University of California, San Diego

August 17, 1995
SUBJECT: The Regents' July 20 Resolution on Employment & Contracting
At its July 20, 1995 meeting, the UC Regents adopted two resolutions regarding Affirmative Action. Both resolutions prohibit the use of race, religion, sex, color, ethnicity or national origin as criteria for admissions to the University (SP-1) or in its employment and contracting practices (SP-2). The student admissions resolution is effective January 1997 and the employment and contracting resolution is effective January 1996.
I would like to address some of the issues that have been raised in the aftermath of these resolutions, particularly about employment and contracting.
Following the adoption of these resolutions, the President of the University of California, in a July 24, 1995 statement, indicated the following: "... [We] will comply with the resolutions approved by the Board.  It is 
   important to make clear at the outset, however, that they have to do with 
   means, not with goals.  As the resolutions adopted by The Regents explicitly 
   recognize, our goal as a university remains what it has long been, which is 
   to reflect within our community California's diverse population..."
The statement continued in part to say that: "...[Because] UC's employment 
   and contracting programs are governed by State and federal laws, regulations, 
   executive orders, and the U.S. Constitution, ... our practices historically 
   have been and will continue to be in compliance with these various laws and 
It is important to note that The Regents' resolution also specifically states that the University will comply with any federal or state requirements necessary to maintain our eligibility for federal and state funds.
The current Presidential Executive Order and corresponding federal regulations require the University as a federal contractor to produce annually an affirmative action plan and implement affirmative action programs, including identification of goals and timetables to correct underutilization of women and minorities in our workforce. These efforts are designed to encourage equal opportunity and will continue.
A Systemwide review will determine any needed modifications and changes to UC policies and programs in order to ensure compliance with federal, state, and Regental requirements. Accordingly, current employee developmental programs are being reviewed to ensure open access. Any prior exclusionary restrictions regarding eligibility for participation in these programs based on gender or ethnicity will be eliminated.
Systemwide guidelines for compliance with The Regents' resolution on employment and contracting will be established on a timetable designed to meet the January 1996 implementation deadline.
To be successful as we move into the 21st century, we must all work together to make certain our environment promotes both excellence and diversity. Therefore, initiatives such as employment outreach programs and the recently announced UCSD Diversity Education Program are now more important than ever. The Diversity Education Program is being launched to increase awareness and appreciation of our workplace diversity and to build a multi-cultural climate that affirms and supports UCSD's diversity principles and goals.
Questions regarding this statement may be directed to the Assistant Vice Chancellor of Human Resources, Rogers Davis, or the Acting Director of Affirmative Action, Paula Doss.
Steven W. Relyea
Vice Chancellor