EEO in the 21 Century

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20 Νοε 2013 (πριν από 3 χρόνια και 8 μήνες)

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1


EEO in the 21
st

Century

By

Rogers Davis, J.D.

Assistant Vice Chancellor,

Human Resources

University of California, San Diego

2010 EQUITY & DIVERSITY INSTITUTE

Academic Senate for

California Community Colleges




Anaheim



February 19
-
20, 2010

2

Agenda


EEO Regulations for hiring in
California community colleges


a
brief history


Efforts to modernize regulations


Outline of process


Next steps

3

How did we get here?


Current process is broken


People have worked around it


Diversity in California community
colleges has remained largely
unchanged

4

Key Goals


New strategies that fit today’s law and
society


Better tools


Legal


Practical


Focused on action & practice


Ties together diversity concepts and
maximizes access

5

Key Goals


Continue to support diversity and
inclusion of traditionally
underrepresented groups


Accountability measures

6


Federal & state anti
-
discrimination laws
(pre Prop 209)


Law regulating hiring in community
colleges


Proposition 209


Statutory response to Prop 209


History of California regulations

7


The law has changed


The vocabulary has changed


The concepts have changed


But…


Expected results have not changed


Legal Backdrop

8


Multiple efforts to update availability data
have failed


Concerns about legal challenges
including reverse discrimination

Limitations of current methods &
regulations

9


Two premises:


Diverse workforce serves students
better


EEO hiring achieves diversity


Challenge for community colleges


EEO hiring that achieves diversity


CCD Hiring Post
-
209

10


Lawful strategies fall into 3 categories:


Work culture


Supports recruitment


Fosters retention


Job definition


Recruiting strategies


CCD Hiring Post
-
209

11


Inclusion isn’t tolerance


Inclusion is:


Appreciation


Curiosity


Empathy


Enrichment

Foster Inclusive Work Cultures

12


Requires:


Leadership


Institutional commitment


at all levels


On
-
going training & education

Foster Inclusive Work Cultures

13


Mentoring programs


Opportunities for growth


Leadership opportunities


Environments within schools


Cultural events


Access

Inclusive Work Cultures & Retention

14


Should we redefine the job?


Out
-
Dated?


Access barriers to traditionally excluded
groups?


Failure to value world perspectives?






Rethink Job Functions/Descriptions

15



What
job
-
related

criteria value/attract diverse
candidates?



What
job
-
related

criteria assess “sensitivity to
diversity…”


* Note: This process requires active




participation of college academics.





Make EEO considerations job
specific*

16

Process


Unprecedented cooperative approach


Revisions to Title 5 being drafted


Statewide EEO Advisory Committee


Regional meetings of HR/EEO staff


Consultation Council


Board of Governors


17

Overview of Proposed Changes
& Key Concepts


Meaningful Action


Longitudinal data, not just snapshots


Accountability for actions, not just numbers


Increased efforts for “jeopardized monitored
groups”


“Controlled” succession planning












18

Institutional Action


Tailored to each institution


Examples


Climate surveys


Exit interviews


Training programs


Mentoring and career development


Data collection


Demonstrable use of information

19

Constraints


Avoidance of mandated costs

20


Provide input to your district’s HR/EEO
staff


Provide input to Beth Smith or other
Academic Senate leaders

Next Steps

21

Questions?