Policy Statements and Policies

Nondiscrimination and Policy Statements

Introduction.  UCR's Office of Civil Rights is dedicated to ensuring that UCR's students, faculty and staff have a living, learning and working environment free from discrimination and harassment and with equal opportunity. We do this through:

  • the implementation of civil rights policies and laws;
  • training and consultation;
  • promotion and coordination of equal opportunity and affirmative action programs; and
  • complaint resolution including formal investigations.
Assistant Vice Chancellor Holly Hare oversees the Office of Civil Rights as the campus civil rights coordinator.  Please contact her at with inquiries regarding UCR's non-discrimination policies.  To file a complaint or report, please visit UCR's online reporting portal which accepts anonymous complaints.

Equal Opportunity in Employment Policy Statement

The University of California, Riverside is an equal employment opportunity employer and complies with all equal employment laws and regulations enforced by the U.S. Equal Employment Opportunity Commission and the California Civil Rights Department.  Equal employment laws apply to all aspects of employment, including hiring, termination, promotions and terms and conditions of employment.

The UC's Anti-Discrimination Policy prohibits discrimination and harassment against any person employed; seeking employment; or applying for or engaged in a paid or unpaid internship or training program leading to employment with the University of California on the basis of race, religion, color, citizenship, national or ethnic origin, ancestry, sex (including pregnancy, childbirth, lactation or related medical condition), gender, gender  identity, gender expression, gender transition, sexual orientation, physical or mental disability (including having a history of a disability or being regarded as being disabled), medical condition (cancer-related or genetic characteristics), predisposing genetic information (including family medical history), marital status, age (at least 40), or veteran or military status.  This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion and separation.

Harassment based on sex, including harassment based on gender, gender identity or expression, sex- or gender-stereotyping, or sexual orientation, is addressed under the UC Policy on Sexual Violence and Sexual Harassment.

Affirmative Action

The University of California, Riverside is a federal contractor and complies with all affirmative action regulations enforced by the Office of Federal Contract Compliance Programs. The purpose of the Office of Federal Contract Compliance Programs is to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government. As such, we take affirmative action to recruit and advance qualified minorities, women, persons with disabilities and covered veterans. For more information, please visit the Affirmative Action webpage FAQs.

UCR's Office of Civil Rights is responsible for ensuring compliance with affirmative action regulations. We do this through:

  • the creation of annual affirmative action plans;
  • the creation and monitoring of policies and guidelines;
  • promotion of equal opportunity programs and policies, including complaint resolution processes;
  • internal review of personnel actions (hiring, promotions, separations, compensation); and
  • training and consultation.

A copy of our staff and/or faculty affirmative action plan is available to view in our offices 9:00 a.m. – 5:00 p.m. | Monday – Friday. Please call (951) 827-7070 or email us at to schedule an appointment.

Student Non-Discrimination Policy Statement

The University of California, in accordance with applicable Federal and State law and University policy, does not discriminate on the basis of race, color, national origin, religion, sex, gender identity, pregnancy (including childbirth and related medical conditions), physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services.  The University also prohibits sexual harassment.

This nondiscrimination policy covers admission, access, and treatment in University programs and activities.

The Office of Civil Rights can be reached at (951) 827-7070 or email at

Non-Discrimination and Affirmative Action Policies




Anti-Discrimination Policy and implementing procedure 

This University Policy prohibits discrimination and harassment based on any Protected Category, as well as retaliation. Note this policy is not used to address sexual harassment, which is covered under the UC Policy on Sexual Harassment and Sexual Violence. 

UCR's Anti-Discrimination Complaint Resolution Procedure (Policy 650-75) implements the Anti-Discrimination Policy.  The procedure outlines the process through which students, employees, and others may report discrimination, harassment, retaliation.

The Anti-Discrimination Complaint Resolution Procedure was issued in 2024, and replaced the UCR Discrimination, Harassment, and Retaliation Complaint and Resolution Policy. That Policy applies to conduct reported to have occurred prior to February 20, 2024.



Sexual Violence and Sexual Harassment Policy and Procedures 

Visit the titleix@ucr website for information about this policy and the investigation and adjudication frameworks.  

Affirmative Action Recruitment Guidelines and Checklist

Campus academic recruitment guidelines to provide greater clarity and consistency in what hiring departments need to know in order to conduct a fair and equitable recruitment process through AP Recruit.



Reasonable Accommodations                             

The policy and procedures address the interactive process in which the University engages with employees with disabilities to identify and implement reasonable accommodations that will enable employees to perform the essential functions of their positions. If there is no reasonable accommodation that would enable the employee with a disability to perform the essential functions of the employee’s current position absent undue hardship, the interactive process is used to explore the possibility of reassignment to a vacant position for which the employee is qualified.



For Staff

Student Conduct Harassment Policy

The University of California Policies Applying to Campus Activities, Organizations and Students prohibits harassment, defined as conduct that is so severe and/or pervasive, and objectively offensive, and that so substantially impairs a person’s access to University programs or activities that the person is effectively denied equal access to the University’s resources and opportunities. Harassment includes, but is not limited to, conduct that is motivated on the basis of a person's race, color, national or ethnic origin, citizenship, sex, religion, age, sexual orientation, gender identify, pregnancy, marital status, ancestry, service in the uniformed services, physical or mental disability, medical condition, or perceived membership in any of these classifications. See Section 102.09. 



Faculty Code of Conduct

The UC APM -015 prohibits sexual violence and sexual harassment (see Title IX) as well as other forms of discrimination and harassment against students (Part II, Section A2-4), employees or applicants for employment (Part II Section C4-7), and colleagues (faculty, Part II Section D2-4).