New ways sought to support diverse workforce

By Judy Lin

While UCLA gets high grades for employing a staff that represents the many faces of diversity, the campus intends to do even better, said Assistant Vice Chancellor Lubbe Levin of Campus Human Resources. Levin recently formed an advisory group with representatives of more than a dozen campus organizations to help guide UCLA in cultivating a diverse workplace.

Last month, leaders of Staff Assembly; the Administrative Management Group; associations representing black, Latino and Asian-American employees; the Committee on Disability; the Lesbian, Gay & Transgender Faculty-Staff Network; and the Dashew Center for International Students and Scholars, among others, met with Levin in the first of a series of sessions to identify ways UCLA can support its diverse workforce.

Encouraging participants "to share their perspectives on the issues that need to be addressed to foster an inclusive campus climate and work environment," Levin said the meeting produced many valuable insights and suggestions, from plans for better preparing staff for career growth to creating campus programs to recognize diverse cultures.

"It's a good step, bringing people together," said Shelley Brown, financial manager for the UC Police Department and immediate past president of Staff Assembly. "It's important for all of us to communicate with sensitivity and get a better understanding of other points of view."

Recruiting and retaining a diverse workforce is especially important, Levin said, as UC's workforce ages and retirement approaches for many in leadership positions. "We want to develop the talent within our institution and find ways to help people grow and develop new skills," she said, "so we can draw from our existing talent pool to fill job opportunities at higher levels."

While UCLA's staff is the most diverse systemwide, she noted, "we still have work to do in terms of enhancing diversity at the highest staff and management levels."

Using a strategy of "succession through development," Levin said, UCLA seeks to give current staff members opportunities for upward mobility. To this end, plans are under way to augment CHR's Professional Development and Staff Enrichment programs by offering new courses focused on key managerial competencies. While current programs are very successful, only limited numbers of participants can be accommodated each year. Broad-based training and development can reach a larger audience.

Also high on the list of concerns is the cultivation of a more welcoming work environment for all. Events celebrating diverse cultures and traditions — such as holidays like Kwanzaa and Chinese New Year — are being considered.

"Just to have your holidays recognized — being considerate and respectful of other people's cultures — makes for a wonderful place to work," Brown said.

This initial meeting, Levin said, reflects the "really important theme of building community within the campus and with L.A. Many people who attended commented on how rarely they're able to come together around a common interest."

These efforts also echo Chancellor Gene Block's emphasis on diversity, said Levin. "To be aligned in our efforts with his priorities is critical." The advisory groups will also provide input to Levin in her role as UCLA's representative to the system-wide UC Staff Diversity Council, which was created earlier this year by UC President Robert Dynes.