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2010 EQUITY & DIVERSITY INSTITUTE Academic Senate for California Community Colleges Anaheim February 19-20, 2010. EEO in the 21 st Century. By Rogers Davis, J.D. Assistant Vice Chancellor, Human Resources University of California, San Diego. Agenda. - PowerPoint PPT Presentation
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EEO in the 21st Century
ByRogers Davis, J.D.Assistant Vice Chancellor,Human ResourcesUniversity of California, San Diego
2010 EQUITY & DIVERSITY INSTITUTEAcademic Senate for
California Community Colleges
Anaheim February 19-20, 2010
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AgendaEEO Regulations for hiring in
California community colleges – a brief history
Efforts to modernize regulationsOutline of processNext steps
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How did we get here?Current process is broken People have worked around itDiversity in California community
colleges has remained largely unchanged
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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
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Key GoalsContinue to support diversity and
inclusion of traditionally underrepresented groups
Accountability measures
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Federal & state anti-discrimination laws (pre Prop 209)
Law regulating hiring in community colleges
Proposition 209Statutory response to Prop 209
History of California regulations
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The law has changedThe vocabulary has changedThe concepts have changed
But…Expected results have not changed
Legal Backdrop
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Multiple efforts to update availability data have failed
Concerns about legal challenges including reverse discrimination
Limitations of current methods & regulations
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Two premises:– Diverse workforce serves students
better– EEO hiring achieves diversity
Challenge for community colleges – EEO hiring that achieves diversity
CCD Hiring Post-209
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Lawful strategies fall into 3 categories:– Work culture
Supports recruitmentFosters retention
– Job definition– Recruiting strategies
CCD Hiring Post-209
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Inclusion isn’t tolerance Inclusion is:
– Appreciation– Curiosity– Empathy– Enrichment
Foster Inclusive Work Cultures
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Requires:– Leadership– Institutional commitment – at all levels– On-going training & education
Foster Inclusive Work Cultures
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Mentoring programs Opportunities for growth Leadership opportunities Environments within schools Cultural events Access
Inclusive Work Cultures & Retention
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Should we redefine the job?– Out-Dated?– Access barriers to traditionally excluded
groups?– Failure to value world perspectives?
Rethink Job Functions/Descriptions
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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*
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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
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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
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Institutional Action
Tailored to each institution Examples
– Climate surveys– Exit interviews– Training programs– Mentoring and career development– Data collection– Demonstrable use of information
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Constraints
Avoidance of mandated costs
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Provide input to your district’s HR/EEO staff
Provide input to Beth Smith or other Academic Senate leaders
Next Steps
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Questions?