ADVANCE v.09212015 • APPLICANT DIVERSITY STATEMENT IN FACULTY SEARCH PROCESS FREQUENTLY ASKED QUESTIONS 1) How does University of California define “diversity?” A: The academic senate adopted in 2009 the following broad definition of diversity: Diversity - defining features of California past, present and future - refers to a variety of personal experiences, values, and worldviews that arise from differences of culture and circumstance. Such differences include race, ethnicity, gender, age, religion, language, abilities/disabilities, sexual orientation, socioeconomic status, geographic region and more. 2) Why does UC Irvine expect a diversity statement from applicants for faculty positions? A: UC Irvine’s commitment to inclusive excellence is integral to our ascendancy among globally preeminent universities. It provides applicants with an opportunity to discuss how their past or future contributions will advance this enduring campus commitment. For more information, please see the Provost’s memo on Inclusive Excellence. 3) Is the diversity statement consistent with University of California policy? A: Yes. APM 210.1-d, which governs appointment, appraisal and promotion, recommends that faculty be both encouraged and rewarded for activity that promotes inclusive excellence: “The University of California is committed to excellence and equity in every facet of its mission. Teaching, research, professional and public service contributions that promote diversity and equal opportunity are to be encouraged and given recognition in the evaluation of the candidate's qualifications. These contributions to diversity and equal opportunity can take a variety of forms including efforts to advance equitable access to education, public service that addresses the needs of California's diverse population, or research in a scholar's area of expertise that highlights inequities.” 4) Is UC Irvine alone among UC campuses in adopting this statement? A: No. UC San Diego adopted this statement in 2010. 5) How will applicants learn about the diversity statement expectation? A: Per Provost Gillman’s memo of June 2014, all ads for faculty positions will include the following sentence: “Applicants are encouraged to share how their past and/or potential contributions to diversity, equity and inclusion will advance UC Irvine’s commitment to inclusive excellence.” 6) How do applicants provide their diversity statement? A: There is a dedicated field in UC Recruit for applicants to submit their diversity statement. 7) If an applicant does not provide a diversity statement, will his or her application be considered incomplete? A: Yes http://www.provost.uci.edu/news/InclusiveExcellence.html http://www.ucop.edu/academic-personnel/_files/apm/apm-210.pdf http://www.provost.uci.edu/news/Diversity-Statement-June-2014.html ADVANCE v.09212015 8) What are the components of a diversity statement? .

1. ADVANCE v.09212015
•
APPLICANT DIVERSITY STATEMENT IN FACULTY
SEARCH PROCESS
FREQUENTLY ASKED QUESTIONS
1) How does University of California define “diversity?”
A: The academic senate adopted in 2009 the following broad
definition of diversity:
Diversity - defining features of California past, present and
future - refers to a variety of
personal experiences, values, and worldviews that arise from
differences of culture and
circumstance. Such differences include race, ethnicity, gender,
age, religion, language,
abilities/disabilities, sexual orientation, socioeconomic status,
geographic region and more.
2) Why does UC Irvine expect a diversity statement from
applicants for faculty positions?
A: UC Irvine’s commitment to inclusive excellence is integral
to our ascendancy among globally

2. preeminent universities. It provides applicants with an
opportunity to discuss how their past or
future contributions will advance this enduring campus
commitment. For more information,
please see the Provost’s memo on Inclusive Excellence.
3) Is the diversity statement consistent with University of
California policy?
A: Yes. APM 210.1-d, which governs appointment, appraisal
and promotion, recommends that
faculty be both encouraged and rewarded for activity that
promotes inclusive excellence:
“The University of California is committed to excellence and
equity in every facet of its mission.
Teaching, research, professional and public service
contributions that promote diversity and
equal opportunity are to be encouraged and given recognition in
the evaluation of the
candidate's qualifications. These contributions to diversity and
equal opportunity can take
a variety of forms including efforts to advance equitable access
to education, public
service that addresses the needs of California's diverse

3. population, or research in a
scholar's area of expertise that highlights inequities.”
4) Is UC Irvine alone among UC campuses in adopting this
statement?
A: No. UC San Diego adopted this statement in 2010.
5) How will applicants learn about the diversity statement
expectation?
A: Per Provost Gillman’s memo of June 2014, all ads for faculty
positions will include the following
sentence: “Applicants are encouraged to share how their past
and/or potential contributions to
diversity, equity and inclusion will advance UC Irvine’s
commitment to inclusive excellence.”
6) How do applicants provide their diversity statement?
A: There is a dedicated field in UC Recruit for applicants to
submit their diversity statement.
7) If an applicant does not provide a diversity statement, will
his or her application be considered
incomplete?
A: Yes

4. http://www.provost.uci.edu/news/InclusiveExcellence.html
http://www.ucop.edu/academic-personnel/_files/apm/apm-
210.pdf
http://www.provost.uci.edu/news/Diversity-Statement-June-
2014.html
ADVANCE v.09212015
8) What are the components of a diversity statement?
o Provides a statement of contributions to diversity
o Indicates awareness of inequities and challenges in education
faced by historically
underrepresented or economically disadvantaged groups, and
the negative consequences of
underutilization
o Demonstrates a track record and measure of success in
activities (such as mentoring,
teaching or outreach) that aim to reduce barriers in education or
research for underrepresented
or economically disadvantaged groups
o Specific plans to contribute through campus programs, new

5. activities, or through national or
off-campus organizations
9) What should a diversity statement address?
A: Be specific when describing the nature and impact of the
research, teaching, and service
activity that advances access, diversity and equal opportunity.
the ways it explores
underrepresented or understudied populations or communities,
cultures and practices;
or illuminate societal inequalities or disparities
builds or extends research
problems or areas; raises awareness in local or state or national
or international
contexts; contributes to equitable access to education and
broadens participation in
higher education through outreach or mentoring or recruitment
or student placement;
addresses societal disparities or inequalities; or aligns with
Category 7 (Multicultural
Studies) of the General Education requirements.

6. The extent the activity has been recognized: document and
describe any and all of
the following: competitive funding; any appearance in a peer
reviewed journal or
publication as a book; significant contribution to high impact
online journalism such as a
blog or curated web-page; selection for commendation by
campus unit, professional
association or public service organization; or has the faculty
member served on a
taskforce or been elected to a leadership position in an affinity
group or a committee
within a professional organization.
10) What should search committees look for in a diversity
statement?
A: Search committees will be provided with an evaluation grid
in order to rate a diversity statement
along four dimensions. Equity Advisors will also review the
evaluation grid during their
mandatory presentation to search committees.
11) What role does the diversity statement have in the selection
process?

7. A: Departments will discuss the strength of the diversity
statement as part of the rationale for the
proposed list of short-listed candidate to be invited to campus.
Deans will consider diversity
statements in their evaluation of finalists.
12) Are there campus and university resources to learn more
about inclusive excellence?
A: Yes. They include the UC Statement on Diversity, UCI
Provost Gillman’s memo on Diversity
Activity in Personnel Review, UCI ADVANCE Program.
http://advance.uci.edu/ADVANCE%20PDFs/DiversityEval.xlsx
http://regents.universityofcalifornia.edu/governance/policies/44
00.html
http://www.provost.uci.edu/news/DiversityinReviewProcess.htm
l
http://www.provost.uci.edu/news/DiversityinReviewProcess.htm
l
http://advance.uci.edu/
Week 3 Discussion: Failure of Democracy and
the Rise of Totalitarianism
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1 unread reply.
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1 reply.

8. Required Resources
Read/review the following resources for this activity:
● Textbook: Chapter 4, 5
● Lesson
● Minimum of 1 scholarly source (in addition to the textbook)
Initial Post Instructions
During the 1930s, much of the world seemed to give up on their
hope for a democratic
solution to their problems and instead turned to totalitarianism,
both in Europe and in
Asia.
For the initial post, select and address one of the following:
● Germany/Hitler
● USSR/Stalin
● Japan/Tojo
Address the following questions for your selection:
● What effects did the history, politics, and economies of those
areas play in their
decisions to turn to totalitarianism?
● What role did the Great Depression in the United States play
in their plight?
Follow-Up Post Instructions
Respond to at least two peers or one peer and the instructor. At
least one of your
responses should be to a peer who chose an option different

9. from yours. Further the
dialogue by providing more information and clarification.
Writing Requirements
● Minimum of 3 posts (1 initial & 2 follow-up)
● Minimum of 2 sources cited (assigned readings/online lessons
and an outside
source)
● APA format for in-text citations and list of references