Diversity Tail Waggin Dog Handout

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2010 Minority Conference on Recruiting and Retention in Las Vegas

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  • A search committee stands in contrast to a selection committee which has the authority to actually decide who will be hired for the position in question. Selection committees select, rather than recommend, candidates for hiring. An example is when all faculty members of a department select a department head, they may be said to constitute a selection committee.

    A screening committee is a group formed to evaluate the written materials of applicants to identify a group of semifinalists/finalists who will be further evaluated in the selection process. Screening committees are not necessarily involved in the actual interview process as a group, even though individual members of the screening committee may proceed further in the interviewing or selection process.
  • Prepares Students to Live and Work in a Increasingly Global, Pluralistic, Multicultural Society.

    Strengthens Communities Whose Citizens Will Be Judged by Character and Contributions.

    Fosters Teamwork, Respect, Innovation and Collaboration.

    BETWEEN 1980 and 2000:

    Latino and Asian College Enrollment Tripled.

    African American College Enrollment - Increased by Increased by 56%.

    In 2000 - 01, 4.3 Million People of Color Were Attending College, Compared with 2 Million in 1980 - 81

    Strengths Economic Prosperity by Using the Skills of Individuals From Different Ethnic Backgrounds, Cultures and Communities.

  • Title VII of the Civil Rights Act of 1964
    An organization cannot use as consideration a person’s race, color, religion, sex, or national origin when making employment decisions (hiring, firing, transferring, promoting)

    Executive Orders 11246 (1965) & 11375 (1967)
    A federal contractor must develop and implement a plan that results in a workforce that is made up of approximately the same proportion of qualified women and minorities as there are in the appropriate recruitment area.
  • Preferential Treatment
    Compensatory justice
    Reverse discrimination
    Minority opposition to affirmative action
    Affirmative action and the courts
    Strict scrutiny
    Compelling government interest
    Narrowly tailored to meet interest
  • Diversity Tail Waggin Dog Handout

    1. 1. Free Powerpoint Templates Page 1 Diversity and the selection committee Is the TAIL WAGGING the DOG ?
    2. 2. Free Powerpoint Templates Page 2 What is the purpose of the committee ? • Search ? • Screening ? • Selection ?
    3. 3. Free Powerpoint Templates Page 3 What is the office of the Chair? • Hiring Official ? • Level ? • Role(s) ? • Qualifications ?
    4. 4. Free Powerpoint Templates Page 4 Are Ex-Officio members necessary ? • HR ? • Office of Diversity & EEO ? • Faculty Senate ? • Students ? • Union ?
    5. 5. Free Powerpoint Templates Page 5 Essential elements of an effective selection committee ? • Who selects ? • Timing ? • Size ? • Organizational area ? • Representation ? • Special roles ?
    6. 6. Free Powerpoint Templates Page 6 What are the essential traits of a selection committee ? • Trainable/adaptable to new processes ? • Knowledge of position? • Previous experience ? • Challenge conventional assumptions ? • Familiarity with candidates? • Assertiveness ? • Self-awareness ? • Confidential ? • Able to mediate conflict
    7. 7. Free Powerpoint Templates Page 7 By the Bernard Hodes Group: • 96% of Undergraduate and Graduate Students of Color Indicate: Professors of Color Have Positively Impacted Their Education. • 83 % of White Undergraduate and Graduate Students Indicate: Professors of Color Have Positively Impacted Their Education. Recent Survey
    8. 8. Free Powerpoint Templates Page 8 Diversity – EEO – AA ? • Does anyone really know the difference between diversity, inclusion, equity, EEO, and AA in the pursuit of a qualified diversified workplace ? • Aren’t those terms contradictory ?
    9. 9. Free Powerpoint Templates Page 9 Affirmative Action Postures 1. Passive nondiscrimination. A willingness in hiring, promotion, and pay decisions to treat the races and the sexes alike. 2. Pure affirmative action. A concerted effort to enlarge the pool of applicants so that no one is excluded because of past or present discrimination. 3. Affirmative action with preferential hiring. A company systematically favors minorities and women in the actual decisions of selecting its workforce. 4. Hard quotas. A company specifies numbers or proportions of minority group members that must be hired. Soft Heavy-Handed
    10. 10. Free Powerpoint Templates Page 10 DIVERSITY = QUALITY 1. IS HIRING FOR QUALITY & DIVERSITY EQUIVALENT ? 2. IS PRESENCE OF TALENT EXCLUSIVE ? 3. WHAT ARE THE ESSENTIAL VARIABLES ? – AVAILABILITY (RECRUITING) – FAIRNESS (SELECTION) 4. DO YOU HOLD MANAGERS ACCOUNTABLE?
    11. 11. Free Powerpoint Templates Page 11 ESSENTIAL FACTORS BUSINESS MODEL  Allocate resources, manpower, time  Fund research to create business plan  Assign most talented people to project  Pay for result / Recognize efforts  Monitor program – short/long term  Hold team accountable
    12. 12. Free Powerpoint Templates Page 12 ESSENTIAL FACTORS DIVERSITY MODEL – Foster accountabilities – Push down through every level – Make it condition of continued employment – Tied to performance goals, objectives, pay, etc. – Create “scorecard”
    13. 13. Free Powerpoint Templates Page 13 Is DIVERSITY of gender and race essential for every selection committee ?
    14. 14. Free Powerpoint Templates Page 14 Diversity Matters

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