Healthy Climate Resources for everyone
- Anti-racism learning and reflection tool
- Article on leadership and toxic culture
- Article on building healthy culture with behaviors, systems, and practices
- Article on inclusive meetings
- Climate survey guidance and question bank
- Communication Resources from the Ombuds Office
- Communication Protocols Presentation
- Communication Protocols Explanation
- Communication Protocols Template
- Communication Protocols Example
- Contact the Ombuds Office for additional resources and consultation
Resources for faculty and students
- Overview of UCR Faculty Code of Conduct and Complaint Resolution Process
- UCR policy on academic bullying and abusive conduct
- Guidance on Bias in Student Evaluations of Teaching
- 2018 Report by the National Academies of Sciences, Engineering and Medicine - Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine
- Article on “The Jerks of Academe”
- Article on academic bullying
- Graduate Student Rights and Responsibilities
- DEI Syllabus Statement Resources & Samples Carnegie Mellon University Eberly Center
- D&I Syllabus Statement Resource List Clemson University
- DEI Syllabus Statement Reflection Questions & Resources Cal Poly Center for Teaching, Learning & Technology
- Inclusive Syllabus Design UCLA Center for Education Innovation & Learning in the Sciences
- Syllabus Diversity Statements Yale Poorvu Center for Teaching Learning
Resources for supervisors and staff
- Retaliation FAQs for subjects, supervisors, and protected parties
- Building Healthy teams (UCR presentation by Matt Sakaguchi)
- Article on what great managers do daily
What can I do?
A guide to building healthy campus culture
If you experience or observe toxic behavior:
If you feel safe to do so, use the techniques of crucial conversations, communication norms, or non-confrontational call-outs/call-ins to address the issue directly with the person.
If that is unsuccessful or the power dynamic is too great, go to your supervisor.
If that is not possible, go to the supervisor of the offending party to report the incident and request guidance or intervention.
The supervisor or person receiving the complaint should acknowledge the concern (through active listening in person or a prompt response electronically), let you know what will happen next, and offer resources. Here is a guide for supervisors.
Here is a flowchart that shows the general complaint process at UCR.
To further address the behavior, or in case of recurring unaddressed toxic behavior, consider the resources described at help.ucr.edu.
Pursue improved proactive communication within your department by attending and/or requesting further training opportunities through Employee and Organizational Development or Diversity, Equity & Inclusion.