On Feb. 28, as part of UCOP’s Black History Month Celebrations, the Black Staff and Faculty Organization invited the Anti-Racism Task Force (ARTF) Implementation Team to present an update on UCOP’s efforts towards fostering an anti-racist workplace. The presentation was delivered by executive sponsors Yvette Gullatt, vice president for Graduate and Undergraduate Affairs, vice provost for equity, diversity and inclusion, and chief diversity officer, and Cheryl Lloyd, vice president of Systemwide Human Resources and chief human resources officer.

Cheryl began by sharing an overview of the ARTF Report (PDF) released in 2020, including its four focus areas, and recognizing the 90+ volunteers whose ongoing efforts have been essential to our progress.

Yvette reviewed the ARTF recommendations for implementation and which departments and people are responsible for each, from President Drake’s office and systemwide efforts to specific UCOP departments. She explained UCOP’s overall implementation goal and the metrics used to measure success — such as equity, diversity and inclusion (EDI) performance goals for senior leaders and diverse employee hiring and retention. Yvette overviewed the governance structure of the ARTF Implementation Team, including the various focus areas. Then, she shared the progress of completing specific recommendations (see below) and introduced affiliated anti-racism efforts, including how individual staff can become involved.

Many aspects of the ARTF implementation will be led by the incoming director of the Office of Workplace Inclusion and Belonging — a role that was held in an interim capacity by Francesca Galarraga. UCOP is in the final stages of recruitment for this position and we hope to announce an appointment soon.

Implementation highlights

Here are current highlights of the ARTF implementation in each workstream area.

Workstream accomplishments

• Leadership Cultural Competency Development
  — Integrated CORO anti-racism report and tool to incorporate into training for UC leaders and managers.
  — Identified existing L&D trainings that fit EDI, anti-racism and anti-bias trainings.

• Audit and Revise Policies and Procedures
  — Reviewed and updated 21 UCOP procedures through an EDI lens aligning with Personnel Policies for Staff Members (PPSM).

• Diverse Talent Development and Acquisition
  — Documented existing career advancement and onboarding processes/programs, identifying gaps and challenges. Proposed actions to UCOP Human Resources for approval and alignment with organizational priorities.

• Equity, Diversity and Inclusion Integration
  — Formed UCOP Employee Resource Groups (ERGs) and created an ERG toolkit.
  — Developed draft ARTF dashboard to track recommended measurements.

Implementation impacts and benefits

• Established the Office of Workplace Inclusion and Belonging.
• Continue to establish organization-wide anti-racism and EDI competency expectations.
• Continue to elevate transparency in workplace conduct expectations and accountability to help employees feel supported and encouraged to build careers and seek advancement opportunities.
• Elevated employee voices through newly established Employee Resource Groups.

Access the presentation and additional resources*

• Watch the full presentation here
• Download the ARTF PowerPoint here (PDF) to view all slides from the presentation and access relevant links. This presentation deck includes addenda with more information about the Gartner Maturity Assessment and related definitions, detailed implementation status by workstream and the UC-Coro report Anti-Racism Learning and Reflection Tool.

* Please note that UCOP Box log in is required to access these resources

Share your perspective

Do you have feedback to share about the Feb. 28 presentation or questions about our anti-racism work? Would you like to help champion equity, diversity and inclusion efforts at UCOP? Please complete our brief online survey.

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