The following training is required by Title 5 §53003.
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1. Principles of diversity
2. Cultural proficiency
3. The non-biased committee member
4. Valuing a diverse workforce
5. EEO Plan
6. Federal and State of California laws
An understanding and appreciation of diverse peoples, cultures, and perspectives informs the intellectual framework on which our institutional mission is based. The College is committed to demonstrating that respect of differences among people is a prerequisite to achieving institutional excellence.
The policies and practices at the organizational level, and values and behaviors at the individual level, that enable effective cross-cultural interactions among students, employees, and community.
Acting as if the cultural differences one sees do not matteror not recognizing that there are differences among and between cultures
Diversity is all about the unique ways we differ as people, and the value those differences bring to our workplace and our classrooms. Some of our differences are physical, such as nationality, gender, race and age. But we also share less visible differences such as culture, personal values, and religious beliefs. Valuing diversity means appreciating our individualism and behaving in such a way that we also respect each other's differences.
A diverse workforce can be one of our greatest assets. Beyond recruitment and hiring, we must focus on retention and motivation of the diverse workforce we worked so hard to employ. For minority employees, the missing piece is often a strong sense of self and an appreciation for who they are and what they offer.
Diversity lays the foundation for the transformational work that must be done first with every member of our college community. First of all, the members of the majority culture---that is generally white, upper middle class---must understand the reason why managing diversity is in the college’s best interest.
Then, they must develop some empathy for what it truly is like for members of the minority culture. Only after that inside out work is accomplished will a managing diversity program be effective.
The Sonoma County Junior College District is committed to the principles of equal employment opportunity and will implement a comprehensive program to put those principles into practice.
It is the district’s policy to ensure that all qualified applicants for employment and employees have full and equal access to employment opportunity, and are not subjected to discrimination in any program or activity of the district on the basis of ethnic group identification, race, color, national origin, religion, age, gender, sexual minorities, disability, ancestry, sexual orientation,language, accent, citizenship status, transgender, parental status, marital status, economic status, veteran status, medical condition, or on the basis of these perceived characteristics.
The district will strive to achieve a workforce that is welcoming to men, women, persons with disabilities and individuals from all ethnic and other groups to ensure the district provides an inclusive educational and employment environment. Such an environment fosters cooperation, acceptance, democracy and free expression of ideas.
Delegation of Responsibility, Authority and Compliance
• The governing board is ultimately responsible for proper implementation of the District’s Planat all levels of district and college operation, and for ensuring equal employment opportunity as described in the Plan.
• The governing board delegates to the chief executive officer the responsibility for ongoing implementation of the Planand for providing leadership in supporting the District’s equal employment opportunity policies and procedures.
Both Federal (6.a) and State of California (6.b) laws define and specify the areas of discrimination and bias that are prohibited in the hiring process, and the prohibitions and sanctions for non-compliance with these laws.
Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex. It is illegal to discriminate in any aspect of employment, including:
•Employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and