create a leadership pipeline that is diverse and equitable?
One way is to address implicit bias within an organization. Implicit bias is the attitudes or associations a person holds, outside of their conscious awareness. During implicit bias, the brain is automatically triggered to make quick judgements and assessments in situations, which often occurs in professional work settings. To better understand your own bias, take the Implicit Association Test at the Implicit Project website: https://implicit.harvard.edu/implicit/selectatest.html.
In order to increase awareness of implicit bias and reduce its impact at the University, the UC Managing Implicit Bias Series was created. It is a six-course online training that reinforces the UC diversity, equity, and inclusion values that enable the University to attract and retain a top talent workforce. It also further supports the UC commitment to developing effective leaders and managers of people. Visit the UCnet webpage, UC Managing Implicit Bias Series for more information about the program and how to participate.
Another way to develop a diverse and equitable leadership pipeline is to focus on leadership development. Simply put, great leaders inspire, attract, and hire other great people. Leadership development opportunities should be incorporated into every employee’s development plan.
The University of California and UCLA offer multiple programs and resources dedicated to growing complex management skills and to strengthen leadership capabilities. The UCnet website covers the topic of Leadership Development and lists development opportunities designed to enhance and strengthen leadership capabilities in this UC Core Competencies Model.
Campus Human Resources (CHR) is also dedicated to creating effective leaders that engage and develop diverse, equitable, and inclusive teams. Read about the various programs that CHR offers below.
In addition to the programs mentioned above, CHR Learning & Organizational Development has various resources dedicated to “manager as coach” development. For a list of these resources, view the Coaching Resources page on their website.
UCLA offers a wide variety of development programs to build job skills to empower employees in their current roles and to foster the career they strive to develop. Programs extend to all segments of the workforce and there are many opportunities, such as classes and workshops, career programs, management development, UC institutes, training certificate programs, and online training.
For more information, visit the CHR Learning & Organizational Development webpage to review some of the opportunities mentioned below. For specific recommendations regarding available programs and training to develop your team’s skills, contact the Learning & Organizational Development team directly.
Sponsored by the Systemwide Advisory Committee on the Status of Women (SACSW) and the UC Office of the President (UCOP), this opportunity is for mid-career women-identified professionals who hold academic or staff positions and those who support their career advancement at the University. For additional information about the program, visit the UC Women's Initiative for Professional Development website.