Equal Opportunity Employment & Affirmitive Action Overview

UC Davis & UC Davis Health are committed to maintaining an atmosphere that is free from all forms of discrimination, harassment, exploitation and intimidation.

The University of California, in accordance with applicable federal and state law and university policy, prohibits discrimination against or harassment of any person employed by or seeking employment with the university on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition (cancer-related), ancestry, marital status or age. In compliance with the provisions of Article 1, Section 31 of the California Constitution (Proposition 209), the University of California also prohibits discrimination on the basis of sexual orientation, gender identity, status as a Vietnam-era veteran or special disabled veteran or within the limits imposed by law or university policy, on the basis of citizenship.

In conformance with applicable law and university policy, the University of California is an affirmative action/equal opportunity employer. The university undertakes affirmative action for underrepresented minorities and women, for persons with disabilities and for Vietnam-era veterans and disabled veterans. Affirmative actions include training programs, outreach efforts, and other positive steps to ensure equal employment opportunity.

For more information on Affirmative Action & Equal Opportunity Employment policy, contact the UC Davis Compliance and Policy Department.

What does being an Equal Opportunity Employer Mean?

Our Equal Employment Opportunity obligation ensures employees and applicants for employment are protected by federal laws, Presidential Executive Orders, and state and local laws - all designed to protect both federal employees and job applicants from discrimination on the bases of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, or other non-merit based factors.  These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, training, and career development programs. 

EEO is legally mandated for UC Davis due to the University's status as a federal contractor.

What does Affirmative Action Mean?

Affirmative Action requires that we use good-faith efforts to affirmatively recruit women, minorities, veterans and individuals with disabilities into the workforce and try to provide them with opportunities for advancement. We do not set quotas, but rather percentage goals based upon internal and external applicant availability and employment.  If an open position is in a job group that has an AA goal, we have a legal obligation to make a best-faith effort to ensure that the applicant pool contains a sufficient percentage of minorities, veterans, individuals with disabilities, and/or women.

Affirmative Action is legally mandated for UC Davis due to the University's status as a federal contractor.

How are Annual Affirmative Action Goals Established?

The Affirmative Action Goals are established through a process of job group analysis. The staff job group analysis categorizes all staff job titles into appropriate job groups based on similar content, wage rates, and opportunities. Jobs with similar content, wage rates and opportunities are combined to form job groups.

To establish the goals, we look at availability data, which is an estimate of the number of qualified women and minorities available for employment in a given job group with a job group comprised of related jobs, expressed as a percentage of all qualified persons available for employment in the job group. To determine if barriers to equal employment opportunity may exist with a particular job group, this analysis helps establish a benchmark against which the non-student academic and career staff workforce can be compared. When underutilization within a job group is identified, as discussed below, annual percentage placement goals are established.

Veterans and Individuals with Disabilities goals are not set by comparing our workforce with availability. Rather, we have set percentage goals for both categories, regardless of job family.

As required by federal regulations, UC Davis develops availability by using the following two factors:

  1. The first factor is to review the percentage of women or minorities with requisite skills in the reasonable recruitment area. The reasonable recruitment area for senior manager positions and higher level management and senior professional positions is national, for lower level management and senior professional positions and higher level professional and support staff positions is regional/statewide, and for the remaining professional and support staff positions is local/Sacramento City and Sacramento, Yolo and Solano Counties. The reasonable recruitment areas were selected based on previous hiring patterns demonstrating that these areas are the areas in which a diverse pool of qualified applicants are most likely to exist. The primary data source is U.S. Census data.
  2. The second factor then, is to review the percentage of women or minorities among those promotable, transferable, and trainable at UC Davis. For staff job groups, UC Davis identifies feeder titles using historical data and recruitment and compensation expertise within the Human Resources unit, and then obtains the numbers of employees in these potential feeder pools. The selection of the feeder pools is based on identification of job groups in which the most qualified internal candidates are likely to exist. UC Davis assigns factor weights to the data sources relevant to the estimation process. UC Davis regularly analyzes and revises availability statistics, as appropriate.

After reviewing these two factors, the next step is to perform a utilization analysis to compare the percentage of women and minorities employed in a particular job group with the percentage available in that particular job group in the relevant labor market. When there are fewer women or minorities in a particular job group than would reasonably be expected given their availability, by at least half a person, underutilization exists.

When underutilized job groups are identified, goals must be set equal to the availability figures for women and minorities in those job groups. Goals serve as objectives reasonably attainable by applying every good faith effort to make all aspects of the affirmative action program work. They provide guidance for an employer to focus on outreach and other efforts. They are designed to be met only if hiring opportunities arise; they do not require the hiring of a person who is less qualified, nor do they require an employer to hire a specified number of persons. In all employment decisions, the university must adhere to nondiscrimination statutes and policies.

In compliance with federal regulations and university policy, an internal monitoring and reporting system that reports on workforce and personnel actions is used in reviewing and setting goals and to measure the effectiveness of the total affirmative action program. The Office of the Vice Provost—Academic Personnel reviews information on recruitment and selection, advancement, and separation on a regular basis. The Affirmative Action Data Coordinator assembles and analyzes data to support the monitoring of the Affirmative Action Personnel Program.

The reporting system has been broadly classified into academic and staff personnel and into job groups within those broad classifications. Those job groups are monitored by performing an annual utilization analysis and by reviewing changes that occur in those groups from recruitment and selection, advancement, and separation.