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.

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 (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).

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.

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?

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.

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.

Succession planning is the process of identifying critical positions within your organization and developing an action plan to ensure the right people are in the right jobs, currently, and in the future.