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EEO in the 21 st Century

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  1. 2010 EQUITY & DIVERSITY INSTITUTEAcademic Senate for California Community Colleges Anaheim February 19-20, 2010 EEO in the 21st Century By Rogers Davis, J.D. Assistant Vice Chancellor, Human Resources University of California, San Diego

  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 3

  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 4

  5. Key Goals Continue to support diversity and inclusion of traditionally underrepresented groups Accountability measures 5

  6. History of California regulations • Federal & state anti-discrimination laws (pre Prop 209) • Law regulating hiring in community colleges • Proposition 209 • Statutory response to Prop 209

  7. The law has changed The vocabulary has changed The concepts have changed But… Expected results have not changed Legal Backdrop 7

  8. Multiple efforts to update availability data have failed Concerns about legal challenges including reverse discrimination Limitations of current methods & regulations 8

  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 9

  10. Lawful strategies fall into 3 categories: Work culture Supports recruitment Fosters retention Job definition Recruiting strategies CCD Hiring Post-209 10

  11. Inclusion isn’t tolerance Inclusion is: Appreciation Curiosity Empathy Enrichment Foster Inclusive Work Cultures 11

  12. Requires: Leadership Institutional commitment – at all levels On-going training & education Foster Inclusive Work Cultures 12

  13. Mentoring programs Opportunities for growth Leadership opportunities Environments within schools Cultural events Access Inclusive Work Cultures & Retention 13

  14. Should we redefine the job? Out-Dated? Access barriers to traditionally excluded groups? Failure to value world perspectives? Rethink Job Functions/Descriptions 14

  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* 15

  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 17

  18. Institutional Action Tailored to each institution Examples Climate surveys Exit interviews Training programs Mentoring and career development Data collection Demonstrable use of information 18

  19. Constraints Avoidance of mandated costs 19

  20. Next Steps • Provide input to your district’s HR/EEO staff • Provide input to Beth Smith or other Academic Senate leaders

  21. Questions?