January 5, 2023
November 21, 2022
Steve Johnston, the Policy, Complaint and Special Project Manager in the office of Disability Access and Compliance (DAC) will be holding bi-weekly drop-in sessions every other Thursday from 3-4 pm.
Ask Steve any questions you have about Disability Compliance at UC Berkeley, find resources, raise any issues you might have in an informal setting, or just chat about any disability related subject. These sessions are open to all students and faculty but are only accessible from a UC Berkeley Zoom account
November 4, 2022
*New Policy* Service Dogs and Emotional Support Animal
As UC Berkeley staff, faculty, and students return to campus, there is a new policy in place for service dogs and emotional support animals. This section addresses familiarity with the University’s established policy on service and support animals on campus.
October 28, 2022
Following a nationwide search, Shatika Ricketts was appointed as the Assistant Ombudsperson for the Berkeley Staff Ombuds Office. As the Assistant Ombudsperson, Shatika serves as a confidential point of contact for employees who need assistance in answering questions about ombuds services, conducting intake, providing conflict coaching, making referrals, and scheduling appointments.
July 18, 2022
Curious to learn about why belonging matters in an organization? What does it take to foster belonging? What are the strategic plays to enhance belonging? How can belonging be measured & what future research is needed? Explore the Equity Fluent Leadership playbook. Click on the image or the link below.
June 27, 2022
Curious about a service that helps employees engage in conflict that creates belonging?
Mediation is one of the services the Staff Ombuds Office offers that helps foster inclusion and advance collaboration with one another.
Watch this video to learn about:
● The Mediation Process
● The Role of the Ombuds Mediator
● Your Role in the Process
● What Mediation Is and What It Isn’t
Mediation might be right for you if:
Watch a video recording of the 2022 Staff Appreciation Event: Money Talks: How to Effectively Negotiate at Berkeley
"Learn the 6 salary setting situations and 6 principles that are considered when determining equitable salaries at Berkeley, and negotiation strategies that will benefit everyone, especially women of color.
March 24, 2022
The International Ombudsman Association (IOA) has decided that it’s time for a name change. After years of discussions, IOA members recently voted to become the International Ombuds Association, recognizing the need for a more inclusive name by dropping “man” from the end of the title. The UC Berkeley Staff Ombuds Office has used gender inclusive language since its creation in 1984.
October 27, 2021
UCOP Welcomes Ombudsperson Callale Concon
October 26, 2021
Since the release of the 2018-2020 Biennial Report, the Staff Ombuds Office has presented systemic recommendations to advance workplace equity and inclusion and gather input from nine campus groups, including:
July 2, 2021
June 18, 2021
June 16, 2021
New guidance from People & Culture regarding Flexible Work Arrangements.
March 22, 2021
This year on Equal Pay Day we recognize the massive amount of work that still needs to be done to ensure Equal Pay for all. Disparities in pay disproportionately impact women and people of color. Research shows that for every dollar paid to a white man, employed full-time year-round:
November 17, 2020
California COVID Notify available now.
Message from the University of California Office of the President on gender identity and name options for UC documents and information systems.
October 8, 2020
October 2, 2020
Discover how you can support anti-racism at work by checking out some of the following resources and voices from Berkeley. Learn more about how unconscious bias shows up at work, steps to take to build an anti-racist workplace and become a supportive ally. In addition, check out the recently released 2018-2020 Staff Ombuds Office Biennial Report that highlights systemic issues that reinforce structural racism and disproportionately impact marginalized groups.
August 31, 2020
"New research by two UC Berkeley experts tracked disagreeable people — those with selfish, combative, manipulative personalities — from college or graduate school to where they landed in their careers and found that being a “jerk” didn’t get them ahead" (via news.berkeley.edu)