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
requirements."

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