Self-evaluative statements about diversity, equity, inclusion, and belonging (DEIB)

Per APM 210, faculty merit and promotion review covers the areas of teaching; research and creative accomplishments; professional activity; and University and public service. APM 210-1-d states that 

“Teaching, research, professional and public service contributions that promote diversity and equal opportunity are to be encouraged and given recognition in the evaluation of the candidate’s qualifications.”

What APM 210-1-d refers to as “diversity and equal opportunity” corresponds roughly to what is more commonly referred to these days as “diversity, equity, inclusion, and belonging” (DEIB).

  • Contributions to diversity, equity, inclusion, and belonging are not a separate area of review. Rather, DEIB contributions are a facet of excellence in teaching, research, and service. 

  • Some faculty choose to integrate their DEIB efforts into their self-evaluative statements about teaching, research, and service. However, APBears also allows faculty to upload a separate “diversity” statement, in which faculty can synthesize all of their DEIB-related efforts across the various areas of review. Both options are equally valid. What is important is ensuring that reviewers have a full understanding of the faculty member’s contributions.

Below is some general advice for faculty candidates and campus reviewers. This advice is intended to ensure that faculty contributions to DEIB are fully acknowledged.

Guidance for faculty who are writing self-evaluative statements about contributions to DEIB

This advice on writing about your DEIB contributions supplements general guidance offered in BMAP about writing self-evaluative statements of all kinds. The purpose of providing self-evaluative statements is to assist reviewers in accurately understanding your record.

  1. Provide examples of DEIB contributions you have made. These could include the kinds of practices discussed elsewhere on this site under ‘Teaching,’ ‘Research,’ or ‘Service’
  2. Provide context for the reader. Challenges and opportunities in promoting DEIB vary by discipline and type of activity. Help readers by providing context for your contributions.
  3. Discuss impact as it relates to your goals. Concrete examples can be useful in conveying the impact of your contributions. Be sure to describe any metrics you may have that show the success of your efforts.
  4. If you have made an improvement, for example in pedagogy, research methods, or relationships with colleagues, let reviewers know.
  5. You can explain why DEIB is important to you and your academic projects. This can help reviewers (including outside letter writers) to understand your choices, commitments, and successes.

Guidance for campus reviewers who are assessing faculty contributions to DEIB

Below is some advice on assessing contributions to diversity, equity, inclusion, and belonging in faculty merit and promotion cases. This advice supplements general advice offered in BMAP about assessing self-evaluative statements of all kinds.

  1. Contributions to the University's missions of diversity and equal opportunity are a facet of excellence in teaching, mentoring, research, and service, rather than an additional area of review. You should integrate your assessment of DEIB contributions into the areas of review that they pertain to.  
  2. There are many possible types of contributions to diversity and equal opportunity. See the ‘Teaching,’ ‘Research,’ or ‘Service’ sections on this section of the OFEW website for example areas of evidence in the candidate’s record that you may have the opportunity to assess.
  3. Information about a candidate's contributions to diversity and equal opportunity may come from multiple sources, including the candidate’s self-statements, course evaluations, external letters in a threshold case, and, in the case of some reviewer, their own observations. Your assessment should provide context and address impact, to the extent possible.
  4. Opportunities to advance inclusion and address inequities vary by discipline; in your letter, help contextualize the importance of the candidate's contributions within their specific research discipline.

Find more information in the UCOP "Evaluating Contributions to Diversity for Appointment and Promotion (APM 210) Guidelines for all Academic Disciplines