Equal Opportunity Programs

The Office of Academic Recruitment Services (OARS) is committed to academic excellence within the faculty, staff, and student body and manages several programs to promote academic opportunity at UC San Diego.

Academic Personnel Affirmative Action Program

The Office Academic Recruitment Services (OARS) is responsible for providing an annual review and update of the California Nondiscrimination Program and Affirmative Action Plan.  The report includes:

 Equal Employment Opportunity Policy: 2 CCR § 11103 (a) (1)

The program must include the development or reaffirmation of the contractor's equal employment opportunity policy across all personnel actions. Must include a nondiscrimination clause in contracts and subcontracts per California Government Code Section 12990 (c).

 Dissemination: 2 CCR § 11103 (a) (2)

Formal internal and external dissemination of the contractor’s policy.                                                

 Implementation: 2 CCR § 11103 (a) (3)  

Establishment of responsibilities for implementation of the contractor’s program.

 Policy Review: 2 CCR § 11103 (a) (4)

Annual identification of any existing policies or practices that have resulted in disproportionately inhibiting the employment, promotion or retention of any group protected by the Act.

 Aanalysis of Selection Procedures: 2 CCR § 11103 (a) (4) (A) 

The program shall include an identification and analysis of contractor promotional and entry-level selection procedures and shall identify any such policies or procedures that have resulted in practices disproportionately inhibiting the employment, promotion or retention of any group or groups protected by the Act. The retention of such practices so identified can only be justified according to the principles of business necessity upon a demonstration that no reasonable alternatives to such practices exist. The prospective contractor shall eliminate any practices that cannot be so justified.                                                                      

 Workforce Analysis: 2 CCR § 11103 (a) (4) (B)  

The program will contain a workforce analysis, which shall consist of a listing of each job title that appears in applicable collective bargaining agreements of payroll records ranked from the lowest paid to the highest paid within each department or other similar organizational unit, including departmental or unit supervisory personnel. For each job title, the total number of incumbents, and the total number of male and female incumbents, and the total number of male and female incumbents broken down by race and/or national origin. The wage rate or salary range for each job title must be given. All job titles, including all managerial job titles, must be listed. If there are separate work units or lines of progression within a department, a separate list must be provided for each such work unit, or line, including unit supervisors. For lines of progression there must be indicated the order of jobs in the line through which an employee could move to the top of the line. Where there are no formal progression lines or usual promotional sequences, job titles should be listed by department, job families, or disciplines, in order of wage rates or salary ranges.

 Utilization Analysis: 2 CCR § 11103 (a) (4) (C) 

Employers with 250 or more employees must perform a utilization analysis, which shall consist of an analysis of the major job groups at the facility in order to determine whether members of any group protected by the Act are being underutilized when compared to their availability. A job group for this purpose shall consist of one or more jobs that have similar content, wage rates, and opportunities. Underutilization is defined as having a statistically significant lower utilization of any group protected by the Act in a particular job group than their availability. Availability is defined as the availability in the labor force. The labor force for this purpose may vary depending upon the type of job in question, and the contractor's past practice, and could encompass the contractor's existing employees, and, for example, the area immediately surrounding the facility where the vacancy exists for low-skill jobs or it could encompass the entire nation for highly-skilled managerial positions. The employer shall conduct a separate utilization analysis for each protected group.

-Retain utilization analysis to identify whether any groups are underutilized when compared to their availability.

 Corrective Actions:  2 CCR § 11103 (a) (5)

Development and execution of policies and procedures designed to correct problems and attain equal employment opportunities for all applicants and employees. – If disparities exist, contractors must implement policies to address them and improve equal employment opportunities.                                        

Internal Audits & Reporting:  2 CCR § 11103 (a) (6)

Employers must track the effectiveness of their nondiscrimination efforts and report findings

An employer with multiple facilities may establish a single nondiscrimination program for its organization but must perform separate analyses pursuant to subsections (a) (4)(A) and (B) above for each establishment.