University of California, Irvine, CA


Our goal was to prevent a vast array of pandemic-related issues from stalling or even reversing the positive progress UCI is making in recruiting and retaining underrepresented faculty in STEM. To maintain momentum in diversifying our faculty we increased the number of full-time employees (FTEs) allocated to our UCI Inclusive Excellence (IE) Supplement Program. The IE supplement provides one additional FTE from the Provost office to any authorized department-based search that identifies two final candidates who are both outstanding scholars and who have both demonstrated substantive contributions to DEI. To retain and support our outstanding and diverse faculty we put in place policies (e.g. Merit and Promotion Evaluations Guided by Principle of Achievement Relative to Opportunity, Retroactive Pay for COVID Stop-the-Clock), programs (e.g. COVID Research Recovery Program, Flexible Teaching Release Program, Elevate Women Communities, U See I Write Accountability Groups) and coaching through Equity Advisor and Inclusive Excellence Professor mentoring to mitigate adverse impact of the pandemic on scholarly productivity and faculty well-being. Implementing a multi-pronged approach to mitigate the disparate impact of the pandemic is important to ensure that UCI emerges from this tumultuous time as an institution that continues to be a national leader in innovative STEM research and education, as well as becoming a more diverse, equitable, inclusive, and just institution. Learn about UCI's measures to support faculty during COVID-19 here.  
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