Assistant Professor of Psychology - Racial Inequality at University of California Davis

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://apptrkr.com/2433045.

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, mailto:eastwick@ucdavis.edu; Stephan Garcia, mailto:smga@ucdavis.edu; Alison Ledgerwood, mailto:aledgerwood@ucdavis.edu; Yuko Munakata, mailto:ymunakata@ucdavis.edu; Andrew Todd, mailto:atodd@ucdavis.edu, or Aline da Silva Frost, mailto:asfrost@ucdavis.edu. 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.

To apply, visit https://apptrkr.com/2433045