Human Resources Equal Employment Opportunity Plan Analysis of District Applicant, New Hire & Workplace Populations MAY 201 2019 JULIANNA M ANNA MOSIER VIC VICE C CHA HANCELLOR, HU HUMAN R RESOURCES
EEO Data Analysis Overview • The objective is to analyze demographic trends over a five-year period to obtain a clearer picture and gain a better understanding of where to focus outreach, recruitment, and hiring/selection efforts to become more diverse and more representative of the demographics of the students and communities we serve. • Applicant and New Hire data represents fiscal years 2013-14 through 2017-18. • Faculty new hire data does NOT include transfers, change of assignments, or those hired into full-time temporary positions. • Workforce data is as of February each year from 2015-2019. • The analysis highlights significant trends in employee demographics for: • Districtwide Applicants, New Hires & Workforce • Fresno City College New Hires & Workforce • Reedley College New Hires & Workforce • Clovis Community College New Hires & Workforce • District Office New Hires & Workforce • Reminder: The District began collecting data on persons with disabilities in April 2017 and on persons who identify as Hmong in July 2017. This is reported, but we cannot yet perform trend analysis. The District began collecting data in January 2018 on applicants who identify as non-binary. There is no data to report at this time. 2
Measures Taken Since 2016-2017, there has been a concentrated effort on diversifying our populations. Recruitment • Recruiting on 5 social media links such as Facebook and Linkedin • Sending vacancy announcements to almost 500 community members and organizations to advertise recruitment needs (this list regularly changes and is updated) • Regularly posting job vacancies on 23 diverse job boards • Attending career fairs in other locations and/or for underrepresented groups. Representatives from HR and the PC hosted an information booth at the APAHE conference April 4-5, 2019 in Oakland, CA, will be hosting a booth at the HACU conference in October 2019 in Chicago, IL, and will possibly be hosting a booth at the AMEND or AABHE conferences in 2020. • Establishing contacts with other colleges to identify best practices in recruitment strategies • Contacting the Presidents of District affinity groups (Latino Faculty & Staff Association, Black Faculty & Staff Association, Asian American Faculty & Staff Association) to develop a partnership to identify outreach opportunities • Engaging with representatives of different local civic and community based organizations, including the Fresno Metro Black Chamber of Commerce, the Madera Chamber of Commerce, the Central California Hispanic Chamber of Commerce, the Fresno Area Hispanic Foundation, the Kerman Chamber of Commerce and members of the local Hmong community, to strengthen our community partnerships and encourage referrals and outreach regarding our District’s recruitments • Developing “Fresno Friendly/Promotion” materials to job descriptions and announcements, adding language that attracts diverse and equity-minded candidates 3
Measures Taken Recruitment (Continued) • Job specifications, including any “preferred” qualifications beyond the state minimum qualifications for academic positions are reviewed by the EEO Officer (or designee) before the position is announced to ensure conformity with the EEO plan, and state and federal non-discrimination laws • FCC faculty and administrators, along with representatives from HR, conducted recruitment workshops with graduate students at Fresno State to highlight teaching at a community college as an attractive career choice Selection • Monitoring selection committees for diversity and training frequently in Equal Employment Opportunity, Equity- Mindedness, and Unconscious Bias • Monitoring candidate pools for diversity at each stage of the process to identify potential barriers for specific under- represented groups • Encouraging all hiring committees to utilize Skype, Scopia, or other technological formats for interviewing non-local candidates • Office of Human Resources has developed a bank of sample equity-minded interview questions to assist hiring committees in developing interview questions that will better assess an applicant’s ability to support our diverse student population • Revamped the EEO Training for Hiring Committees to include more training on unconscious bias and tools for identifying equity-mindedness in candidate materials 4
Measures Taken Train & Retain • Providing Diversity/Cultural Awareness/Sensitivity training for all employees • Holding Districtwide Diversity Events at individual campuses to highlight and celebrate the diversity of our campus and local communities • Conducting Diversity and Inclusion Climate surveys each year which are used in part to determine future action items to further cultural competence and diversity • Revised our District Administrative Regulations on Nondiscrimination, Prohibition of Harassment, Equal Employment Opportunity and Commitment to Diversity • Maintaining and currently revising a District Diversity, Inclusion, and EEO webpage to consolidate related information across the District, making it easier to share diversity, inclusion, and EEO news/information • Provided input to, and reviewed early drafts of, the new EEO training module developed by the Foundation for Community Colleges for the Vision Resource Center • Hosted USC’s Center for Urban Education workshops for faculty and administrators on diversifying the faculty hiring process EEO Advisory Committee • Expanding committee membership and strengthen partnerships across the District to develop individuals outside of Human Resources to champion our diversity efforts 5
Recommendations Districtwide focus on increasing the applicant and new hire populations in: Hispanic for all positions (applicant pools all increased in 2017-18, but remain underrepresented) Asian/Pacific Islander for management positions (applicants increased 2% in 2017-18, but remains underrepresented) *African-American applicant populations are representative of county demographics, but a continued Districtwide focus should remain on all minoritized groups. Outcome of 2017-2018 recruitment and outreach efforts: Hispanic applicant pool increased: 7% for classified positions 15% for faculty positions and 8% for management positions 6
Recommendations Continued • Work closely with Academic and Administrative Hiring Committees on unconscious bias awareness and use of equity-minded interview questions and screening rubrics • Continue to expand recruitment efforts in publications/websites for professional minority groups (higher education & community) • Continue to engage with different local minority civic and community based organizations. • Market employee recruitment on radio stations that have high ethnic demographics (multiple languages) and/or ethnic publications • Continue to attend minority career fairs and connect with local and national professional minority organizations • Use diverse images and post testimonials on the HR/Career page from employees from monitored groups • Continue to partner with different campus groups such as the Latino Faculty and Staff Association for suggestions and connections for outreach and recruitment • Continue to review the recruitment materials and processes for potential barriers to minoritized groups • Identify possible incentives for hard-to-fill positions (may need to be negotiated) • Provide training for the Board of Trustees and the Personnel Commission on their role in the elimination of bias in the employment process • Host additional workshops with CUE for advanced training for managers and faculty on diversifying the faculty hiring process • Increase districtwide emphasis on faculty internship opportunities and identify a person to spearhead this effort • Continue to analyze demographics of applicant pools as applicants move through the process and discuss with hiring committee chairs and College Presidents possible non job related barriers that may be influencing the recruitments 7
Districtwide Workforce EEO Data Analysis 63.60% 58.90% 56.90% 53.70% 52.40% 52.00% 35.10% 33.10% 30.20% 29.50% 22.20% 19.60% 14.00% 10.90% 10.00% 8.70% 5.90% 4.70% 4.60% 4.00% 3.80% 3.40% 3.30% 3.10% 2.50% 2.10% 2.20% 1.80% 1.70% 1.10% 1.30% 1.00% 0.70% 0.80% 0.40% 0.50% Asian/Pacific Islander American Indian/Alaskan Native African American/Non-Hispanic Hispanic White/Non-Hispanic Multi-Racial/Unknown Tulare County Fresno County Madera County Kings County District Workforce District Students County Demographics, 2017 Census: https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF Districtwide Student Demographics, Fall 2018 Districtwide Employee Demographics, February 2019 8
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