Cornell University Division of Human Resources Department of Inclusion and Workforce Diversity Staff Diversity and Inclusion Strategic Plan FY18 FY22

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1 Crnell University Divisin f Human Resurces Department f Inclusin and Wrkfrce Diversity Staff Diversity and Inclusin Strategic Plan FY18 FY22 DEPARTMENT OF INCLUSION AND WORKFORCE DIVERSITY (DIWD) MISSION The Department f Inclusin and Wrkfrce Diversity uses institutinal, divisinal and cmpliance data t design and deliver innvative strategies and prgrams that attract, retain, engage and supprt diverse, high-caliber staff. We cllabrate acrss units and divisins t achieve inclusive excellence in Crnell s wrkplace systems, practices, and culture. We als seek t fster a genuine sense f belnging fr emplyees acrss demgraphics. DIWD VISION EMBRACE DIFFERENCE; PROMOTE INCLUSION; ACHIEVE EXCELLENCE. The DIWD missin and visin synthesize and peratinalize the relevant aspects f the University and Divisin missins, visins, values and pririties. Relevant aspects f the University and Divisin values that infrm DIWD s wrk and this strategic plan are indicated with an asterisk belw. CORNELL UNIVERSITY MISSION LEARNING. DISCOVERY. ENGAGEMENT. Crnell is a private, Ivy League university and the land-grant university fr New Yrk state. Crnell s missin is t discver, preserve and disseminate knwledge, *t educate the next generatin f glbal citizens,* and t prmte a culture f brad inquiry thrughut and beynd the Crnell cmmunity. Crnell als aims, thrugh public service, *t enhance the lives and livelihds f students, the peple f New Yrk and thers arund the wrld.* CORNELL UNIVERSITY VISION Crnell aspires t be the exemplary cmprehensive research university fr the 21st century. Faculty, staff and students thrive at Crnell because f its unparalleled cmbinatin f quality and breadth; *its pen, cllabrative and innvative culture; its funding cmmitment t diversity and inclusin;* its vibrant rural and urban campuses; and its land-grant legacy f public engagement.

2 DIVISION OF HUMAN RESOURCES MISSION Cllectively supprt an envirnment f inclusive excellence in schlarship learning, discvery and engagement where students, staff, faculty and retirees f Crnell learn, wrk and live as a cmmunity. VISION The best staff and faculty in the wrld chse Crnell. CORE VALUES *We are ne Crnell. Excellence in all we d. *Serve thrugh respect and with dignity at all times. *Recgnize talent, innvatin, and risk-taking t advance the university's missin. PRIORITIES *Offer cmpetitive prgrams, services, pay, and benefits t attract and retain diverse, high-caliber faculty and staff. Supprt university leadership in creating a climate f innvatin and educatinal excellence. *Cultivate an inclusive and welcming envirnment n all Crnell campuses and in their lcal cmmunities. *Fster a frward-thinking, slutin-riented wrk envirnment. *Advance prcesses that balance required cmpliance with the primary gal f excellence in schlarship learning, discvery and engagement. OVERVIEW Diversity is a brad term that is difficult t define cmprehensively. It includes varius aspects f an individual s identity, experiences, characteristics and qualities sme f which may r may nt be prtected by law. We value all aspects f diversity and recgnize the benefits and richness that cmes frm having a diverse staff ppulatin. Specifically, a diverse staff ppulatin results in: Increased staff prductivity and engagement Mre innvatin, adaptability and respnsiveness in hw staff perfrm their wrk Better ability t supprt students and faculty in their research and academic pursuits This five-year plan aims t be a fcused and strategic step tward increasing bth diversity and inclusin amng Crnell staff. It is nt exhaustive f the wrk that DIWD, HR r thers perfrm r will perfrm nr is it all encmpassing f the many substantive aspects f diversity represented in ur staff (e.g. race, ethnicity, clr, religin, natinal rigin, gender and gender identity, sexual rientatin, veteran status, disability, sci-ecnmic status, etc.). Accrdingly, the specific gals in this plan may be targeted at nly certain aspects f diversity while ther gals span acrss varius aspects f diversity. Mrever, the specific gals are purpsefully aligned with the principles f cmpsitin, inclusin, engagement and achievement, which the University Diversity Cuncil adpted as the framewrk fr cllege and unit diversity and inclusin initiatives. The successful implementatin f this plan requires crss-divisinal and crss-departmental cllabratin and cperatin, imbedding diversity thrughut regular peratins, and leveraging existing practices.

3 FIVE-YEAR GOALS COMPOSITION Meet at least 25% f the placement gals fr minrities in the administrative affirmative actin plan (reducing the number f placement gals frm 20 t 15 r fewer); Meet at least 25% f placement gals fr wmen in the administrative affirmative actin plan (reducing the number f placement gals frm 17 t 13 r fewer) Increase verall respnse rate t disability self-identificatin survey by at least percentage pints (frm 8.32% t 20%) INCLUSION Increase percentage f staff wh agree r strngly agree that they feel like they belng at Crnell by at least 5 percentage pints frm 67.7% t at least 72.7% (verall and fr diverse ppulatins/substantive aspects f diversity) Increase percentage f staff wh agree r strngly agree they are treated fairly at Crnell withut regard t race, ethnic backgrund, gender, religin, disability r sexual rientatin by at least 3.4 percentage pints frm 81.6% t at least 85%(verall and fr diverse ppulatins/substantive aspects f diversity) MEANS/METHODS T implement this plan and achieve its stated gals, we will use fur primary means: Training; Plicies and Practices; Prgrams and Initiatives; and Outreach and Cmmunicatins In additin t each f the afrementined means supprting the specific gals, it may be necessary that we develp an verall strategy and/r actin plan fr each mde/methd. Fr instance, this plan incrprates a training plan. Secndary and tertiary mdes/methds will be used as needed. Actin Plan fr Gal #1: Meet at least 25%f placement gals fr minrities in the administrative affirmative actin plan (reducing the number f placement gals frm 20 t 15 r fewer) Identify Five Target Jb Grups Key factrs fr determining the five target jb grups include, but are nt limited t impact f the jb grup s functin n student missin, the number f prjected penings and/r turn ver in the jb grup, ptential fr decisin-making authrity in the psitins in the jb grup, whether the jb grup is a feeder t ther jb grups, and the estimated availability f qualified minrities in the gegraphic recruiting areas fr the jb grup. Prpsed jb grups include 1B1 Academic Officers, 1E1 Cmmunicatins and Gvernment Affairs, 1H1 HR Admin, 2L1 Sr. Admin, Cnsensus with leadership and key stakehlders n the target jb grups is essential. Practively recruit and utreach t lcal/reginal cmmunity t build diverse pls fr the five priritized jb grups Develp structured interview prcess t reduce uncnscius bias during applicant screening, interviews and selectin prcesses. All clleges and units wuld be strngly encuraged t fllw the guide and structured prcess fr.

4 Crdinate recruiting and use f affirmative actin waivers acrss units/clleges and departments- i.e. develp a system s that, when diverse candidates are finalists fr a psitin in ne cllege r unit, but are nt selected/hired, the diverse finalists are funneled/fast-tracked int the recruitment pipeline fr psitins in ther clleges/units with the same title, pay band, and minimum requirements Prvide thughtful and welcming rientatin and nbarding that highlights and supprts diversity and inclusin fr all new hires in the target jb grups. All clleges and units wuld be strngly encuraged t fllw the acclimatin guide fr all new hires. Actin Plan fr Gal #2: Meet at least 25% f the placement gals fr wmen in the administrative affirmative actin plan (reducing the number f placement gals frm 17 t 13 r fewer) Identify Fur Target Jb Grups Key factrs fr determining the fur target jb grups include, but are nt limited t impact f the jb grup s functin n student missin, the number f prjected penings and/r turn ver in the jb grup, ptential fr decisin-making authrity in the psitins in the jb grup, whether the jb grup is a feeder t ther jb grups, and the estimated availability f qualified wmen in the gegraphic recruiting areas fr the jb grup. Prpsed target jb grups include 1B1 Academic Officers, 1E1 Cmmunicatins and Gvernment Affairs, 1J1 Student Services Administratrs, 2G1 Cmmunicatins Prfessinals, 2I1 Editrs/Writers, 2L1 Senir Administratr Prfessinals. Cnsensus with leadership and key stakehlders n the fur target jb grups is essential. Practively recruit and utreach t lcal and reginal cmmunity t build diverse pls fr the fur priritized jb grups Develp structured interview prcess t reduce uncnscius bias during applicant screening, interviews and selectin prcesses. All clleges and units wuld be strngly encuraged t fllw the guide and structured prcess fr all penings in the fur target jb grups. Crdinate recruiting and use f affirmative actin waivers acrss units/clleges and departments- i.e. develp a system s that, when diverse candidates are finalists fr a psitin in ne cllege r unit, but are nt selected/hired, the diverse finalists are funneled/fast-tracked int the recruitment pipeline fr psitins in ther clleges/units with the same title, pay band, and minimum requirements Prvide thughtful and welcming rientatin and nbarding that highlights and supprts diversity and inclusin fr all new hires in the target jb grups. All clleges and units wuld be strngly encuraged t fllw the acclimatin guide fr all new hires in the fur target jb grups. Actin Plan fr Gal #3: Increase verall respnse rate t disability self-identificatin survey by at least percentage pints (frm 8.32% t 20%) Rll ut an nging disability awareness and educatinal campaign (university wide) Develp and disseminate targeted cmmunicatins abut and leading up t fficial disability self-identificatin surveys.

5 Analyze and develp implementatin plan frm Natinal Organizatin n Disability s Disability Tracker screcard reprt and participate in Disability Tracker annually t measure prgress Actin Plan fr Gal #4: Increase percentage f staff wh agree r strngly agree that they feel like they belng at Crnell by at least 5 percentage pints frm 67.7% t at least 72.7% (verall and fr diverse ppulatins/substantive aspects f diversity) Cnduct fundatinal research and benchmarking t establish recmmendatins and practices t increase wrkplace belngingness Review, integrate and implement actinable recmmendatins Develp scales and pulsing t track and measure prgress Actin Plan fr Gal #5: Increase percentage f staff wh agree r strngly agree they are treated fairly at Crnell withut regard t race, ethnic backgrund, gender, religin, disability r sexual rientatin by at least 3.4 percentage pints frm 81.6% t at least 85 %( verall and fr diverse ppulatins/substantive aspects f diversity) Increase participatin f underrepresented grups in prfessinal develpment and grwth pprtunities Develp sustainable system fr prviding pprtunities fr hurly and shift staff (e.g. Natural Leader Initiative type prgramming) Incrprate elements f spnsrship, prfessinal develpment, strategic netwrking and prject pprtunities int existing clleague netwrk grups. Develp pprtunities and supprts fr the mst diverse jb grups. Identify ne t three target staff jb grups Key factrs fr determining the ne t three mst diverse jb grups include, but are nt limited t jb grups with n gals fr minrities r wmen, jb grups with the highest percentage f availability fr minrities and wmen in the gegraphic recruiting area, jb grups with at least ten incumbents. Additinal factrs include turnver rates fr the jb grup and risk fr burnut. Prpsed jb grups include 2A1 Student Senir Specialists, 2A2 Student Services Specialist, 2C1 Health Prfessinals, and 2D1 Health Specialists. Prvide/crdinate targeted training and/r prfessinal develpment pprtunities Develp scales and pulsing t track and measure prgress ACTION PLAN FOR TRAINING Finalize and implement new training mdel that is fcused n achieving specific utcmes Analyze demgraphics f past participants t identify gaps in audiences reached and t develp targeted training prgramming Develp trainings n cncrete skills, practices and behavirs that increase effectiveness and inclusin and/r incrprate this infrmatin int existing diversity and inclusin trainings fr specific audiences Cllabrate with OWD, WPLR and HR Analytics

6 Prvide supervisrs/managers with tls t be inclusive, t engage acrss difference and leverage diversity n their teams and in their wrk Inclusive Excellence Academy New Supervisr Orientatin Certificate Prgram (revise DIWD diversity and inclusin mdule t align with identified utcmes/behavirs)