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UCSF Diversity, Equity and Inclusion Annual Report 2018-2019

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UCSF DIVERSITY, EQUITY AND INCLUSION ANNUAL REPORT 2018-2019 This past year was full of initiatives to advance our PRIDE Values as well as the Chancellor’s Pillar of Equity and Inclusion. As we began the year, and in partnership with School of Medicine Differences Matter Initiative, the Office of Diversity and Outreach gathered stakeholders from across UCSF to take stock WELCOME of our achievements and areas for improvement, and update the 2013 Roadmap to Inclusive Excellence: Strategic Plan for Diversity, Equity, and Inclusion. At the retreat, we heard the need for continued climate improvements and for wider, more standardized diversity, equity, and inclusion (DEI) training, and have initiated two task forces to address these issues. As part of the climate task force, we plan to conduct a climate survey in the fall of 2020 to assess where we are and what improvements we have made since the While many of our shared values are currently under last survey was administered in 2012-2013. The Office of Diversity attack on the national stage, the UCSF community Throughout the year, the Multicultural Resource Center continues to live our commitment to diversity, equity, supported students, staff, and faculty members with a and Outreach drives the and inclusion. As we begin a new academic year, wide variety of programming and educational sessions University’s efforts to create this report highlights some of the major activities dedicated to nurturing the diverse UCSF community. The in support of diversity and inclusion at UCSF during LGBT Resource Center launched the highly successful a culture of inclusion for all. 2018-2019. Pronouns Matter campaign as well as a new website to support transgender individuals. To mark the 50th Notably, last summer we looked at the composition Our success depends on anniversary of Stonewall Riots, the beginning of a long of our leadership and determined that we needed to struggle for LGBT rights, the LGBT Resource Center and our collective efforts. be more intentional in our actions toward ensuring other UCSF stakeholders created a month of program- that diverse perspectives are represented at all ming leading up to the San Francisco Pride Parade. levels of the University. We applied best practices We looked at the composition of in diverse search methods—spearheaded by the At the Chancellor’s Leadership Forum on Diversity The Office of Diversity and Outreach drives the our leadership and determined Office of Diversity and Outreach—and now welcome and Inclusion, we celebrated the 20th anniversary University’s efforts to create a culture of inclusion the newest members of the Chancellor’s Cabinet: of the Center for Science Education and Outreach for all. As a large, complex organization, our success that we needed to be more Chief Human Resources Officer Corey Jackson, JD, (CSEO) and took a closer look at the impact of our depends on our collective efforts. I am so pleased by Vice Chancellor for Communications Won Ha, and pipeline and outreach efforts. The Committee on the the fact that over the years we have seen increased intentional in our actions Vice Chancellor for Community and Government Status of Women and Women of UCSF Health hosted engagement and action across the University. Relations Francesca Vega. an inaugural International Women’s Day event that Together we can continue to build, nurture, and was widely attended and offered the opportunity for toward ensuring that diverse We applaud Vice Chancellor Navarro’s leadership, engage diversity, which is key to innovation and to women across campus to learn and network. perspectives are represented at guidance, and innovation in setting the direction for providing a welcoming community for all. For more greater diversity, equity and inclusion across our Finally, I am proud to note that throughout the year, highlights of this work, please enjoy this report. all levels of the University. campus and the medical centers. the spirit of advocacy still motivated us as we worked With gratitude and respect, to make every corner of UCSF—and beyond—more equitable and more inclusive. We saw significant participation in events calling attention to hostile Sam Hawgood, MBBS immigration policies, human rights violations at the Chancellor southern border, gun violence, acts of racism and hate, Renee Chapman Navarro, PharmD, MD Arthur and Toni Rembe Rock Distinguished Professor and the persistent problem of sexual harassment. Vice Chancellor Diversity and Outreach 2 UCSF Diversity Annual Report 2018-2019 3 DEMOGRAPHICS FACULTY GENDER TREND FACULTY RACE/ETHNICITY TREND 2010 2018 Female 1064 / 44% Female 1915 / 50% Male 1376 / 56% Male 1947 / 50% STAFF GENDER TREND STAFF RACE/ETHNICITY TREND 2010 2018 Female 11866 / 67% Female 14254 / 69% Male 5952 / 33% Male 6361 / 31% STUDENT & LEARNER GENDER TREND STUDENT & LEARNER RACE/ETHNICITY TREND 2010 2018 Female 3295 / 57% Female 3487 / 58% Male 2510 / 43% Male 2545 / 42% 4 UCSF Diversity Annual Report 2018-2019 5 The CARE Advocate, LGBT Resource Center, Multicultural Resource Center, and Undocu Student Support Services work to create a welcoming, supportive, and inclusive climate for all members of the UCSF community. ODO ANNUAL Education & ODO RESOURCE SNAPSHOT Training CARE Advocate CENTERS The Campus Advocacy Resources and Education participated in Sexual Violence Harassment & Prevention (CARE) program offers free and confidential support Campus Climate 22,936* Training (online or in-person) to UCSF community members who have experienced interpersonal violence. Our CARE Advocate also raises Compliance † participated in additional diversity 2,418 and inclusion training (in-person) awareness about issues surrounding interpersonal Education & Training violence, and what we all can do to prevent it. total Student Pipeline & Outreach 25,354 participants LGBT Resource Center UCSF Resource Centers *Numbers trained as of September 25, 2019. The Center aims to sustain visibility and a sense of †Does not include School of Medicine Diversity, Equity and Inclusion Champion Training. community across the campus and medical centers, work to create a welcoming, building workplace equity, promoting student and staff leadership, and providing high quality, culturally supportive, and inclusive climate Campus sensitive care to our patients. Climate Pipeline & for all members of the UCSF Multicultural Resource Center Events Outreach community. The Multicultural Resource Center was born from Campus climate events in students directly direct student activism in 2012. Core areas of work served 55 2018-2019 3,142 are rooted in supporting historically underrepresented students and allies throughout their academic journey. Events and programs per parents/families 4+ month on average 417 served students indirectly Undocumented Student 5,800+ attendees 15,000+ served Support Services A resource center for current and prospective students, faculty, staff, and allies, UCSF Undocumented Student Support Services proudly and unwaveringly stands in solidarity with our undocumented community here at UCSF. Compliance Vision 2020 complaints filed in Later this fall, the LGBT and Multicultural Resource 2018-2019 fiscal year 365 Centers located in Millberry Union will be undergoing complaints filed under Sexual a much-needed renovation, expanding the existing 36% Violence/Sexual Harassment policy suite to better serve the UCSF community. The Office of Diversity and Outreach is also building a complaints filed under 64% Nondiscrimination policy new space on the Mission Bay Campus, with an estimated move-in date of June 2020. Details about increase in complaints our moves and temporary space will be available in 2018-2019 3.6% soon. Please visit diversity.ucsf.edu to learn more. 6 UCSF Diversity Annual Report 2018-2019 7 In the fall of 2018, the Office of Diversity and Since the Office of Diversity and Outreach was Outreach and the School of Medicine Differences established in 2010, UCSF employee demographic Matter Initiative convened a group of over 150 data has shown the dearth of underrepresented diversity leaders from across campus for a day-long minorities among the highest levels of campus and UCSF-WIDE University Diversity Retreat to measure progress UCSF Health leadership.* In 2018, when several DIVERSIFYING OUR against the 2013 Roadmap to Inclusive Excellence: senior positions became vacant, a group of UCSF A Strategic Plan for Diversity, Equity and Inclusion stakeholders, led by the Office of Diversity and DIVERSITY RETREAT at UCSF and to evaluate the current state of diversity, Outreach and drawing on methods developed by the LEADERSHIP equity, and inclusion at UCSF. UCSF Advancing Excellence in Faculty Recruitment Over the course of the day, attendees shared program, worked to ensure best practices in inclusive successes, discussed challenges, identified gaps excellence recruitment. and areas for improvement, and developed ideas to Over the course of several months, this group move us closer to achieving our goals. collaborated with Human Resources and the Chancellor’s Office to: A new report, Findings from the UCSF Diversity Retreat: Updating the Roadmap to Inclusive • Make a Contributions to Diversity Statement Excellence, builds on the conversations and ideas mandatory for UCSF leadership position generated at the retreat and proposes future applicants; strategic directions, including expanded training, • Advise and educate the executive search firms enhanced curriculi, leadership diversification, an to ensure that there would be a
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