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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?