Open date: August 13th, 2021
Last review date: Thursday, Sep 30, 2021 at 11:59pm (Pacific Time)
Applications received after this date will be reviewed by the search committee if the position has not yet been filled.
Final date: Thursday, Jun 30, 2022 at 11:59pm (Pacific Time)
Applications will continue to be accepted until this date, but those received after the review date will only be considered if the position has not yet been filled.
As part of UC Davis’ commitment to hire leading research faculty who have a strong commitment to teaching, research and service, who will promote the success of historically underrepresented and marginalized student communities, and who can address the needs of our increasingly diverse state and student population, the Department of Psychology invites applications for an Assistant Professor (tenure-track) position in racial inequality. We seek applications from individuals whose scholarship advances an understanding of the psychological processes that create, connect to, and stem from systemic racial inequalities in society. This scholarship might include research on how racial hierarchies intersect with other social hierarchies to shape psychological experience, how advantaged and disadvantaged group members process information about inequality, how psychological processes that uphold racial inequities develop across the lifespan, interventions to reduce racial and ethnic inequities, etc.
As one of the country’s leading R1 institutions, UC Davis seeks candidates with exceptional potential for research and teaching and a commitment to diversity and inclusion. In addition, the successful candidate will demonstrate an understanding of the barriers preventing full participation of members from historically underrepresented and marginalized student communities in higher education, such as (but not limited to) racial and ethnic minorities, individuals self-identifying as LGBTQIA+, veterans, individuals with disabilities, economically disadvantaged groups, first-generation, undocumented students, or students who experience any intersections of these. Successful candidates will help advance UC Davis’ strategic goal of improving access and building an inclusive community for all marginalized populations. The successful candidate will also have an accomplished track record (calibrated to career stage) of teaching, research, and/or service activities addressing the needs of historically excluded minorities, and a clearly articulated vision of how their work at UC Davis will continue to contribute to the University’s mission of serving the needs of our diverse state and student population. Candidates are requested to submit a statement describing (a) their track record of engagement and activity related to diversity, equity, and inclusion as well as (b) their plans for future engagement (see https://academicaffairs.ucdavis.edu/guidelines-writing-diversity-statement for guidance as well as information about the university’s own commitment to diversity, equity, and inclusion). This statement will be carefully read as a standalone document and should, therefore, include all relevant information related to diversity, equity, and inclusion, even if aspects are also discussed in other submitted materials. Applicants must have (or anticipate having) a PhD or equivalent international degree in psychology or a related field by the time of appointment, an active research program, a strong commitment to quality teaching and mentoring, a demonstrated commitment to diversity and inclusion, and the potential to attract extramural funding.
Applicants should submit a curriculum vitae, a research statement describing their current research and future research goals, a teaching statement describing their experience as well as beliefs and practices related to effective teaching, and a statement outlining their past and planned future efforts to contribute to the diversity, equity, and inclusiveness of their academic community. The first round of review will focus on carefully reading the research and diversity statements, which our department will anonymize (to the extent possible) to reduce potential for bias based on identity. In addition, applicants are invited to submit up to 3 representative reprints and/or preprints, and contact information for 3 individuals who may be contacted to provide a letter of reference. All application materials should be submitted electronically at: https://recruit.ucdavis.edu/JPF04384.
The start date for this position is July 1, 2022. The position will remain open until filled. Applications submitted by September 30th, 2021 will receive full initial consideration. Feel free to contact any member of the search committee with any questions about the search or position: Paul Eastwick, firstname.lastname@example.org; Stephan Garcia, email@example.com; Alison Ledgerwood,
firstname.lastname@example.org; Yuko Munakata, email@example.com; Andrew Todd, firstname.lastname@example.org, or Aline da Silva Frost, email@example.com. The department and UC Davis are committed to addressing the family needs of faculty, including dual-career couples and single parents. We are also interested in candidates who have had non-traditional career paths, who have taken time off for family reasons, or who have achieved excellence in careers outside academia. For information about benefits, potential relocation to Davis, career needs of accompanying partners and spouses, and other resources for new faculty, please visit: https://academicaffairs.ucdavis.edu/new-faculty.
The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, discrimination, exploitation, or intimidation. With this commitment, UC Davis conducts a reference check on all first choice candidates for Academic Senate Assistant Professor or Lecturer with Potential for Security of Employment, Steps 4, 5, or 6, or Acting Professor of Law positions. The reference check involves contacting the administration of the applicant’s previous institution(s) to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UC Davis requires all applicants for any open search for assistant professor to complete, sign, and upload the form entitled “Authorization to Release Information” into RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists considered for Academic Senate Assistant Professor or Lecturer with Potential for Security of Employment, Steps 4, 5, or 6, or Acting Professor of Law positions will be subject to reference checks.
The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. For the complete University of California nondiscrimination and affirmative action policy see: http://policy.ucop.edu/doc/4000376/NondiscrimAffirmAct.
Ph.D. or equivalent in a field of psychology or a related field - anticipated by job start date
- Evidence of leadership and organizational skills relevant to the development of a successful research, teaching and outreach program in the discipline of psychology.
- Evidence of scholarship during graduate and post-graduate (if applicable) activities
- Interest, understanding, and commitment to contributing to diversity. Demonstrated ability to contribute to diversity and inclusion of groups that have been historically excluded from the academy through teaching, research, and/or service.
- Demonstrated ability or potential to develop and instruct undergraduate and graduate courses and to present information to scientific audiences
- Willingness and interest to teach and advise undergraduates
- Demonstrated ability or potential and interest to mentor Ph.D. students
- Evidence of communication and perspective-taking skills and collegiality consistent with effective departmental, campus and professional citizenship
Curriculum Vitae - Your most recently updated C.V.
Authorization to Release Information Form - A reference check will be completed only if you are selected as the first choice candidate. Download, complete, sign, and upload the form: https://aadocs.ucdavis.edu/your-resources/forms-and-checklists/forms/ARF.pdf
Statement of Research - The research statement should describe your research to date and future research goals.
Statement of Teaching - The teaching statement should describe your experience as well as beliefs and practices related to effective teaching.
Statement of Contributions to Diversity, Equity, and Inclusion - Contributions to diversity, equity, and inclusion documented in the application file will be used to evaluate applicants. Visit https://academicaffairs.ucdavis.edu/faculty-equity-and-inclusion for guidelines about writing a statement and why one is requested. Statements will be evaluated based on (1) past contributions to improving diversity and inclusion in education and/or research and (2) vision and plans for how the candidate’s work will continue to contribute to UC Davis’ mission to serve the needs of our diverse state and student population and create an inclusive campus.
Representative reprint or preprint 1 (Optional)
Representative reprint or preprint 2 (Optional)
Representative reprint or preprint 3 (Optional)
- 3-5 required (contact information only)
Help contact: firstname.lastname@example.org
UC Davis is a smoke and tobacco-free campus (http://breathefree.ucdavis.edu/).
We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals’ with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community. For the complete University of California nondiscrimination and affirmative action policy see: http://policy.ucop.edu/doc/4000376/NondiscrimAffirmAct
Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UC Davis positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. More information is available at: http://www.uscis.gov/e-verify
The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision, our strategic plan: “To Boldly Go,” our Principles of Community, the Office of Academic Affairs’ Mission Statement, and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution. The Office of Diversity, Equity, and Inclusion offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) has outlined similar goals in their Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety.
The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come.
As a condition of employment, you will be required to comply with the University of California SARS-CoV-2 (COVID-19) Vaccination Program Policy. All Covered Individuals under the policy must provide proof of Full Vaccination or, if applicable, submit a request for Exception (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline. New University of California employees must (a) provide proof of receiving at least one dose of a COVID-19 Vaccine no later than 14 calendar days after their first date of employment and provide proof of Full Vaccination no later than eight weeks after their first date of employment; or (b) if applicable, submit a request for Exception or Deferral no later than 14 calendar days after their first date of employment. (Capitalized terms in this paragraph are defined in the policy.) Federal, state, or local public health directives may impose additional requirements.