HR Forumhr.fsu.edu/_content/dept_reps/forums/2016_05/Creating...2016/07/01 · • FLSA Overtime...

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HR ForumCreating Inclusive Workplaces:Diversity, Inclusion, & Compliance

May 26, 2016

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FLORIDA STATE UNIVERSITYOffice of Human Resources

Agenda

• HR Updates• Creating Inclusive Workplaces• Up Next• One-on-One Questions

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HR UpdatesCommunications• FLSA Overtime Changes

– Goes into effect December 1, 2016

– Increases minimum salary for exempt (overtime ineligible) employees to $47,476

– Salary minimum will be updated every 3 years (starting 2020)

– HR analyzing and developing implementation plan

– Recommendations will be set centrally

– Meetings and communications over coming months (HR Forum)

http://hr.fsu.edu/?page=comm/fair_labor_standards_act_proposed_changes

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HR UpdatesCommunications• FLSA Overtime Changes

– Employees reclassified to nonexempt won’t change pay plans Creating A&P Nonexempt plan

Duties, retirement, benefits, leave accruals, pay for regular hours worked won’t change

Become overtime eligible

Will have some time keeping changes

– Departments and managers must manage overtime Require pre-approval (but if they work we must pay)

Don’t allow to work over

http://hr.fsu.edu/?page=comm/fair_labor_standards_act_proposed_changes

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HR UpdatesCommunications• Employment of Relatives (Nepotism) Policy

– Goes into effect July 1, 2016– Posted to website & listserv early June

Guidance on how/when to use in hiring

– Form will replace memo– Relative anywhere up the chain of command (or

dotted line reporting) triggers policy (even on OPS hire)

– Questions: Katie Filomio, [email protected]

mailto:[email protected]

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HR UpdatesEmployment & Recruitment Services• Summer Camp Background Checks

– Reference Essentials of Summer Camp Background Checks for 2016

Employee Data Management• Auxiliary Funding Code changes

– Use new fund codes for actions effective 6/17 or later

http://hr.fsu.edu/PDF/publications/EssentialsofSummerCampBackgroundChecks2016.pdf

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HR UpdatesAttendance & Leave• Pay Period ending 6/30/16 (A)

– Will be accelerated by 1 day due to the July 4th holiday

• Fiscal Year 2016 USPS Personal Holidays– Must be used by 6/30/16 or they will be forfeited

• Compensatory Leave Payout– On the paycheck dated 6/24/16 – Based on an employee’s balance as of pay period ending 6/16/16 – Request to retain should be submitted by 6/10/16

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Creating Inclusive Workplaces:Diversity, Inclusion, & Compliance

Tonya Kelly, Assistant Director

Amber Wagner, HR Administrator

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Objectives

• Create inclusive, harassment-free workplaces

• Develop awareness• Promote reporting• Ensure efficient response• Resources

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Inclusion

Diversity

Compliance

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Part 1: Compliance

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Non-Discrimination Laws

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FSU’s Policies

Equal Opportunity StatementTitle IX StatementNon-Discrimination PolicySexual Harassment PolicySexual Battery Policy

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Non-Discrimination Policy

Prohibits:• Denying employment opportunities• Taking negative employment action• Quid pro quo• Creating a hostile work environment

Because of an employee’s membership in a protected group in all terms and conditions of academics and employment.

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Protected Groups at FSU

FSU prohibits discrimination based on:race, creed, color, sex, religion*, national origin,age, disability*, genetic information, veterans’status, marital status, sexual orientation, genderidentity, gender expression, and other legallyprotected groups.

* Duty to provide reasonable accommodations.

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Examples of Inappropriate Behavior

• Mocking clothes, food, or physical appearance of people from different cultures, religions beliefs, sexual preferences, etc.

• Humor based on stereotyping/denigrating members of protected groups.– Watch out for in-group joking.

• Not respecting different beliefs.

• Making fun of accents or names.

• Hate speech.

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Examples of Inappropriate Behavior

• Continued unwelcome flirting/requests for dates.

• Calling someone honey, baby, sugar, sweetie, or similar terms.

• Obscene gestures, sounds, jokes, practical jokes, emails, texts, leering.

• Giving unwelcome sexually suggestive compliments.

• Allowing coworkers to harass a colleague who is transitioning from one gender to another.

• Sexual violence.

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Zero Tolerance Policy

FSU has a duty to: • Investigate • Eliminate• Address effects• Prevent recurrence

Applies to all students, faculty, staff, visitors, and contractors.

Applies to all programs and activities, both on and off campus.

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Who Handles Complaints?EOC– Against staff, faculty, visitors,

contractors– Procedures in Non-

Discrimination Policy

Title IX Director– Jennifer Broomfield– Against students– Procedures in Student Code

of Conduct

http://compliance.hr.fsu.edu/

http://compliance.hr.fsu.edu/

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Key Points

• Unwelcome conduct

• Intent is irrelevant

• Complaining person need not be target

• Gender and sexual orientation neutral

• Consensual relationships

• Mandatory reporting duties

• Non-Retaliation

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Part 2: Diversity & Inclusion

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Culture & Cultural Competency

Culture is made up of a set of values, attitudes and beliefs that differ from one

culture to another.

Cultural Competency is the ability to work effectively with people from different

backgrounds, ethnicities, belief systems, and experiences.

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CultureCulture is the lens through which we view the world.

Parents Family Geography

Community School Generation

Race Ethnicity Place in Family

Education Religion Travel

Socio-economics Societal Events Life Changes

Role Models Friends Time

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Culture

The Hidden (Out of Awareness)

The Visible (Conscious Awareness)

Race/ Ethnicity Gender Language Appearance

Physical Ability

Life Experiences Attitudes Body Language

Customs Ethics Age Problem-solving approaches

Thoughts/Perspectives Values Culture

Patterns of handling emotions

What does direct eye contact mean? Concept of time

More than a tip of the Iceberg

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Developing Cultural Competency

• Awareness of your own worldview• Willingness to learn about other cultures• Committing to fair and respectful treatment• Recognize people as individuals

• Adjusting your lens . . .

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Developing Cultural Competency

What’s your perception?

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Employee’s Toolkit• Hard Skills (technical)

– Computer software– Machine use– Accounting – Drafting blueprints

• Soft Skills (interpersonal)– Communication– Motivation– Managing expectations– Cultural competency

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Goal of Inclusion

Create a productive workplace where people of all backgrounds and cultures feel included, welcome, and valued.

– Inclusive– Respectful

– Productive

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Benefits of Inclusion

• Happier workplace

• Reduces absenteeism, sick leave, and turnover

• More motivated and engaged employees

• Better teamwork

• Creative solutions

• Better communication

• Improved customer service

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Barriers to Inclusion

• Biases (conscious and unconscious)

• Lack of knowledge

• Passivity

• Rigidity

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Unconscious Bias

• www.youtube.com/watch?v=rbe5D3Yh43o.

https://www.youtube.com/watch?v=rbe5D3Yh43o

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Trusted 10 Exercise

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Trust Levels and Inclusion

Level 1: Acquaintances

Level 2: Comfy

Level 3: Deep Trust

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Avoiding Pitfalls

• Examine your own behavior– be a positive role model– be aware of unconscious & “like me” bias

• Challenge stereotypes and assumptions– ex. believing that certain groups of people are only good

at certain things

• Effectively addressing situations

• Filter – avoid “in group” joking

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Handling Conflict

• Be aware of your body language

• Be considerate and respectful

• Be accepting and open-minded

• Provide clarification where possible

• Avoid jumping to conclusions

• Seek assistance from Human Resources

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Creating an Inclusive Environment

• Recognize your role• Prioritize inclusion• Don’t assume• Step out of your comfort zone

– get to know other employees from different backgrounds

• Put yourself in their shoes• Address issues promptly & seriously• Be receptive to feedback

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Where Are You?

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Campus Diversity & Inclusion Resources

Diversity & Inclusion CouncilAffinity Groups

InitiativesLearning Opportunities

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Diversity & Inclusion Council

Diversity & Inclusion Operating Plan• Created in 2009 • Approved by the Board of Trustees

Diversity and Inclusion Council • Heads efforts to implement this plan • Led by the President • Facilitated by the Assistant Vice President of

Human Resources and Chief Diversity Officer

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The Council fully embraces the mission of enhancing diversity and inclusiveness throughout the entire campus community. As we continue to increase awareness and the participation of individuals and groups that represent cultural diversity, we are committed to the development of policies, programs, groups and special initiatives that address diversity and inclusion.

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PresidentJohn Thrasher

Steering CommitteePresident's Cabinet

CouncilFaculty, Staff, Students, Community Members

HR Administrative LiaisonsHuman Resources Staff

Affinity Groups

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Affinity Groups• Latin@ Faculty Advocacy and Resource Group

Dr. Delia Poey- [email protected]

• Black Faculty & Staff Network (BFSN)Dr. Rhea Lathan- [email protected]

• LGBTQ+ Faculty & Staff NetworkDr. Lynn Hogan- [email protected]

• Veterans Friends & Families Group (VF2G)Mr. Michael “Pete” Peterson- [email protected]





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Diversity & Inclusion Initiatives

• Recruit, develop, and retain a diverse faculty and staff

• Recruit and graduate outstanding and diverse students

• Develop and strengthen partnerships with diverse internal and external organizations

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Diversity & Inclusion Learning Opportunities

• Embracing Diversity: Cultivating Respect and Inclusion• Allies & Safe Zones 101: A basic training in allyship and

contemporary LGBTQ issues. • Allies & Safe Zones 201 – Trans Ally: A two-hour training that

engages participants in understanding trans identities, gender variance, socialized gender expectations, intersex identities, and becoming allies to people with trans and other gender variant identities.

• Allies & Safe Zones 202 – Personal Identity Development• Allies & Safe Zones 203 – Navigating the Holidays• Dialogue and Hot Topics• ADA: Understanding the Americans with Disabilities Act

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Diversity & Inclusion Learning Opportunities

D&I Certificate Series (core courses):• PDDI01 D&I Cert Orientation: This workshop is an

interactive online presentation designed to introduce participants to the purpose and goals of the FSU Diversity & Inclusion Certificate.

• DDI02 Cultural Competence & Higher Education• PDDI03 Cultural Competence in Administration &

Management• PDDI04 Cultural Competence in Teaching & Research

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2014 & 2015 Heed Award Recipient

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2016 Diversity Champion

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Final Thoughts• Model appropriate behavior

– Set the tone/culture (professional filter)– Encourage reporting– Silence and inaction also sends a message

• Proactively manage work environment– Know your responsibilities– Actively promote inclusion– If you see something say something– Remind employees/Regularly circulate policies

• Contact EOC in HR– For consultation– To report incidents BEFORE taking action

Especially if recent protected activity (Retaliation)

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Thank You!Contact EOC @ (850) 645-6519

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Up Next

June & July Hiatus

August HR Forum: Benefits Tips & Nepotism Policy (Tentative)

Thursday, August 18, 2016

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One-on-One QuestionsSection Representative

Attendance & Leave Christine ConleyBenefits/Retirement Michael HorganCompensation Services Lisa RosenthalDiversity & Inclusion Tonya KellyEmployee & Labor Relations Beverlyn SamuelsEmployee Data Management Christine ConleyEmployment & Recruitment Services Taylor MooreEqual Opportunity & Compliance Amber WagnerFacilities HR Shiffany RawlsFaculty Relations Danni Staats

Training & Organizational Development Sandra Dixon

HR Forumhr.fsu.edu/_content/dept_reps/forums/2016_05/Creating...2016/07/01 · • FLSA Overtime...

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