Sponsored by Higher Education Recruitment Consortium (HERC)

1. Sponsored by Higher Education Recruitment Consortium (HERC) “Affirmative Action or Diversity Inclusion: Does My University Know the Difference?”

2. Introductions Moderator: Megan Strachan, SoCal HERC Coordinator Presenter: Eddie Freeman, Executive Director Employment & Equal Opportunity Services, University of Texas at Arlington and North Texas HERC Director

3. Affirmative action is the good faith obligation all federal contractors have to abide by equal opportunity policy. • Affirmative Action requires organizations to actively promote equal opportunity and eliminate discrimination. What is Affirmative Action?

4. The purpose of affirmative action is to establish fair access to employment opportunities and to create a work community that is an accurate reflection of the demographics of the qualified workforce. • Affirmative action does not mandate “quotas” or extending preferences to any individual based on race, color, religion, gender, or national origin. What is Affirmative Action?

5. What is Affirmative Action? What is sought in the idea of affirmative action is essentially the revision of standards and practices to ensure that institutions are in fact drawing from the largest marketplace of human resources in staffing their faculties and a critical review of appointment and advancement criteria to ensure that they do not inadvertently foreclose consideration of the best-qualified persons by untested presuppositions which operate to exclude women and minorities.

6. EEO and Affirmative Action are legally mandated requirements to address the representation of minorities and women. Managing diversity focuses on maximizing opportunities for all employees to contribute to business success. Isn’t diversity just a new form of EEO and affirmative action?

7. Diversity is about all of the differences each of us bring to the university or colleges that we serve. • It refers to race, gender, language, culture and also mean differences in thinking styles, perspective, sexual orientation, religion and more. What is Diversity ?

8. Why Diversity is Important • A diverse faculty helps universities recruit top minority students • Provides students with mentors and role models • Provides different perspectives and experiences

9. What Does Most Universities Think Many colleges and universities share a common belief, born of experience, that diversity in their student bodies, faculties, and staff is important for them to fulfill their primary mission: providing a quality education.

10. What Does the Corporate World Think Studies consistently show that diversity drives innovation and fosters creativity. In a Forbes survey, 85 percent of respondents said diversity is crucial for their businesses, and approximately75 percentindicated that their companies will put more focus during the next three years to leverage diversity to achieve their business goals.

11. The active, intentional, and ongoing engagement with diversity—in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical) with which individuals might connect—in ways that increase one’s awareness, content knowledge, cognitive sophistication, and empathic understanding of the complex ways individuals interact within systems and institutions” (AAC&U, 2009, ¶ 3). What is Inclusion?

12. No, Affirmative Action as the law and Diversity & Inclusion as strategic—getting the best talent from wherever it may be and ensuring it is diverse, representing the talent pool and the marketplace and our communities… When I hear someone say Diversity and Inclusion do they mean Affirmative Action?

13. AA as the law and Diversity & Inclusion as strategic—getting the best talent from wherever it may be and ensuring it is diverse, representing the talent pool and the marketplace and our communities… Internal messaging is important. I talk about facts—diversity is a fact in the world. Are we tapping into it? Are we creating the leaders we need to make us successful now and lead us into the future? Have we moved away from affirmative action into diversity and inclusion because of political correctness and majority offense?

14. Diversity examines human and organizational similarities and differences. I don't think one replaces the other. I do believe that if an organization truly understands what diversity is and develops and executes a strategy to drive diversity and hold leaders accountable, Affirmative Action is not needed to enforce diversity. Have we moved away from affirmative action into diversity and inclusion because of political correctness and majority offense?

15. It changes your approach in recruiting and retaining a diverse student, faculty, and staff while also intentionally and actively creating a specific set of opportunities to use this diversity to enhance learning and performance for the entire campus community. How does knowing the difference help my University?

16. The Affirmative Action Plan is designed to identify areas of under-representation by minority groups so the under-representation can be remedied. • Contains statistical and narrative information that helps the University: • Analyze workforce • Access possible underutilization • Develop a plan of action to eliminate underutilization • Make good faith effort to execute plan What is an Affirmative Action Plan?

17. REVIEW OF PERSONNEL PROCESSES • PROPER CONSIDERATION OF QUALIFICATIONS • REVIEW OF PHYSICAL AND MENTAL QUALIFICATIONS • REASONABLE ACCOMMODATIONS • HARASSMENT • MANDATORY JOB LISTING • AUDIT AND REPORTING SYSTEM • OTHER MATTERS • INSPECTION OF THIS AFFIRMATIVE ACTION PLAN • PERSONS COVERED BY THIS AFFIRMATIVE ACTION PLAN • INVITATION TO SELF-IDENTIFY • POLICY STATEMENT • INTERNAL DISSEMINATION OF POLICY • EXTERNAL DISSEMINATION OF POLICY, OUTREACH AND POSITIVE RECRUITMENT • RESPONSIBILITY FOR IMPLEMENTATION • TRAINING OF PERSONNEL INVOLVED IN SELECTION Key Elements of the AAP

18. How does creating an Affirmative Action plan help or hurt?

19. It is one way to monitor your progress in hiring and retaining a diverse faculty, and staff • It allows you to target areas that are deficient or that don’t meet expectations • Identify barriers to achieving goals How does creating an Affirmative Action plan help or hurt?

20. Ensure a Diverse Workforce • Recruitment and Retention • Compliance Responsibility • Internal Operation • Ensure Equal Treatment • Disciplinary Action • Selection Procedure What is my University/College’s role in implementing the plan?

21. Questions?