Information on the Fee Waiver Program for dependents is available on the Center for Human Resources website.

Specific information on prenatal, adoption, and foster care planning is available on the Center for Human Resources website.

Lactation Accommodation

San Diego State University supports breastfeeding faculty, staff, and students who wish to pump breast milk for their children while at work or attending school. SDSU will provide a location and a reasonable amount of time to accommodate employees and students pursuant to state laws and Title IX. There are currently three lactation rooms available on campus:
  • Conrad Prebys Aztec Student Union (370A on the 3rd floor located inside of the Harvey Goodfriend Lounge) is open during the academic semesters from 8:00am-10:00pm (hours vary during breaks).
  • Love Library (Room 443) is open from 8:00am-9:00pm 
  • Women's Resource Center (5121 Campanile Dr.) is open 10:00-6:00pm Monday-Thursday and 10:00-4:00pm on Fridays

More information and registration is available on the Lactation Spaces section of the Women's Resource Center website.

Child Care

SDSU Children’s Center
YMCA Child Care

SDSU Classes, Summer Campus, and Attractions for Children

Aztec Science Camp
Aquaplex swimming lessons and family swim hours
Aztec sports camps
Aztec Lanes bowling alley
SDSU library children’s literature section

The Employee Assistance Program offers SDSU faculty confidential support for a variety of concerns including emotional, relationship, health, legal and workplace issues. Information, resources, and tools are available on the Center for Human Resources website or by calling 1-800-342-8111. 

Information regarding Faculty Housing Assistance Program can be found on the application form.

Two or more faculty members applying for assistance in purchasing one home must file a joint application. Please contact our office for the application and more information. 

SDSU recognizes that its success in recruiting and retaining faculty is connected to its capacity to help dual academic career couples meet their professional objectives.  This is especially true in the recruitment and retention of underrepresented faculty in critical fields:  for example, 83% of women in STEM have partners with academic careers (Schiebinger, Henderson, and Gilmartin, 2008; Hill, Holmes, and McQuillan, 2014). Clear information about processes for addressing dual career needs benefits candidates, search committees, chairs and directors, and others involved in the search process.

Open employment opportunities at SDSU are posted at the Center for Human Resources

SDSU also belongs to the Southern California Higher Education Recruitment Consortium (HERC), which maintains a register of academic-related employment opportunities in the region.  

How to Pursue a Dual Academic Career at SDSU

  1. Job candidates may communicate dual academic career needs to the Dean or Associate Dean during their campus visit.  The Dean or Associate Dean should provide the candidate with information about SDSU’s membership in the Southern California Higher Education Recruitment Consortium (HERC) and other job opportunities at SDSU.

  2. Deans and Associate Deans shall maintain confidentiality on dual career-related issues disclosed in this context to maintain compliance with policies on non-discrimination. Marital or family status or sexuality should not be disclosed to department search committees.

  3. If the department finalizes its hiring recommendation and selects the candidate with dual career considerations, Deans or their designees should request contact information and a c.v. for the dual career partner and initiate a conversation to ascertain their professional goals.  Deans may connect with department chairs in their own College or deans of other colleges to share the dual career partner c.v. and identify opportunities on campus.  Faculty Advancement can also assist in identifying potential opportunities.

  4. Options may include extending no offer at this time, extending an offer of part-time or full-time instructional, advising, or research work, extending an offer of a one-year visiting professorship, or pursuing a tenure-track appointment following standard tenure-track hiring process.  Funding options may include reallocation of failed searches, instructional budget, and, grant or foundation funding.

  5. Current faculty members should communicate dual academic career needs to their chair or dean as soon as they become relevant and especially in connection with issues of faculty retention.

Additional Guidelines

  • The University shall not discriminate against any job candidate or employee on the basis of marital or family status or sexuality, or on the basis of their decision, intention, or perceived intention to dual career support.
  • In all activities pursuant to this policy, all University employees must comply with the provisions of the SDSU Nepotism Policy and all other relevant procedural and ethical guidelines.  Any current faculty member with a partner under consideration should recuse themselves from all discussion or deliberation of a partner's potential employment at SDSU.  
  • In light of the sensitive nature of hiring deliberations in the context of dual academic career couples, faculty and administrators shall endeavor to uphold standards of professionalism, including confidentiality, and endeavor to maintain a neutral, respectful approach to discussions of dual career needs and review of candidate credentials. Discussions of dual career partner credentials in formal and informal settings may have long-term impacts on faculty work environments at the university.