Affirmative Action and Equal Employment Opportunity
As a Federal contractor, the University of California has an obligation to comply with affirmative action regulations governing all levels of employment, including academic personnel practices. The University also has an obligation to comply with State and Federal laws prohibiting discrimination on the basis of race, sex, color, national origin, and other protected categories.
Under Section 31 of Article 1 of the California State Constitution, the University may not grant preferential treatment to any individual or group on the basis of race, sex, color, ethnicity or national origin. These prohibitions, however, do not apply to actions needed to establish or maintain eligibility for any Federal program, where ineligibility would result in a loss of Federal funds to the University.
Additionally, the University may engage in voluntary practices promoting values of equal employment opportunity. These are important vehicles for expressing the University’s commitment to diversity, equal opportunity, and academic freedom. UCLA is indeed committed to making every good faith effort to achieve and maintain a diverse faculty.
Here we present relevant guidelines, the UCLA Academic Affirmative Action Plan, and UC contacts. For policies, laws, and links to State and Federal agencies see "Policies" in the Faculty Diversity digital library.
UCLA Documents
Non-Discrimination and Affirmative Action Policy
Affirmative Action Guidelines: Recruitment and Retention of Faculty
Faculty Diversity - Guidelines for an Academic Plan
UCLA Academic Affirmative Action Plan, 2007-2008
UCLA Academic Affirmative Action Plan, 2006-2007UCLA Academic Affirmative Action Plan, 2005-2006
We are often asked about the status of affirmative action in the University of California in light of actions taken by the UC Regents in 1995 and the passage of California’s Proposition 209 in 1996.
In July 1995, the UC Board of Regents adopted two resolutions, SP-1 and SP-2, that changed the university's admissions, hiring and contracting practices. SP-1 eliminated consideration of race and gender in admitting students to the University. SP-2 eliminated race and gender as considerations in UC's hiring and contracting practices, except where such action would result in the university's loss of federal or state funds. The first full entering freshman class admitted under SP-1 enrolled at UC in fall 1998. The first group of faculty hired under SP-2 began employment on or after July 1, 1996.
In May 2001, the UC Board of Regents adopted resolution RE-28, rescinding SP-1 and SP-2. However, Proposition 209, passed by California voters in November 1996, prohibits consideration of race and gender in state employment, education and contracting programs--regardless of UC's Regental or administrative policies. Therefore, rescinding SP-1 and SP-2 does not change actual practice at the University of California with regard to admissions and employment.
The University of California continues to be an equal opportunity/affirmative action employer in compliance with federal affirmative action regulations because the University is a federal contractor. Actions that must be taken to maintain eligibility for federal funding are exempt from the requirements of Proposition 209. Proposition 209 has been incorporated into the California Constitution as Section 31 of Article 1.
The text of Regental Resolution RE-28, additional information from the UC Office of the President, and the text of Proposition 209 are available on the "Policies" page in the Faculty Diversity Library.