Academic Personnel Affirmative Action Program Annual Reviews

The Office Academic Recruitment Services (OARS) is responsible for providing an annual review and update of the UCSD Academic Personnel Affirmative Action Program (AAP). The AAP contains the annual update of the Academic Affirmative Action Program for women, people of color, covered veterans, and people with disabilities, in compliance with applicable federal and state regulations

It is a written document of UCSD's good faith efforts and programs for accomplishing federally mandated affirmative action objectives and serves to:

  • Reaffirm the University's commitment to the equal employment opportunity/nondiscrimination policy and its responsibility for implementation
  • Analyze UC San Diego's workforce composition
  • Monitor UC San Diego's employment practices
  • Identify job areas where women and people of color are underutilized and establishes placement goals
  • Present action-oriented programs to remedy deficiencies
  • Evaluate the program to determine if progress is being made to remedy deficiencies

The UCSD Academic AAP is available at the Geisel Libraries and through the Office of Academic Recruitment Services


Data on jobseekers with advanced degrees by gender, ethnicity, and discipline are collected to form the basis of a calculated benchmark which measures the diversity of the academic workforce amd applicant pools. The two primary sources for these data are:
  • National Opinion Research Center (NORC)
  • American Association of Medical Colleges (AAMC)

NORC data are obtained in two sets. The first set represents the total number of Ph.D.s awarded in the U.S. from the most recent five years of data. These data are used to establish the diversity benchmark (or the "availability data") for tenure-track assistant professors. The second set of data represents the number of Ph.D.s awarded in the U.S. from the next 15 years back in time. These data are used to establish the diversity benchmark for tenured professors (rank of associate and full).

To apply these data to UCSD faculty, the discipline in which each faculty member achieved a Ph.D. is identified and matched to the most relevant discipline in the NORC data set, which in turn, carries with it the gender and ethnic data per the discipline. The data for groups of faculty, for example, all tenured faculty in a specific department, are tallied and percentages for gender and ethnicity are determined. Data on Master degrees are also factored into the calculations of availability data, as may be relevant to academic departments in the visual and performing arts

The AAMC faculty roster is the primary source for developing a diverse benchmark for our faculty with M.D.s in the Health Sciences. This roster provides data on the number of faculty in U.S. medical schools by rank, gender, ethnicity, and department. To tailor AAMC data to UCSD faculty, a process similar to that described above for faculty with Ph.D.s is applied to faculty with M.D.s.