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Diversity Tail Waggin Dog Handout

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2010 Minority Conference on Recruiting and Retention in Las Vegas

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 1964An 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.

Diversity Tail Waggin Dog  Handout Diversity Tail Waggin Dog Handout Presentation Transcript

  • Diversity andthe selection committee
    Is
    the
    TAIL
    WAGGING
    the
    DOG ?
  • What is the purpose of the committee ?
    Search ?
    Screening ?
    Selection ?
  • What is the office of the Chair?
    Hiring Official ?
    Level ?
    Role(s) ?
    Qualifications ?
  • Are Ex-Officio members necessary ?
    HR ?
    Office of Diversity & EEO ?
    Faculty Senate ?
    Students ?
    Union ?
  • Essential elements of an effective selection committee ?
    Who selects ?
    Timing ?
    Size ?
    Organizational area ?
    Representation ?
    Special roles ?
  • 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
  • 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
  • Diversity – EEO – AA ?
    Does anyone really know the difference between diversity, inclusion, equity, EEO, andAA in the pursuit of a qualified diversified workplace ?
    Aren’t those terms contradictory ?
  • Soft
    Heavy-Handed
    1.Passive nondiscrimination.A willingness in hiring, promotion, and pay decisions to treat the races and the sexes alike.
    3.Affirmative action with preferential hiring.A company systematically favors minorities and women in the actual decisions of selecting its workforce.
    2.Pure affirmative action.A concerted effort to enlarge the pool of applicants so that no one is excludedbecause of past or present discrimination.
    4.Hard quotas.A company specifies numbers or proportions of minority group members that must be hired.
    Affirmative Action Postures
  • DIVERSITY = QUALITY
    IS HIRING FOR QUALITY & DIVERSITY EQUIVALENT ?
    IS PRESENCE OF TALENT EXCLUSIVE ?
    WHAT ARE THE ESSENTIAL VARIABLES ?
    AVAILABILITY (RECRUITING)
    FAIRNESS (SELECTION)
    DO YOU HOLD MANAGERS ACCOUNTABLE?
  • 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
  • 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”
  • Is DIVERSITYof gender and race essential for every selection committee ?
  • Diversity Matters