We are pleased to announce the new UCOP Office of Workforce Inclusion and Belonging (OWIB). The office’s goal is to help UCOP achieve its vision of becoming an inclusive workplace that embraces the diversity of its employees and fosters an environment where everyone feels respected, appreciated and valued.

A search for the first-ever director of the OWIB is underway. You can check out the position description here (Job ID 23935) if you’re interested or know someone who might be a good fit.

The work of the OWIB will be an integral part of UCOP’s overall strategic framework, organizational structure and everyday activities. In keeping with this, the office reports to Rachael Nava, executive vice president and chief operating officer, with a dotted line to Yvette Gullatt, vice president for graduate and undergraduate affairs, vice provost for equity, diversity and inclusion, and systemwide chief diversity officer.

Addressing organizational culture is complex and multifaceted. Over the past year and a half, UCOP has been working on culture, engagement, diversity and inclusion in many ways, including the Anti-Racism Task Force (see the UCOP Anti-Racism Task Force Report), Conversations on Race, and many other learning opportunities. To effectively continue this work and give it the attention it deserves, UCOP has created a dedicated office for its unique needs with a structure that is modeled after that of other UC locations.

“Opening this office is key to helping UCOP build a more inclusive workplace culture,” said Cathy O’Sullivan, chief of staff to the chief operating officer. “We will have a team that understands UCOP’s goals and challenges, champions this work, partners with leaders and employees, and drives to make lasting change.”

The work is organized into the following five pillars, including high-level descriptions, which will help UCOP cultivate diversity, ensure equity and practice inclusion to improve our culture and climate:

• Employee engagement – Continue culture and connectivity work, execute Employee Engagement Survey action plan, and revise staff organization structure
• Workplace culture and inclusion – Enhance learning and development opportunities, increase organizational capacity, focus on leadership development, and develop a shared vocabulary
• Equity and diverse representation – Launch equity advisor program, partner with local HR (talent acquisition, promotions and career pathing, succession planning, performance management, etc.), and increase understanding of UCOP as an Affirmative Action organization
• Inclusion and strategic framework – Develop division-level CEDI strategies, infuse EDI into department practices, set organization-wide EDI performance goals, and increase leadership accountability
• Anti-racism work – acquire and support diverse talent, audit and revise policies, create and maintain UCOP EDI strategy, and develop culturally competent leaders

Visit the new OWIB website to find out more about the office and its goals. You’ll hear more about this work in the coming months as the office gets up and running.

Questions? Contact Cathy O’Sullivan.

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