Enhancing Diversity and Inclusion in University HR Practices

University HR is implementing strategic initiatives to enhance diversity and inclusion, focusing on policy, procedures, position descriptions, search committee composition, and strategic goals. Emphasizing collaborative processes and a commitment to diversity, the university aims to increase retention rates, diversity among faculty/staff, and reduce carbon footprint. Leveraging applicant pools, demographics, and a diverse committee structure, the HR department is working towards a more inclusive and representative environment for employees and students.

• Diversity
• Inclusion
• University HR
• Strategic Goals
• Search Committees

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Uploaded on Sep 16, 2024 | 0 Views

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1. Strategic Diversity Ideas Staci Sleigh-Layman Executive Director, HR

2. What do we do? Policy and Procedures Position Descriptions Search Committee composition Applicant Pool vs. Availability vs. Customers/Students

3. Policy and Procedures Minimum expectations increased. No direct appointments. Responsibilities for appointing authorities, VP for Inclusivity and Diversity, HR, search committees Search committee for every search including civil service, exempt and faculty Collaborative process. Not just HR or VP, but everyone has a role

4. Position Descriptions Diversity begins with PD. Take time to replace who has left/retired. Take time! Include language: Job Summary: All employees are expected to support CWU s commitment to diversity and to bring and support inclusion into the university environment. Job Responsibilities: Demonstrated ability and/or experience working with students and/or co- workers from a wide range of abilities, backgrounds and experiences. Ability to embrace and promote a diverse environment. Competencies: Commitment to Diversity: Recognizes the value of diversity and helps create environment that supports and embraces diversity.

5. Search Committee Composition Search committees will be composed of a diverse cross section of the constituents working with the position. A diversity advocate identified by the VP of Inclusivity & Diversity may be used where departments lack diverse representation. Oregon State University model: https://searchadvocate.oregonstate.edu/

7. University-Wide Strategic Goals Goal #1 - To increase the first-year to second-year student retention rate from 71 percent to 80 percent over the next five years. Goal #2 To increase the diversity of our faculty and staff by 5 percent in five years. Goal #3 To reduce the campus carbon footprint by 5 percent within the next five years.

8. Applicant Pool vs. Availability vs. Customers/Students CWU Quick Facts Washington State 2019 Total: 7,614,893 Women: 50.0% People of Color: 21.1% Washington State Demographics: https://www.census.gov/quickfacts/fact/table/WA/HSG650218#HSG650218

9. Applicant Pool vs. Availability vs. Customers/Students Applicants Protected Group Met Availability Total Interviews Hired Minimums 4 50.0% 1 Total 20 15 26.67% 25% 100% Women 26% 5 4 2 1 10% 13.33% 25.0% 0% Total Minorities 10% 2 2 1 0

10. Questions & Concerns? Staci Sleigh-Layman 509-963-1256/509-899-0944 staci@cwu.edu