EDI

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EDI Calendar 2023. This calendar is not exhaustive. Dates may vary from year to year based on the lunar calendar, geographic locations, and other factors. This calendar can be used to plan content and respect holidays celebrated by diverse groups.
Equity, Diversity, and Inclusion (EDI) Glossary of Terms  Impact of EDI  

Equity, diversity, and inclusion (referred to jointly as EDI) are three words that have greater importance than the sum of their parts. It captures the culture of any organization in managing a diverse workforce that feels included and has equal opportunities to succeed. 

As the inaugural chair of the UCLA Administration Equity Council, I am pleased to serve with my fellow Equity Advisors. The UCLA Administrative Equity Council was formed in April 2021 with the intention to promote an inclusive environment and to aid in the recruitment of talented individuals and the retention of a successful workforce within UCLA Administration.

Embracing the diversity of all those who currently call UCLA their work home as well as for future Bruins is a foundational value that makes us a better organization and better individuals. Welcoming and encouraging an inclusive organization is everyone’s responsibility. Administration cannot achieve our goals if we’re not actively living our values. The Administration Equity Council was established as a way to advocate for promoting an inclusive environment where everyone can excel and support the recruitment and retention of a talented and successful workforce within UCLA Administration.

UCLA Office of Equity, Diversity & Inclusion (EDI)

The UCLA Office of Equity, Diversity & Inclusion is committed to upholding equity, diversity and inclusion and protecting civil rights. EDI provides information and guidance on issues related to Title IX, implicit bias, freedom of speech, and other pressing topics. They also offer year-round events, such as the EDI Speaker Series and panel discussions on recent events, and an online forum highlighting the diverse experiences of people in the UCLA community.

Title IX Office

The Title IX Office (T9) is responsible for assessing and investigating reports of gender discrimination, sexual harassment, and sexual violence brought against any member of the campus community. It is one of the units under the Civil Rights Office (CRO).

For more information:

The Discrimination Prevention Office

The Discrimination Prevention Office (DPO) is responsible for assessing and investigating reports of discrimination or harassment based on race, ancestry, national origin, disability, religion, age, and other categories protected by law and University policy brought against academic personnel. It is one of the units under the Civil Rights Office (CRO).

Staff Diversity & Equal Employment Opportunity Compliance Office

The Staff Diversity & Equal Employment Opportunity Compliance Office (SD&C) is responsible for assessing and investigating reports of all forms of discrimination or harassment protected by law and University policy brought against staff. It is one of the units under the Civil Rights Office (CRO). To file a complaint, please complete the SDC Complaint Form via the electronic form.

For more information:

The Civil Rights Office (CRO) was established in 2020 by UCLA’s Office of Equity, Diversity and Inclusion and is led by the Assistant Vice Chancellor for Civil Rights. It serves UCLA’s campus and the UCLA Health System and is comprised of the following units: Office for the Assistant Vice Chancellor for Civil Rights (OAVC-CR), Discrimination Prevention Office (DPO), Staff, Diversity & Equal Employment Opportunity Compliance Office (SD&C), and the Title IX Office (T9).

As members of the UCLA community, we all have a responsibility to understand what disabilities are and how people who experience them need support. The Office of Equity, Diversity and Inclusion has created a “Supporting Our Disability Community Toolkit” that offers a guide to campus services, resources, clubs and committees, academic programs, accessibility, ableism, disability justice, disability rights, and much more.

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?

Suggested Trainings

UCLA Administration managers and supervisors are required to complete the Supervisory Certificate Series as offered through Campus Human Resources (CHR) via in person offerings and/or Learning Management System (LMS) courses. The curriculum includes 8 Foundational Courses and 2 Special Topic Courses. Although each course has EDI applications, the following courses are relevant to training with direct content relating to bias and discrimination:

Performance Evaluation Guide

EFFECTIVE PERFORMANCE MANAGEMENT requires: (1) setting clear expectations; (2) observing and tracking performance; and (3) providing ongoing coaching and feedback. Attention to these steps in the performance management process ensures that (4) performance appraisals, including discussions about development plans, are effective and beneficial to the employee, supervisor and overall organization.

Having a diverse staff enables an organization to understand people from diverse perspectives and creates an atmosphere that supports a variety of ideas, knowledge, processes, and approaches to decision making. If an organization values differences and shows appreciation of diverse skills and backgrounds it will attract talented employees with greater commitment.

Society frequently attributes certain personality traits to men and women. Research shows that this linguistic gender-encoding can often discourage women from applying for jobs using masculine-coded language. This Gender Decoder can be used to check if a job description has used linguistic gender-coding.
Educational Resources for Hiring

The University has made two Systemwide Talent Management eCourses available to the public.

The UC Managing Implicit Bias Series is a six-course online training series on recognizing and reducing the impacts of implicit bias.

The Search Advisory and Hiring Committee Best Practices, is suited for groups engaged in hiring functions, provides an overview of committee chairs and UC hiring policies, and gives several recommendations for an equitable hiring process.