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Diversity Initiatives

Diversity Initiatives. Operations Committee January 14, 2008 Presenters -- Amy Kinsel & Cathy Chun. Background. SCC hiring policy and procedures Campus Diversity Action Committee National Conference on Race & Ethnicity (NCORE), Spring 2006

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Diversity Initiatives

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  1. Diversity Initiatives Operations Committee January 14, 2008 Presenters -- Amy Kinsel & Cathy Chun

  2. Background • SCC hiring policy and procedures • Campus Diversity Action Committee • National Conference on Race & Ethnicity (NCORE), Spring 2006 • Joanne Moody’s model for Rising Above Cognitive Errors • SCC Screening/Search Committees

  3. IWhy Rise Above Cognitive Errors? If we do what we’ve always done, we get what we’ve always got. If we want different results, we have to do things differently.

  4. Hiring & Diversity at SCC • What we do • What we get • What we want • A different approach to get where we want to be

  5. What We Do • Unwittingly commit cognitive errors and shortcuts? • Utilize selection, evaluation and decision-making processes that prevent fair and sound judgments? • Miss opportunities to achieve strategic ends through hiring practices?

  6. What We Get Race Demographics between Fall 2001 & Fall 2005 • Faculty of color: • High at 15.7% (2003) • Low at 13.2% (2005) • Exempt staff of color: • high at 35% (2005) • low at 24.5% (2002) • Classified staff of color: • high at 26.4% (2005) • low at 22.7% (2001)

  7. Demographics: Students compared to Employees Students of Color: 31.5% (2002-03) 40.5% (2005-06) • Faculty of color: • High at 15.7% (2003) • Low at 13.2% (2005) • Exempt staff of color: • high at 35% (2005) • low at 24.5% (2002) • Classified staff of color: • high at 26.4% (2005) • low at 22.7% (2001)

  8. What we Want • Diversity in the workforce • Why? • What do we mean by diversity?

  9. Why Diversity in the Workforce? Diversity to increase the college’s responsiveness to students’ needs, now and in the future • Student demographics • Achievement Gap • Population trends

  10. Achievement Gap • Progress rates and retention rates are lower for students of color • Attention to content, pedagogy and relationships helps students to persist and achieve at higher levels

  11. Achievement Gap Diversity-related employee assets: • Experience with non-traditional pedagogies • Non-traditional background and career path • Knowledge of multicultural retention strategies • Advocacy for under-represented populations

  12. Population Trends • Population growth is and will be concentrated in populations of color • Faster growth of non-English speakers and groups with less education • Widening of the attainment gap • Decrease in SCC enrollment of Latino students

  13. Population Trends Diversity-related employee assets: • Adaptable to change • Experience assessing and responding to emerging needs • Innovative, non-traditional problem-solving • First generation college student perspective • Multi-lingual

  14. Doing things differently • Recognize diverse hiring as a tool to serve students and sustain the college • Design processes to rise above cognitive errors that limit diverse hiring • Continuous improvement

  15. Role of OpCom Members • Recognize and self-correct common errors – make the invisible visible • Facilitate accountability with clear groundrules and objectives • Develop critical mass – build on lessons learned, consistent practice and continuous evaluation

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