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					 VII.     Development and Execution of Action-Oriented Programs

In response to the identified problem areas, and in an attempt to enhance our
Affirmative Action/Equal Employment Opportunity efforts at Washington State
University, the following action-oriented programs have been developed to
increase affected group representation when vacancies occur, or document our
good faith efforts to do so. Unless otherwise indicated, the Center for Human
Rights will lead these efforts during the Plan year.

A. During the reporting period, the Center for Human Rights (CHR)
   supplemented already established programs with the following efforts:

    1.       CHR continued to present training on Workplace Discrimination and
             Sexual Harassment Awareness and Prevention and Advanced
             EEO/AA Issues – Recruitment and Hiring.
    2.       CHR continued to present university wide workshops on the search
             and recruitment process.
    3.       CHR updated a web site including a home page and posted WSU
             Discrimination and Sexual Harassment Policy and Procedures, WSU
             Recruitment Procedures, open employment opportunities, recruitment
             resources and an educational page.
    4.       CHR is active on many WSU committees and community committees
             such as: Force, Commission on the Status of Women, Commission on
             the Status of Individuals with Disabilities, Commission on the Status of
             Minorities, the Administrative Professional Advisory Council.
    5.       CHR continues to participate in Washington State’s Inter-institutional
             Committee of Affirmative Action Officers
    6.       CHR is an active member of the American Association for Affirmative

B. Human Resource Services conducts detailed analyses of classifications for
   classified staff and administrative and professional personnel to ensure that
   they accurately reflect position functions, and are consistent for the same
   positions from one unit to another;

C. CHR trained unit Equal Employment Opportunity Representatives to monitor
   the total recruitment selection process and evaluate the process to ensure
   freedom from bias and aid in the attainment of goals by:
    1.       Carefully selecting and training personnel involved in the recruiting,
             screening, selection, promotion, disciplinary, and related processes;

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    2.       Observing the requirements of the OFCCP Uniform Guidelines on
             Employee Selection Procedures; and
    3.       Analyzing procedures and eliminating those that are not objectively
             valid including those selection techniques that may, when used
             improperly, have the effect of discriminating against affected group

D. The University has developed an aggressive recruitment plan to ensure better
   representation of all underutilized protected group members. Included in this
   recruitment plan are elements such as:
    1.       Focused Diversity Hiring Plans - Pursuant to WSU’s Strategic Plan, the
             Provost’s Office requested each college prepare a focused hiring plan
             that will contribute to diversity. Additional funds were made available to
             augment efforts at the college level. Proposals from the College of
             Education and the College of Sciences were chosen as high priority for
             this plan year.
    2.       Personal Contact - We have found this to be a very effective means of
             recruiting protected group members. All faculty and search committee
             members are encouraged to develop ongoing correspondence with
             protected group members in their disciplines, and to advise them of
             vacancies at WSU.
    3.       Advertising - CHR has continuously updated its extensive advertising
             resource guide which departments are encouraged to use. This
             resource guide provides departments with the different media directed
             toward protected group members. All advertisement copy is reviewed
             by the Center for Human Rights.
    4.       Use of Target Recruiting Sources - The Summer Teaching Fellows
             Program, developed by the College of Education, has aided in the
             recruitment of minority faculty. In addition, the office of the Dean of
             the Graduate School has developed a university-wide Summer
             Fellowship Program designed to identify potential faculty from all
             under-represented groups.
    5.       Regular Contact with Special Groups - CHR staff serve on many
             university and community committees/boards. We have
             representation with the President's Commission on the Status of
             Individuals with Disabilities, the President's Commission on the Status
             of Minorities, the President's Commission on the Status of Women,
             and many other advocacy groups.
    6.       Departmental Equal Opportunity Representatives - Each academic or
             administrative area administrator has appointed one or more EEO
             representatives who receive training through the Center for Human
             Rights. The purpose of having representatives at the area level is to

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             empower department chairpersons to effectively and confidently
             implement the University's recruitment and hiring strategies.

E. Washington State University ensures that affected group employees are
   given equal opportunity for promotions by using the following techniques:

    1.       Promotional opportunities are posted and announced;
    2.       Departmental/unit reorganizations are monitored to ensure that
             protected group members are given the opportunity for advancement.
    3.       Supervisory personnel are required to submit written justification when
             qualified affected group applicants are passed over for promotion;
    4.       All classified staff members throughout the university are allowed 96
             hours per calendar year for university-sponsored training activities;
    5.       Union contracts are reviewed to ensure that seniority practices and
             clauses are nondiscriminatory and do not have a discriminatory effect;
    6.       Formal employee evaluations are performed annually;

F. The Office of Institutional Research will continue to conduct the annual salary
   equity study for all faculty personnel. Central Administration will review
   potential problem cases and recommendations of adjustments.

G. The Center for Human Rights and Human Resource Services conduct
   ongoing training for all employees. Training staff respond to individual and
   departmental requests for training. Examples of programs offered at WSU
   during the past year include:

H. Washington State University actively encourages all employees to participate
   in University social and recreational activities.

I. Notices of Vacancies are sent to the Washington Coalition for Individuals with
   Disabilities in an effort to attract qualified disabled individuals for vacant
   positions. CHR is currently attempting to identify other means of recruiting
   qualified applicants from among the disabled.

J. The following section specifies problem areas identified and action-oriented
   programs that have been or will be implemented.

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Actions Currently Implemented to Address Problem Area # 1:
Meeting or Reducing Goals
A.       Improve outreach resources/networking opportunities.

         *         Update outreach web links on a regular basis for accuracy and

         *         Review current outreach mailing lists for accuracy and inclusion of

         *         Expand use of minority related listservs

         *         Use campus events for networking opportunities

B.       Review recruitment and retention strategies of effective units.

         *         Identify departments with historically strong applicant pools to
                   determine their recruitment strategies and process.

         *         Identify resources and strategies for recruiting affected group
                   students to determine if they could be used to recruit for

         *         Research other universities for recognized effective outreach
                   efforts and strategies.

         *         Continue annual review of recruitment resources.

C.       Affirmative Action Goals Reviewed Institution-Wide

         The President, Provost, Vice Presidents and Deans will receive the
         current year’s affirmative action goals to disseminate and review with
         management in their respective areas.

D.       Commitment to Diversity Communicated to Job Applicants

         All exempt and faculty position announcements include the following a
         diversity statement:

         WSU is an Equal Opportunity/Affirmative Action educator and employer.
         Women, ethnic minorities, Vietnam-era or disabled veterans, persons of
         disability and/or persons age 40 and over are encouraged to apply.

         WSU employs only U. S. citizens and lawfully authorized non-U. S.
         Citizens. All new employees must show employment eligibility verification
         as required by the U. S. Citizenship and Immigration Services.
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         Reasonable accommodations for applicants who qualify under the
         Americans with Disabilities Act are available upon request with adequate
         prior notification.

E.       Identify Sources to Improve Applicant Tracking

         WSU has added online recruitment/applicant tracking software for civil
         service vacancies. The software enables WSU to readily track applicant
         information and enable WSU to analyze the effectiveness of outreach
         efforts. Faculty and Administrative Professional vacancies may be added
         to the applicant tracking system in the near future.

F.       Finalist List Reviewed by the Center for Human Rights
         The Center for Human Rights reviews the finalist list for Faculty and
         Administrative Professional searches, including the top qualified
         alternates, selected by the search committees. When possible,
         committees are encouraged to interview the top alternates along with
         finalists in order to reach affected group candidates. Expanding the
         interview pool has increased the number of affected group candidates
         receiving in-person interviews...

G.       Applicant Pool is Reviewed

         The Center for Human Rights provides Faculty and Administrative
         /Professional applicant pool demographic information to the Search
         Committee Chair during the recruitment period. If diversity in the pool is
         lacking, additional outreach efforts are encouraged for the remainder of
         the recruitment period when possible.

Actions Currently Implemented to Address Problem Area #2:
Retention of Affected Group Members
A.       The Strategic Plan for Washington State University
         includes the planning goal of Increase Diversity.

         Goal 3 states, “The University as reflected in all of
         its goals is committed to global and cultural pluralism
         among faculty, staff and students.” One of the
         strategies for Goal 3 is to recruit, employ and retain
         a diversified work force, which equitably represents
         persons of color, persons with disabilities, and women
         in faculty, staff and administrative positions. WSU
         will take a leadership role to advance the goals of
         diversity within the communities, which it serves. The
         university will continue its commitment to maintaining
         an environment free of discrimination where harassment
         of any kind is not tolerated. WSU will strengthen its

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         diverse and multicultural effort in all aspects of
         university life, including the curriculum and campus-
         wide extracurricular activities, to foster
         understanding and provide cultural for Goal 3 states
         that WSU will increase its percentage of faculty, staff
         and students, and enrichment. One of the action items
         administrators of color by rigorous recruitment and
         retention efforts.

     B. Strategic Plan for Equity and Diversity includes the following initiatives
           a. Cluster hiring to strengthen the diversity of faculty in the Colleges of
               Education, Engineering and Architecture, Liberal Arts and Science.
           b. A broad-based diversity training initiative, including training offered
               in collaboration with the National Coalition Building Institute.
           c. The Equity Scorecard, an assessment project that examines equity
               of outcomes for students and faculty.
           d. The Gear Up grant, a $12 million project that develops readiness
               for higher education in young students from underrepresented
               groups across the state
           e. The Disability Studies program, an innovative academic programs
               hat investigates the social construction and interpretation of
               disability as a conceptual category in social thought and action
           f. Student Leadership and Achievement initiatives regarding
                     i. Urban campus initiatives
                    ii. Advance Grant to increase representation of women faculty
                        in mathematics, science, engineering and technology
                   iii. Review of the American Diversity (D) requirement in the core
                        curriculum initiated by Faculty Senate leadership and the
                        Office of Undergraduate Education
                  iv. A process for holistic review of student applications, which is
                        being explored by Students Affairs leadership.

C. College Strategic Plans include Diversity Benchmarks

        As part of WSU’s on-going strategic planning process,
     individual colleges and urban campuses have built
     diversity benchmarks targeting faculty, staff and
     students in to their individual strategic plans.

D.       The Office of the Vice President for Equity and Diversity
         Vice President Michael J. Tate provides a leadership role in increasing
         diversity on WSU campuses, especially among faculty and staff. The
         Office of Equity and Diversity was created. These units provide the

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          foundation for equity and diversity work at WSU. Units reporting to the
          Vice President include:

                  Americans with Disabilities Act (ADA) Compliance
                  Center for Human Rights
                  Disability Resource Center
                  Gay, Lesbian, Bisexual Allies Program
                  Human Relations and Educational Services
                  Multicultural Student Services
                  Talmadge Anderson Heritage House
                  Women’s Resource Center

E.        The Commission on the Status of Women

The Commission on Status of Women is a Presidential standing
committee and performs the following functions:
          1. To advise the President, to gather data, and to make
             policy recommendations on all issues relevant to
             women, including but not limited to:
                 Matters pertaining to all women at the
                  University such as institutional climate,
                  safety, childcare, and anti-
                  discrimination/harassment practices.
                      Matters pertaining to women employees such as
                       job opportunities, hiring practices, career
                       advancement, salary equity, appointments to key
                       committees in leadership roles, family medical
                       leave, and other benefits.
                      Matters pertaining to women graduate and
                       undergraduate students such as: admission
                       practices, awarding financial aid, graduation
                       rates, fellowships and assistantships, advising
                       practices, and housing.

              2.       Establishing working relationships with other
                       groups on campus and in the community in areas
                       related to the status of women.
              3.     To prepare and disseminate a report every 5
     4.       To recommend to the President course of appropriate action to
              enhance the status of women and to address inequities or
              opportunities for women.
F.        The Commission on Race and Ethnicity

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The Commission on Race and Ethnicity is a Presidential standing committee and
   performs the following functions:
             g. Serve as a forum for communicating concerns,
                issues, ideas, and proposals related to minority
                affairs to the University President, Provost, Vice
                President for Student Affairs, Vice President for
                Equity and Diversity, and other executive
             h. Advise the University President, Provost, Vice
                President for Student Affairs, Vice President for
                Equity and Diversity, and other executive officers
                on matters related to the advancement of faculty,
                staff, and students of color.
             i. Assist in the development and implementation of
                projects, programs, and procedures to increase
                opportunities for professional and personal
                success of people of color at Washington State
G.   The Commission on the Status of Individuals with

The Commission on the Status of Individuals with
Disabilities is a Presidential standing committee and
performs the following functions:
     1. To analyze the issues faced by all people with
        disabilities associated with WSU, and recommend to the
        President projects or procedures to alleviate or
        eliminate problems.
     2. To enhance the welfare within the University of
        individuals with disabilities and promote awareness of
        their issues.
H.     The Commission on Gender Identity and Sexual
The Commission on Gender Identity and Sexual Orientation is
   a new
Presidential standing committee and performs the following
     1. Representing he views, needs and concerns of the campus
     communities related to gender identity and sexual
     2. Identifying and advocating for issues regarding gender
     identity and sexual orientation as priorities in
     policymaking at WSU.

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     3. Advising the President and the Vice President for
        Equity and Diversity on commission issues
     4. Informing campus communities about the university’s
        policies, initiatives, priorities and plans
     5. Developing and prioritizing action items for the
        commission and the university from current reports and
     6. Collaborating with other WSU commissions and
        organizations on equity issues
I.       Council for the Advancement of Women
The Council for the Advancement of Women is a Presidential
working committee created to address concerns regarding (1)
the advancement of female faculty from associate to full
professor and (2) the advancement of women to mid-level
management positions including Chair and Director.
J.       Diversity Related Workshops
The following workshops were made available to faculty and
staff during this reporting period:

ADA and Reasonable Accommodation

Advanced EEO/AA Training: Recruitment and Hiring Practices

Communication Across Cultures

Communication Differences Between Men and Women

Intercultural Interviewing Skills

Managing and Valuing Diversity

Workplace Discrimination and Sexual Harassment Awareness and Prevention

K.       Diversity Related Campus Events

The following are examples of the many campus events held promoting diversity
awareness and sensitivity (a comprehensive list is attached:

            Future Cougars of Color Program in the Office of Admissions
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            Martin Luther King Community Celebration
            Uncelebrate Week
            Day of Mexican Heritage at WSU-Vancouver
            Black History Month
            Women’s History Month
            Semana de la Raza
            Pah-Loots-Pu Celebration
            Asian American Pacific Islander Awareness Month
            Filipino History Month
            Native American Heritage Month
            Disability Awareness Month

L.   WSU Works to Retain Employees Through its Reasonable
Accommodation Program
Employees having difficulty working in a position due to a
temporary or permanent serious illness or disability can
request assistance in obtaining leave time or a reasonable
accommodation. Active efforts are made to accommodate an
employee before separating due to a disability.

M.       WSU Participates in Disability Advocacy Activities
WSU’s Employee Relations Consultant/ADA and the ADA
Coordinator are actively involved in disability advocacy
committees and discussion groups. For example, a campus
accessibility map is available to students, employees, and
visitors with disabilities to assist them in locating
accessible parking, building entrances, and restrooms.

N.       Departmental ADA Representatives
Each academic or administrative area administrator has appointed an ADA
representative who receives annual training through the Office of Equity and
Diversity. The purpose for having representatives at the area level is to
represent the university’s efforts to comply with the ADA and provide an
accommodating environment for people with disabilities.

O.   WSU Supports Diversity in Curriculum Development and
Campus Community
One goal of WSU’s strategic plan in to promote a more
diverse campus community and to incorporate diversity in

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academic programs. Examples of this commitment include the
following activities:

            Future Teachers of Color Conference sponsored by the College of
            WSU’s College of Liberal Arts hosts the College of Liberal Arts
             Season, which incorporates high visibility, world-class events centered
             on diversity, social justice, peace and security, the arts and media.
             Events include the Festival of Contemporary Art Music and Edward R.
             Murrow Symposium.
            WSU’s College of Business hosted Niki Leondakis, Chief Operating
             Officer of Kimpton Hotel and Restaurant Group, Inc. speaker for the
             Burtenshaw Lecture.
            WSU Pullman hosted Yolanda King as part of the Martin Luther King
             Celebration on January 12, 2005.
            WSU Vancouver hosted a two-part lecture on the Northwest Indian
             Treaty Negotiations, February 2005.
            “Empowering a Vision…Multicultural Leaders of Tomorrow,” a
             fundraising dinner hosted by ASWSU and the Office of Equity and
             Diversity, February 26, 2005.
            International Globalization, Diversity and Education Conference hosted
             by WSU’s College of Education, March 3-5, 2005
            WSU Vancouver hosts Diane Mallickan, Park Ranger and Cultural
             Interpreter for the Nez Perce National Historic Park, as part of the
             Northwest Treaty Trail of 1854-1856 Lecture Series, March 10, 2005.

            WSU Vancouver celebrates “Many Voices, One Nation, One Night @
             Your Library,” April 11, 2005.
            Guest Lecture by Ron Rochon, “Teacher Educators on a Social
             Justice Journey: Challenging Contemporary Media Imagery of African-
             American Life and Culture, “April 29, 2005.
            Guest Lecture by Deryl G. Hunt, “From Diversity to Unity to
             Community,” April 15, 2005.
            WSU’s Department of Comparative Ethnic Studies first student
             conference, “Building Positive Change, Resistance and
             Accountability,” April 21-22, 2005.
            American Diversity Requirement (academic graduation requirement
             effective for students beginning their post-secondary education in the
             fall of 2000.)

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            McNair Program (Trio) sponsored by the WSU Graduate School
            National Education for Women’s Leadership (NEW Leadership)
             residential summer program hosted by the Women’s Resource Center.
            Establishment of the Plateau Center, which fosters collaborative
             partnerships with American Indian Tribes to further interdisciplinary
             research and scholarship, curriculum development, access to
             university resources, and expanded educational opportunities for
             Native Americans.

WSU identified the need for new or revised policies and procedures to ensure
consistency among all University department s for applying equal opportunity
and anti-discrimination principles. The following are University policy and
procedures that were created or revised during this reporting period:
Exception to Hire Without Recruitment Policy and Procedures
CHR is reviewing and revising its exception to hire without recruitment policy and
Discrimination and Sexual Harassment Policy
Review of the current Discrimination and Sexual Harassment Policy is on going.
Recruitment and Hiring Process for Faculty and Administrative
Professional Employees
Review of the current Recruitment and Hiring Processes for Faculty and
Administrative Professional Employees in on going.
Recruitment and Hiring Process for Civil Service Employees
Pursuant to the Washington State’s Civil Service Reform 2005, the recruitment
and hiring process for Civil Service Employees is on-going.

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