Affirmative Action & OMWBE Report

1. Affirmative Action & OMWBE Report Board of Trustees’ Workshop May 9, 2019

2. Strategic Plan Goal:Embrace Equity & Social Justice

3. Affirmative Action Process Human Resources gathers data throughout the year about applicants and new hires Snapshot taken of all applicants in 2018 and all persons employed as of December 31st Data is used to develop a plan for 2019 Summary of the plan is provided to the Board of Trustees in May

4. EWU Workforce Profile • For purposes of affirmative action reporting, EWU reported 1,539 employees in 2018: • 47.6% male; 52.4% female • 16.9% minority • 2.8% African-American • 5.2% Hispanic • 4.9% Asian • 2.3% Native American • 0.3% Pacific Islander • 1.4% Two or More Races

5. Changes to Workforce Profile 2019 Plan: EWU added quarterly faculty members to the workforce profile February 2019: Employees asked to update disability status 2020 Plan: EWU will add student employees to the workforce profile

6. Affirmative Action- Quantitative Analysis “An affirmative action program is a management tool designed to ensure equal employment opportunity. A central premise underlying affirmative action is that, absent discrimination, over time a contractor’s workforce, generally, will reflect the gender, racial and ethnic profile of the labor pools from which the contractor recruits and selects.” 41 C.F.R. § 60-2.10(a)(1).

7. Affirmative Action- Quantitative Analysis • Incumbency vs. Availability • Availability • What is the availability of diverse applicants in the relevant market? • Faculty: nationwide (includes quarterly, lecturer, and tenure-track) • Exempt: Washington State • Classified: Inland Northwest • Types of Employee Groups: • 27 different groups; categories are based off of IPEDS reporting • 80% Rule

8. Affirmative Action- Females • Of EWU’s 27 employment groups, 19 met EWU’s goals for the employment of females • 8 groups still need to improve: • Natural resources, construction, and maintenance occupations- classified • Production, transportation, and material moving occupations- classified • Computer, engineering, and science occupations- exempt • Community, social service, legal, design, entertainments, sports, and media occupations- classified • Faculty- CBPA • Faculty- CSTEM • Librarians, curators, and archivists- exempt • Other teaching and instructional support- classified

9. Affirmative Action- Females • A closer look at female CSTEM and CBPA Faculty: • CBPA (total of 62 faculty): • Incumbency: 37.1% • Availability Goal: 48% • CSTEM (total of 147 faculty): • Incumbency: 27.9% • Availability Goal: 48%

10. Affirmative Action- Females • A closer look at females in Facilities: • Natural Resources, Construction & Maintenance Occupations- Classified • Total of 65 employees • Incumbency: 3.1% • Availability Goal: 7.9% • Production, Transportation & Material Moving Occupations- Classified • Total of 17 employees • Incumbency: 11.8% • Availability Goal: 20.6%

11. Affirmative Action- Persons with Disabilities Benchmark set by the federal government: 7.0% EWU’s overall incumbency rate: 5.3% Hiring rate in 2018: 4.9%

12. Affirmative Action- Protected Veterans Benchmark set by the federal government: 6.4% Hiring rate in 2018: 4.1%

13. Affirmative Action- Minorities • Employee groups that meet or exceed EWU’s availability goals for the employment of minorities (9 total): • Service occupations- classified: 15.7% • Service occupations- exempt: 33.3% • Office and administrative support occupations- classified: 26% • Natural resources, construction & maintenance- classified: 12.3% • Production, transportation & material moving- classified: 17.6% • Business & financial operations- classified: 20.8% *Note: this is for collective employment of minorities, not all specific minority groups*

14. Affirmative Action- Minorities • Employee groups that meet or exceed EWU’s availability goals for the employment of minorities (continued): • Faculty- CBPA: 30.6% • Computer, engineering & science- classified: 13.2% • Other teaching and instructional support- exempt: 34.5% • Healthcare practitioners and technical occupations- exempt: 22.2% • Management occupations- exempt: 12.9% • Community, social service, legal, design, sports & media- exempt: 14.7% • Librarian, curators & archivists- classified: 14.3%

15. Affirmative Action- Minorities • Remaining work to be done to achieve EWU’s goals: • Faculty- CALE (189)*: need to increase by 9.6% • Faculty- CHSPH (31): need to increase by 13.7% • Faculty- Outreach & Engagement (24): need to increase by 3.5% • Faculty- CSTEM (147): need to increase by 3.2% • Faculty- CSS (169): need to increase by 1.9% • Faculty- University College (8): need to increase by 20.2% *This number represents the total number of employees in each group

16. Affirmative Action- Minorities • Remaining work to be done to achieve EWU’s goals: • Sales & related occupations- classified (5): need to increase by 7.5% • Office & administrative support- exempt (23): need to increase by 1.5% • Business & financial operations- exempt (27): need to increase by 9.8% • Computer, engineering & science- exempt (9): need to increase by 15% • Community, social service, legal, design, sports & media- classified (14): need to increase by 4%

17. Affirmative Action- Minorities • Remaining work to be done to achieve EWU’s goals: • Librarian, curators & archivists (8)- exempt: need to increase by 8.2% • Other teaching & instructional support (8)- classified: need to increase by 23.9% • Healthcare practitioners & technical occupations- classified (1)- need to increase by 8.1%

18. OMWBE- Purchasing & Services

19. Common Barriers to Disadvantaged Business Participation

20. EWU Supplier Engagement “Meet the Bigs” Event • October 2018 – Hosted by Greater Spokane, Inc., Fairchild Air Force Base, and the Washington Procurement and Technical Assistance Council (PTAC) • Reverse vendor trade show designed to expose regional small, disadvantaged business to the larger buying organizations the Spokane area. • Over 300 participants attended • Exhibitors included EWU, Fairchild Air Force Base, Spokane County, Spokane Transit, OMWBE, and several other state and federal agencies.

21. OMWBE CERTIFIED REPORTING: FY18

22. OMBWE COMPARISON: All Institutions FY17 – 18

23. FY18 Total Diversity Spend 1State certified spend does not include university p-card purchases and only accounts for select categories of purchased goods and services. 2Total institutional spend includes all university p-card purchases and all categories of purchased goods and services

24. Looking Forward: I-1000 The state shall not discriminate against, or grant preferential treatment to, any individual or group on the basis of race, sex, color, ethnicity, national origin, age, sexual orientation, the presence of any sensory, mental, or physical disability, or honorably discharged veteran or military status in the operation of public employment, public education, or public contracting. “Preferential treatment” means the act of using race, sex, color, ethnicity, national origin, age, sexual orientation, the presence of any sensory, mental, or physical disability, and honorably discharged veteran or military status as the sole qualifying factor to select a lesser qualified candidate over a more qualified candidate for a public education, public employment, or public contracting opportunity. Nothing in this section prohibits the state from implementing affirmative action laws[.]

25. Questions?