Coast Community College District EEO Plan

Transcription

1 Coast Community College District EEO Plan PRE-HIRING/HIRING BEST PRACTICES Campus Curriculum Committee Target Objective(s) Recommendation(s) Costs/Resources Timeline Infuse diversity and multiculturalism into their instruction or services to students Assist in the development of a Diversity Instructional Tool Kit as a resource for faculty Maintain updated curricula, texts, and/or course descriptions to expand the global perspective of the particular course, readings, or discipline 17-Fall 17 Academic Senates, Campus Curriculum Committees, EEO Outreach Establish a Community Outreach Advisory Council to involve community based organizations in the recruitment and other equal employment opportunity efforts of the Colleges Recommended membership could include representatives from local business and industry as well as from diverse community groups such as NAACP, Chamber of Commerce, and City Council(s) o Use existing HR distribution list as starting point Seek direct contact with student, professional, community, and other organizations that represent the diverse community we serve. o These organizations can serve as resources for referring potential candidates. 17 Equity and EEO Advisory Committee EEO Plan Rev. 12/01/16

2 EEO Policies and Procedures EEO Trainings PRE-HIRING/HIRING BEST PRACTICES (continued) Objective(s) Recommendation(s) Costs/Resources Timeline Review and update Minimize barriers Conduct trainings districtwide o EEO and diversity o Cultural sensitivity and humility Recognize multilingualism and knowledge of multiculturalism as a desired and, when appropriate, required skill and qualification for community college employees Applicant travel reimbursement Sabbatical prioritization for equity-focused and/or inclusionbased projects M2C3 Kimberly Papillon Veronica Neal Multiple sessions to allow release time for all staff and faculty Require a series of EEO/diversity workshops at all instructional improvement days (flex week or staff development day) Professional Development Committees, EIC Equivalency Districtwide consistency Districtwide equivalency standards Trainings Fall EqOC, District Hire Me Workshops Online presence Implicit and explicit bias awareness Include documents online re: how to get hired Implicit and explicit bias presentation EEO mock interview questions Faculty: Jan Feb Classified: July HR View Book Promote equity & inclusion Demonstrate a diverse Include more info re: equity & inclusion Benefits of diverse TIES Program Jan Marketing, District

3 Job Fairs PRE-HIRING/HIRING BEST PRACTICES (continued) Objective(s) Recommendation(s) Costs/Resources Timeline Promote inclusive CCC Registry Veterans Diversity events Jan EIC New Hire Process and Procedures Identify ways to promote equity and inclusion in the hiring process/procedures NEOGOV online application to include questions re: self-identified ethnicities/sex/gender identification/pronouns Create job description criteria that evaluate candidates abilities to effectively address College s diverse student body and their needs More diversity on committees Search committee orientation to include more info re: implicit and explicit bias; benefits of working in a diverse/inclusive Provide EEO data to search committees (EEO stats w/ cut scores) Ensure there is not adverse impact on underrepresented groups when setting cut scores EEO interview questions Reference checks to include more questions re: experience w/ diverse populations Include in job announcements language indicating that candidates are required to demonstrate that they can infuse diversity into their major job duties. Provide selection committees with data for the department/division/area as it exists currently (breakdown by sex, gender identity, ethnicity, and age) Ensure that hiring managers and any additional selection committee members also receive EEO training.

4 PRE-HIRING/HIRING BEST PRACTICES (continued) TIES Program Objective(s) Recommendation(s) Costs/Resources Timeline Districtwide program by Fall $500 per intern Pilot: and $500 per EIC, faculty Share CCCD ideology of mentor mentors equity and inclusion Present to college Academic Senates Teaching internships Build relationships with local institutions and talent Grow our own Develop a CCCD faculty pipeline from PASS to TIES to part-time and full-time faculty Provide high quality classroom teaching and professional development experience Institution -alized: Fall Website Increase EEO presence Update EEO resources Maintain EEO calendar Recruitment webpage to include info re: how to get hired EIC, Human Resources, EEEOAC

5 POST- HIRING BEST PRACTICES CUE/Equity Evidence Team Objective(s) Recommendation(s) Costs/Resources Timeline Help guide evidence team Review recommendations Assumed by re: best practices and focus Share recommendations with GWC EIC areas district-wide stakeholders Exit Interview Create positive working Promote equity and inclusion Review responses Identify problem areas Recommend ways to improve employee/ employer relations Summer Human Resources New Hire Orientation Promote positive working, teamwork Encourage personal/professional achievements Highlight the roles of equity and inclusion District-wide The Finish Line Game Benefits of a diverse World Trust film clips Game: $55 World Trust: $450 EIC, Faculty Professional Development, Campus Equity Offices Organizational Culture Recognize and value staff and faculty who have promoted diversity and equal employment opportunity principles Have a formal diversity program on campus that is visible, valued, and adequately funded Ensure that top administrative staff support diversity objectives Maintain the diversity and/or equal employment opportunity officer position as a cabinet or other highlevel administrative position Present a yearly diversity recognition award Coast Allies Program Districtwide ally training program for CCCD employees and students Conduct campus climate studies to identify hidden barriers Free Train the Trainer Events: LGBTQ Safe Zone and DREAMer Champion Training : Ally Program Developme nt July : Institutiona lize District Coordinato r of Equity, Inclusion, and Compliance EIC, EEEOAC, College Presidents