INTRODUCTION

White students are now in the minority (48%) at UC Davis. This statistic reflects the glacier-like demographic trend in the state-in 1998 the number of non-whites exceeded the number of whites for the first time in the California's history (Fig. 1). It is virtually certain that the state's population will never again consist of a white majority. A pronounced shift in the ratio of male to female students has also occurred. Whereas male students were in the majority throughout much of UCD's history, in the mid-1980s female students began enrolling in nearly equal numbers to male and by the early 1990s they began to consistently outnumber male students. The UCD student population is currently 54% women; this female bias in enrollment is a California as well as a nationwide trend.

Fig. 1. Projected thirty-year demographic trends in California for each of five main ethnic groups. Population was 32 million in 1995 and is projected to increase to 50 million by 2025 (Source: California Department of Finance, Demographic Research Unit, 1998).

Although the student population at UCD reflects the state's diversity, the composition of the faculty does not. In 1998 less than 15% and 23% of UCD faculty were non-white and women, respectively (Fig. 2). Although the trends in hiring and retention of women faculty at UCD has kept up with System-wide trends, those for non-white faculty have not. It is clear that the goal implied by the UC Regents when they declared in July, 1995 that "…they intend to achieve a UC population that reflects this state's diversity…" will not be achieved in the near term at either UCD or Systemwide.

This report has two main goals. First, to describe the functional classification for diversity concepts that was developed by the Committee in an attempt to provide structure and coherence to the complexity of diversity programs and issues at UCD including pedagogical, administrative, cultural, legal, and academic aspects. This was the Committee's primary goal for the first year of a broad 3-year agenda. Second, to outline an agenda for the 1999-2000 academic year involving additional information gathering and preliminary formulation of a set of recommendations for the third year.

Fig. 2. Trends in UCD and UC-wide composition of faculty by gender and by minority composite (Source UCOP, 1999).

COMMITTEE ON AFFIRMATIVE ACTION AND DIVERSITY According to the UCD Affirmative Action Personnel Program Plan (p13; June 1998), the Academic Senate Affirmative Action and Diversity Committee "…advises the Chancellor on general policies bearing on affirmative action for academic personnel and academic programs, reviews information on academic personnel actions, undertakes studies of affirmative action policies and practices, and makes recommendations to campus agencies. It reports annually to the Davis Division of the Senate." Unfortunately this description of the Committee's duties described above as well as in the Academic Senate Manual had virtually no bearing on what was requested of it. The only specific request made of the Committee was from John Vohs, Vice-Chair of the Davis Division of the Academic Senate asking to review a letter from the Office of the President concerning a revision to the UC Nondiscrimination and Affirmative Action Policy-the revision was to add "genetic characteristics" to the policy statement. All members felt strongly that the potential of the Affirmative Action and Diversity Committee is substantial for engaging diversity issues, to shape policy, and to influence attitudes on the UCD campus and, therefore, much more can be done in the future than has been achieved in the past.

CLASSIFICATION OF DIVERSITY CONCEPTS/PROGRAMS AT UCD Diversity related programs and practices at UCD are difficult to classify because of their number and complexity as well as because the concept itself is so far-reaching. However, classification is a form of generalization and thus provides a structure for diversity concepts that would otherwise require description of lists of programs and complex organization diagrams. The Committee classifies diversity concepts at UCD into the following four broad categories:
Personnel and Compliance The Davis Campus Affirmative Action Personnel Program Plan serves as a working document that describes current policies, practices, and results in the area of personnel Affirmative Action. It represents UCD's framework for taking affirmative action approaches to increasing the representation of underutilized minorities and women in our workforce (also persons with disabilities and veterans). This document provides a framework for use by all public institutions which are mandated by law to ensure compliance with federal regulations concerning preferential and/or discriminatory hiring and employment practices. Key administrators concerning diversity at UCD include the Affirmative Action Officer, Provost and Executive Vice Chancellor Robert Grey, Staff Affirmative Action and Diversity Office Director Eleanor Fontes-Fulton, Diversity Awareness Programs Director Karen Roth, Associate Vice Chancellor for Human Resources Dennis Shimek, and Vice Provost for Academic Personnel Barry Klein.
Students and Outreach This category refers to activities and programs concerned with all aspects of student participation at the university including K-12 and community college outreach, admission, retention, mentoring, graduation, and placement. Student Affairs is the main administrative office concerned with these issues. The key personnel and administrators are Vice Chancellor for Student Affairs, Carolyn Wall, Assistant Vice Chancellor for Student Affairs, Yvonne Marsh, Gary Tudor, Director of Admissions and Outreach, Leslie Campbell, Senior Associate Director of Undergraduate Admissions, Shelley Davis, Director of Early Academic Outreach program (EAOP), and the Director of Educational Outreach Initiatives, Faith Paul. Six student outreach programs and/or services are sponsored by UCD including Alumni Recruitment and Student Recruitment, Admissions Programs and Counseling, Regional Outreach Offices, Services for High Achieving Students, EOP Admissions and Outreach, and Community College Outreach. There are also three academic preparation outreach programs including Early Academic Outreach Program, Upward Bound, and Educational Talent Search. A large number of programs at UCD designed for underrepresented, disadvantaged and low-income students are also available including the Summer Transitional Enrichment Program (STEP), Educational Opportunity Program (EOP), Summer Undergraduate Research Program in Science and Engineering (SURPRISE), Professors for the Future, Project 1000, Western Name Exchange, California Forum for Diversity in Graduate Education, The California Pre-Doctoral Program, McNair Scholars Program, the Hughes Institute BUSP Program, MURALS (Mentorships for Undergraduate Research in Agriculture Letters and Science), MURPPS (Minority Undergraduate Research in Physical Sciences), and the National Minority Research Symposium.
Ethnic and Cultural Studies Programs There are six different ethnic and cultural studies programs at UC Davis with a total of nearly 100 faculty or faculty affiliates. These programs including African American and African Studies (7 faculty; program on history and culture of African Americans), American Studies (6 faculty; offers alternative approach to study of American experience for students who feels too limited by departmental approaches), Asian American Studies (6 faculty; only minors program of study), Chicana/o Studies (5 faculty; program focuses on the Chicana/Chicano experience through analysis of class, race-ethnicity, gender and sexuality, and cultural expression), Jewish Studies Minor Program (study of Jewish culture, thought, history and literature), Native American Studies (7 faculty and 3 emeriti; focuses upon the indigenous peoples of North, Central, and South America), and Women's Studies (65 affiliated faculty; program of study founded on premise that gender is a historically variable construction that centrally shapes the historical and daily experiences of women and men).
Community, Culture and Climate This category refers to all aspects of the ethnic, cultural and professional culture of the university community; that is the "college experience". Specific categories of particular interest include: student housing-Residence Halls house 3,600 students including about 90% of freshman students and 25% of transfer students. Students can choose to be housed in dormitories with students of similar ethnic identity; intramural sports and intercollegiate athletics-intramural sports/sports clubs on campus involves 36 different activities with over 13,000 participants; Intercollegiate athletics consists of varsity teams in 11 men's and 12 women sports; Student Programs and Activities Center/ Cross Cultural Center-there are 21 student organizations on campus;; campus police-issues regarding how individuals of different ethnic identities are treated by police; advising, mentoring, and counseling-master advisors, support groups, etc; instruction-all aspects of teaching and instruction from classroom to individual projects; student government-ASUCD and GSA; media-Aggie newspaper, radio, video, etc.; student employment-work-study, job openings. The overriding concept is to create and maintain an environment of mutual respect and caring at UCD consistent with the concepts outlined in UCD's Principles of Community. The Campus Counsel on Community and Diversity, chaired by Provost Robert Grey (who is also UCD Affirmative Action Officer), was formed in 1997 to address issues concerned with community and campus climate.

COMMITTEE AGENDA FOR 1999-2000 The majority of members agreed to continue on the committee next year. Priorities for the following academic year include:
1. Greater institutionalization of diversity concepts. This Committee believes that it is necessary to integrate diversity concepts into the planning and review process at all levels. Specifically to follow up on the ideas initially conceived and developed by Mel Ramey, Nora Timm and Jim Carey on the Campus Counsel to develop language that could be inserted into the merit and promotion and the academic planning documents for Dean's Offices. Committee members will also request meetings with chairs and/or members of CAP and CPC's, with Vice-Provost for Academic Personnel, Barry Klein and Provost Robert Grey. 2. Campus Climate Issues. The faculty play a major role in setting the tone and creating the climate on campus. The Committee will examine ways in which faculty can be encouraged and/or induced to consider issues of diversity in their everyday professional duties from the classroom to dormitory lectures to mentoring and research. Developments in this context should be in coordination with and complimentary to those developed by the Campus Counsel chaired by Provost Grey. 3. Faculty hiring/retention of minorities and women. An unusually low number of women and minorities were hired into new faculty slots in the past year. The Committee will explore reasons why this occurred and strategies for changing this situation in the future. In addition, strategies for improving retention rates will also be examined including mentoring programs and greater input during the appraisal of new faculty.

James Carey, Chair
Fred Block
Joseph Cech
Louis Grivetti
Wendy Ho
Michele Praeger
Paul Primakoff
Lenora Timm, ex officio
Pauline Holmes
Sue Palmer
Joann Trolinger
Laura Akers, graduate student representative
Alex Ponce, undergraduate student representative

Invited Guests
Eleanor Fontes-Fulton (Provost Office)
Yvonne Marsh (Vice Chancellor of Student Affairs)
Carol Miller (Provost Office)
Faith Paul (Student Affairs; Educational Outreach)
Karen Roth (Provost Office)