Yes, UCLA may continue to recruit outstanding students from all backgrounds who bring a variety of experiences and viewpoints for the benefit of everyone in the UCLA community. However, race or sex may not be a factor in making admissions decisions.

No. UCLA may not consider race as a factor in admissions, including through quotas or caps, or by using race as a plus factor.  

No. UCLA may not consider sex as a factor in admissions, including through quotas or caps, or by using sex as a plus factor. 

UCLA may conduct outreach encouraging women to apply to undergraduate and graduate programs. as long as outreach events and materials are open and welcoming to all individuals, regardless of sex.

Yes. To the extent they are useful in evaluating student success in light of available opportunities or potential to contribute to campus life, UCLA applies 13 overall criteria and may consider, among other factors, an applicant’s academic achievement; improvement in academic performance over time; personal experiences; special talents, achievements, and award in a particular field; special skills or interests; socioeconomic and educational context, including the educational opportunities available at their high school; leadership attributes; community and service commitments and work; outstanding performance in a specific subject area. UCLA may not consider race, ethnicity, sex, or religion as part of the comprehensive review process. The current (as of August 2026) application process is summarized on the University of California website.

Yes. To the extent they are useful in evaluating student success in light of available opportunities or potential to contribute to campus life, UCLA may consider, among other factors, an applicant’s academic accomplishments in given their life experiences; socioeconomic disadvantage; adversity in overcoming difficult life, personal, and family circumstances; volunteer work; multilingual competencies; and competencies in building bridges across different groups. 

The prohibition on race- and sex-conscious admissions applies to UC-run programs that feed applicants to UCLA. Pipeline programming must be open and welcoming to all and cannot have eligibility criteria tied to a race or sex. As long as a program is clearly open and welcoming to individuals regardless of their race or sex, UCLA may use informational outreach strategies to reach particular groups, if the information is generally available to all groups. 

Yes, provided that the data is not used as a basis for making individual admissions decisions. UCLA is required, including by federal regulations, to collect and report certain demographic data. Data collection supports UCLA’s ability to monitor the success of programs and activities that help UCLA attract and retain qualified talent from all backgrounds and experiences, but racial demographic data should not be provided to decisionmakers. Collecting data helps UCLA to understand what programs and activities are most effective and assists in compliance reporting, institutional research, and more. 

Yes, an applicant may discuss how race, ethnicity, or sex affected their life and upbringing. Students remain free under the Supreme Court’s decision in Students for Fair Admissions v. Harvard to express in their application how race may have affected their lives whether through “discrimination, inspiration, or otherwise.” However, UCLA may not use an applicant’s race as a plus factor in admissions decisions. 

Yes, UCLA may continue to provide the option for applicants to submit a contribution to diversity statement as long as such statements are not required of any applicant. Further, UCLA may not use an applicant’s race or sex as a plus factor in graduate admissions decisions. 

Yes. Student groups and programming organized around issues of interest to a particular identity group—‌such as the history, culture, or advocacy of that group—‌are permissible. However, membership and participation must be open and welcoming to all students and may not have eligibility criteria or otherwise restrict participation tied to protected classes. 

Yes. Student groups may host events or programs focused on a particular identity group, as long as event attendance is open and welcoming to all students and does not have eligibility or participation criteria tied to protected classes. 

No. Although student groups may encourage diverse leadership through inclusive recruitment and outreach, requiring identity-based quotas is impermissible. 

Yes, as long as allocation decisions are not made on the basis of demographics of group membership/leadership or based on viewpoint. UCLA may not favor or disfavor organizations or programs based on the message an organization or program seeks to express.

Yes. UCLA may retain resource centers whose mission is to promote opportunities to interact with certain communities provided that the centers’ services, programming, and physical spaces are equally accessible to and welcoming to all students.

Yes, as long as such student organizations remain open and welcoming to all students.

UCLA may provide resources for such programs as long as the programs are open and welcoming to all. For example, UCLA may offer workshops and events that highlight the accomplishments of specific communities. Event organizers must ensure that all are welcome and included and that participation in these events is voluntary. 

Yes, as long as the training courses are available and presented in the same manner to anyone regardless of race, sex, or other protected characteristics.

UCLA may offer specialized mentorship or advising programs as long as they are open and welcoming to anyone regardless of race, sex, or other protected characteristics.

No. UC may not use race- or sex-based preferences in any decision regarding hiring, promotion, and compensation or in selecting participants for employee programs. This includes practices that provide additional resources to or additional consideration of candidates based on race or sex.

No. Diverse slate requirements tied to any protected group status may not be used even if a final hiring decision is made on neutral grounds. UCLA may conduct broad recruitment strategies to try to increase the likelihood that the applicant pool includes well-qualified candidates, and represents the overall labor market.

No. Tiebreaker policies that consider race or sex as the final decisional factor may not be used.

UCLA may conduct broad recruitment strategies to increase the likelihood that the applicant pool includes well-qualified candidates and represents the relevant labor market.

Yes, as long as the focus of such participation is promoting fair and open processes and removing potential bias. The advisors or participants may not require or encourage the consideration of race, ethnicity, or sex in hiring-related decisions.

Yes, as long as the trainings are available and presented in the same manner to anyone regardless of race, sex, or other protected characteristics.

No. Group membership and event participation must be open and welcoming to all. 

Yes, faculty/staff groups and programming organized around issues of interest to a particular identity group – such as the history, culture, or advocacy of that group – are permissible. However, membership and participation must be open and welcoming to all employees, regardless of their protected characteristics.

Yes, so long as membership and event participation are open and welcoming to all, and all literature, marketing, webpages, and other materials reflect that membership and event participation are open and welcoming to all.

Yes, provided that the group hosting the program identifies itself as the sponsor of the event in any advertisements or marketing materials related to the event, and as long as attendance does not have eligibility criteria tied to protected classes.

Yes, so long as the committee or officer does not engage in, require, or suggest actions that are otherwise prohibited.

Yes, provided that the data is not available to decisionmakers at the time of hiring and is not used to make individual employment decisions on the basis of a protected characteristic. UCLA is required by law to collect and report certain demographic data. Data collection supports UCLA’s ability to monitor the success of programs and activities that help UCLA attract and retain qualified talent from all backgrounds and experiences. Collecting data helps UCLA to understand what programs and activities are most effective and assists in compliance reporting, institutional research, and more. Additionally, avoiding employment liability by ensuring processes are open can be aided by data analysis.

Per UC policy, standalone contributions to diversity statements may not be required of candidates nor may departments provide an option that candidates may, but are not required to, submit such a statement. Still, applicants remain free to broadly discuss their teaching, research, and service experiences and aspirations. Although an applicant may discuss how race or ethnicity affected their life and upbringing or their commitment to fostering a diverse or inclusive educational environment, UCLA may not use an applicant’s race as a plus factor in hiring decisions.

No. UCLA may not accept or administer endowed chairs or other faculty positions that include eligibility criteria tied to race, sex, or other protected characteristics. UCLA may accept or administer an endowed chair or faculty position tied to academic purposes or non-identity related criteria, as long as the selection criteria make clear that the position is open to all regardless of protected characteristics.

No. UCLA may not give preferences or advantages based on criteria like race or sex when making financial aid or scholarship decisions. Students cannot, for example, receive either reduced or augmented aid on the basis of race or sex.

Yes. UCLA may consider factors such as socioeconomic or first-generation status in awarding financial aid, scholarships, or fellowships, as long as these criteria are not chosen to preference or disadvantage a recipient based on their race or sex.

UCLA may consider factors such as geography or the place of school, work or residence of an applicant in selecting recipients for financial aid, scholarships, or fellowships, so long as those criteria are not chosen to yield, preference or disadvantage a recipient based on their race, including national origin, or sex. For purposes of financial aid, national origin is defined as actual or perceived ancestry, ethnicity, birthplace, culture, or being from a particular country, world region, or place of origin.

Yes, as long as the scholarship or fellowship is explicitly open to all students whether or not they are members of the particular community they hope to serve.

Yes, UCLA may distribute aid on the basis of financial circumstance without consideration of a student’s race or sex.

Yes, UCLA may award merit-based financial aid on the basis of academic achievement, talent, or demonstrated excellence without consideration of a student’s race or sex.

Yes. Data collection supports UCLA’s ability to monitor the success of scholarships that help UCLA attract and retain qualified talent from all backgrounds and experiences. Collecting data helps UCLA to understand what scholarship programs are most effective and assists in reporting obligations, institutional research, and more. It is a best practice to ensure that decisionmakers do not have access to demographic data.

No. UCLA should not appear to advertise, endorse, or recommend programs that restrict participation by race or sex.

UCLA may not accept gifts with conditions that require it to operate UCLA programs or activities in a manner restricted by participants’ race or sex.

No, UCLA may not advertise or promote external scholarships, fellowships or other programming with race- or sex-restrictive criteria.

No. UCLA may not discriminate against or grant preferential treatment to any individual or group on the basis of race, sex, color, ethnicity, or national origin in awarding contracts. This prohibition extends to set-asides for women- or minority-owned businesses.

Yes, UCLA may seek to ensure that the University engages a broad cross-section of vendors, including small businesses, so long as supplier diversity programs are not based on the race, sex, color, ethnicity, or national origin of businesses’ owners, managers, or employees.

Yes, as long as the preferences are not based on the race, sex, color, ethnicity, or national origin of the business owners. UCLA may conduct broad outreach to identify vendors from all communities. UCLA may not limit participation in potential vendor selection to minority-owned businesses or vendors based on owner demographics.

UCLA may host events or provide trainings for potential vendors as long as the eligibility criteria to attend such programming do not take into account the race, sex, color, ethnicity, or national origin of businesses’ owners, managers, or employees.

Yes. Academic programs focused on critical race theory or ethnic studies are academic disciplines protected by the First Amendment and core academic freedom principles. UC maintains authority to determine its own curriculum as long as its classes and programs are available to all students and do not offer exclusive benefits based on race, sex, or other protected characteristics. UCLA may, for example, support ethnic studies departments or speaker series highlighting the contributions of students of color. The benefits of the program must be available on a non-selective basis such that any interested individual, regardless of race, has access to the same benefits.

Likewise, UCLA may support the Institute of American Cultures (IAC) and its four ethnic studies research centers that comprise it (The UCLA American Indian Studies Center, the  Asian American Studies Center, the Ralph J. Bunche Center for African American Studies, the UCLA Chicano Studies Research Center), as long as they are available to all such that any interested individual, regardless of race, has access to the same benefits.

Yes. Researchers retain the ability to research questions or topics of their choice given First Amendment protections of freedom of expression and academic freedom.

Yes. Professors retain the ability to explore questions or topics of their choice.

No. UCLA resources, monetary or business time, may not be used in order to attend an event restricted by race or sex.

Yes, as long as the HBCU or MSI is explicitly open to all students whether or not they are members of the particular community with which the institution may have been historically aligned and so long as the partnership does not restrict access based on race or sex.

Yes. UCLA has broad academic freedom rooted in the First Amendment to set its own graduation requirements. This includes the ability to require that students take courses that, for example, may examine the histories, experiences, cultures, and social conditions of race and social identity. The required courses—like all courses—must be open to all students and the requirement must apply equally to all students regardless of race or other protected class.