150-12 Affirmative Action/Nondiscrimination in Employment

Effective Date: 1/1/92 (revised 7/01/05)
Office of Origin: Affirmative Action/Equal Opportunity/Diversity

I. Purpose

In accordance with applicable laws and regulations, the University has established a policy to provide equal employment opportunities to all individuals, and to undertake affirmative action for qualified members of groups underrepresented in the workforce. 

II. Definitions

Affirmative action: result-oriented steps taken to recruit, employ, and promote qualified members of groups formerly excluded from the workforce (as defined by federal and state laws: American Indians, Asians, Blacks, Hispanics, women, persons with disabilities, Vietnam-era veterans, special disabled veterans, veterans recently separated from active duty, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized) even if that exclusion cannot be traced to particular discriminatory actions; positive efforts to ensure equal employment opportunity.

Discrimination: illegal treatment of a person or group (either intentional or unintentional) based on race, color, national origin, religion, gender, marital status, ancestry, sexual orientation, gender identity, physical or mental disability, medical condition (e.g., cancer-related or genetic characteristics), pregnancy, status as a Vietnam-era veteran, special disabled veteran, veterans recently separated from active duty, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, age (over 40), or citizenship.

Underutilization: employment of members of a race, ethnic, or gender group at a rate below their availability (representation in the labor market). 

III. Policy

  1. UCSF shall provide equal employment opportunities to all individuals without regard to race, color, religion, marital status, national origin, ancestry, gender, sexual orientation, gender identity, physical or mental disability, medical condition (e.g., cancer-related or genetic characteristics), pregnancy, status as a Vietnam-era veteran, special disabled veteran, veterans recently separated from active duty, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, or within the limits imposed by law or University regulations, because of age (over 40) or citizenship.
  2. UCSF employees or applicants for employment shall be treated equitably and fairly in all matters related to employment, including recruitment, appointment, transfer, promotion, reclassification, separation, compensation, benefits, training and education, and social and recreational programs. No employee or applicant for employment shall be discriminatorily harassed or differentially treated in UCSF's employment programs and activities.
  3. In accordance with applicable laws and regulations, UCSF shall undertake affirmative action for minorities (American Indians, Asians, Blacks, Hispanics), women, persons with disabilities, special disabled veterans and Vietnam-era veterans, veterans recently separated from active duty, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized (as defined by federal and state laws) to ensure that members of groups, who, in the past, may have been victims of employment discrimination are given opportunities to compete for jobs through fair assessment of their application.
  4. To ensure that applicants and employees have the right to equal employment opportunities, UCSF has established a comprehensive written affirmative action personnel program that shall be vigorously utilized, conform to all legal requirements, be consistent with University standards of quality and excellence, and be specific in identifying areas of underutilization and disparity and in prescribing corrective measures. 

IV. Responsibility

  1. The Chancellor is responsible for the final implementation and monitoring of UCSF's affirmative action plan and nondiscrimination programs and activities.
  2. All unit heads are responsible for the implementation of UCSF's nondiscrimination and affirmative action policies in their units.
  3. The Director – Office of Affirmative Action/Equal Opportunity/Diversity is responsible for monitoring and evaluating UCSF's nondiscrimination/affirmative action programs and activities. Questions and comments may be directed to the Office of Affirmative Action/Equal Opportunity/Diversity. 

V. Related Policies

VI. References