HIRING PRACTICES: AN INCLUSIVE MODEL

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HIRING PRACTICES AN INCLUSIVE MODEL
Members of the Equity and Diversity Action
Committee Prof. Beth Smith, Chair, Grossmont
College Dr. Eduardo Jesús Arismendi-Pardi,
Orange Coast College Prof. Debbie Anthony,
Monterey Peninsula College Prof. Dave Clay,
Cañada College Prof. Phillip Maynard, Mt. San
Antonio College Prof. Janelle Williams,
Southwestern College Guest Ms. Laury Francis, HR
Director, Orange Coast College
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Definition of Diversity

• Diversity means a condition each district
  should strive to achieve in which the district's
  employees include men and women, persons with
  disabilities, and individuals from all ethnic
  groups in numbers adequate to ensure that the
  community college provides an inclusive
  educational environment which fosters
  cooperation, acceptance, democracy and the free
  exchange of ideas. It respects and protects the
  rights of individuals regardless of their
  religious beliefs, national origin, sexual
  orientation, age, race, gender, ethnicity, gender
  identity, disability and veteran status.
  Although there is no universal or specific
  measure for determining when diversity has been
  achieved, the demographics of the adult
  population of the state and of the community
  served by the district should both be considered.

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Todays Focus Ethnic and Cultural Diversity

• Ethnically and Culturally Diverse Faculty is
  likely to increase quality educational
  experiences for all students
• More than half of students attending California
  community colleges are students of color (see
  next slide)
• 50 of the USA's workforce is now ethnicity or
  culturally diverse! In some areas, such as Los
  Angeles County, California, multicultural workers
  comprise 70 of the workforce

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Fall 2007 Ethnicity Percentages Statewide
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Key Elements to HiringBoard Policy

• Determines Inclusiveness and Tone
• Defines the Critical Role of the Hiring Committee
• Directs the Recruiting Process
• Establishes Training Expectations
• Local Senates must consult with the board on
  hiring policies and procedures.

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EFFECTIVE PROCESS

• Orientation ? Inclusiveness
• MQ
• Paper Screening
• First Interview
• Second Interview
• Selection
• References

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Federal and State Laws

• Title VII of the Civil Rights Act of 1964
  prohibits discrimination on the basis of race,
  color, religion, gender, pregnancy, or national
  origin.
• Title VI of the Civil Rights act of 1964
  prohibits discrimination on the bases of race,
  color, or national origin in any program
  receiving Federal financial assistance.
• The Americans with Disabilities Act of 1990
  prohibits discrimination against the disabled in
  employment and public services.
• Age Discrimination Act of 1975 prohibits
  discrimination on the basis of age in programs or
  activities receiving Federal financial assistance
  (age 40).
• California Government Code Section 11135 through
  11139.5 prohibits discrimination against any
  person or denial of benefits on the basis of
  ethnic group identification, religion, age,
  gender, color, physical or mental disability
  under any program that is funded directly by the
  State or receives any financial assistance.

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More Laws

• California Fair Employment and Housing Act,
  California Government Code 12900, et seq.,
  prohibits discrimination in employment on the
  basis of race, gender, religious creed, color,
  national origin, ancestry, physical disability,
  medical condition, marital status, age (40), and
  pregnancy.
• California Labor Code 1102.1 prohibits
  discrimination or different treatment in any
  aspect of employment or opportunity for
  employment based on actual or perceived sexual
  orientation.
• Lilly Ledbetter Fair Pay Act of 2009 states that
  the statute of limitations for pay discrimination
  resets with each new discriminatory paycheck

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Education Code

• It shall be contrary to the public policy of
  this state for any person or persons charged, by
  those governing boards, with the responsibility
  of recommending persons for employment by those
  boards to refuse or to fail to do so for reasons
  of race, color, religious creed, sex, or national
  origin of those applicants for that
  employment.(87400. Employment for Academic
  Positions)

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Faculty Diversity Training Challenges

• Lack of diversity in some colleges may create a
  lack of diverse faculty to serve on hiring
  committees
• Time commitment is challenging for faculty for
  scheduling which creates challenges in creating
  committees
• Shortage of candidates due to limited available
  experiences in specific fields of education
• Recruitment sources are usually minority
  journals, papers, etc best sources for
  recruitment are word of mouth and personal
  recommendations
• Limited Diversity Trainers and Trainings create a
  void in diverse faculty hires.

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More Challenges

• Lack of candidates due to geographic location
  cost of living may be too high to bring in
  applicants from other areas of the county, state
  and country, to increase diversity pool
• Relocation is costly and more difficult for
  families, causing applicant pools to be smaller
  and more geographically based thus limiting the
  pool of diverse applicants

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Wording and Images in Advertisingto Attract and
Appeal to theMost Diverse Candidates
Eliminate term Qualified
Diverse Images In All Ads
Aim High
Always use EEO Statement
Photos in Recruitment Ads and Recruitment
Materials should feature images of diverse groups
of people to appeal to the greatest number of
minority candidates
Wording and strategic placement of Recruitment
Ads should aim at higher education levels to
attract all minority candidates
Wording of Recruitment Ads should assume
minority candidates are qualified, to avoid
eliminating any minority groups and assure
attracting most diverse candidates
Wording in Recruitment Ads should always use a
diversity/EEO statement to demonstrate diversity
practices at the college 
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SCREENING APPLICANTSFOR EEO COMPLIANCE
Committee Chair
Administrator
Academic Senate
EEO Officer
Includes Diverse Applicants
Inadequate Pool Consider Alternatives EEO
Attempts for Inclusion of Diverse Qualified Applic
ants
Integrity of Process and Ensures Diverse
Committee
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COMMITTEE MEMBERSMUST BE AWARE OF
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ENHANCING EEO, EQUITY, AND DIVERSIYY
Required, effective ongoing training
Assess ways applicants will bring diverse
backgrounds focus on recruiting
Encourage all applicants to use the Job Registry
Be inclusive when screening applicants
Awareness of personal biases and
factors influencing perceptions about
applicants
Use multiple methods to screen applicants
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PRO-ACTIVE AND CREATIVE PLANNING HELP WHEN
SEEKING DIVERSITY
Things to Keep in Mind
Use networks at institutions to make personal
contact with diverse candidates. Be direct in
asking, "Do you have any women or minority
graduate students?" How can I make
opportunities known to them?"
Recruitment is enhanced by networking with
officers/leaders of the Minoritys caucuses to
identify Candidates.
Diversity is a process, not an outcome. Work
with EEO Officer in the role of ombudsman to deal
with inequities.
Coordinate college efforts for targeted
recruitment .
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Faculty Diversity Training Solutions

• Hiring more diverse candidates will provide more
  diverse faculty for hiring committees
• EEO Coordinator, Senate President and managers
  ensure equity on hiring committees
• Increase information on campuses regarding
  diversity
• Assist faculty with scheduling to avoid
  scheduling challenges
• As educational opportunities become more diverse,
  there are many more diverse candidates in the
  workplace to fill difficult-to-fill positions
• Faculty need to spread the word in diverse
  communities
• Offer and require Diversity Trainings every
  academic year. Any Faculty member serving on a
  selection committee must attend a Training
  specific to selection and hiring.

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More Solutions

• Housing prices are going down currently and this
  is a good economy to move to areas that were
  previously prohibitive
• Diverse pools will increase as economy changes
• Develop information to give to candidates to help
  them understand the local environment, culture
  and opportunities for work, growth, education and
  living
• Increase diversity training for faculty and staff
  in colleges for increased awareness on campus
• Increase participation in diversity job fairs for
  actual contact with diverse candidates

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Exercise

• Use the sample job announcement and identify 3
  potential barriers to hiring qualified
  individuals from underrepresented groups
• 3 criteria for assessing sensitivity to
  diversity
• 1 way the job description can go global