In addition, UC has academic and staff personnel policies covering nondiscrimination and affirmative action, as well as personnel policies relating to affirmative action, such as policies on recruitment, selection, promotion, and employee development. These personnel policies are consistent with applicable State and Federal law. Those training and development programs which in the past have solely targeted under-represented minorities and women are now open to all employees, regardless of race, religion, sex, color, ethnicity, or national origin. Advertisements for fellowships and other development opportunities now indicate that all qualified employees are welcome to apply. UC will continue to develop such programs, but the programs will be open to all employees.
Managers are responsible for making good faith efforts toward achieving affirmative action goals.
The Regents' Diversity Commitment means that The Regents, although prohibiting the consideration of race, religion, sex, color, ethnicity, or national origin in UC's employment practices, acknowledge the value of a diverse workforce. By making supplemental efforts to reach and recruit qualified minority and women applicants, UC can make progress towards achieving a diverse workforce through affirmative action. As discussed in a previous answer, affirmative action is a legal obligation for UC as a federal contractor. Affirmative action refers to specific efforts undertaken by the University, such as supplemental recruitment, designed to promote equal employment opportunity and to create diverse pools of applicants for University positions. Workforce diversity is an organizational and managerial process for developing an environment which maximizes and values the potential of all employees.