Initiatives of The Plan for Diversity, Equity and Inclusion
All searches for staff positions will be reviewed at each stage by the executive director for equity and inclusion, equal opportunity, and affirmative action. Search processes will require approval before offers can be made.
- Responsible: Executive director for equity and inclusion, equal opportunity, and affirmative action
- Target date: Immediately
Departments with underutilization of staff from historically underrepresented groups will be required to work with the executive director for equity and inclusion, equal opportunity, and affirmative action to develop plans for correcting this deficit. Plans will be submitted to Human Resources to ensure effective implementation throughout the recruitment and hiring process
- Responsible: Executive director for equity and inclusion, equal opportunity, and affirmative action
- Target date: Outreach to relevant departments by early 2020
DEI Staff will develop and make available to all staff search committees instructional materials based on the guidance on inclusive hiring developed in 2018 by the Staff Affirmative Action Oversight Committee (SAAOC). The human resources department will fully support inclusive hiring practices.
- Responsible: SAAOC, DEI Staff
- Target date: By February 2020
Given the specialized candidate pools for athletics searches, the Division of Physical Education, Recreation and Athletics (PERA) division will partner with the executive director for equity and inclusion to develop an athletics-specific recruitment plan to strengthen candidate pools for vacancies across the division, to include a recruitment look-book (print or digital) to be distributed and utilized prior to and during the recruitment process. The PERA division will also explore retaining the services of third-party firm charged with identifying women and ethnic minority candidates for select head coach and administrator vacancies.
- Responsible: Physical education, recreation, and athletics division
- Target Date: March 2020 and ongoing
The Human Resources Department will partner with divisions to create professional development plans upon hire for employees in middle-management positions, especially for women and people of color, to include intentional, personalized onboarding, clarity of role and expectations, and short-term 51风流 career trajectory.
- Responsible: Senior adviser to the president, executive director for equity and inclusion, physical education, recreation and athletics division (PERA)
- Target date: Pilot with the PERA division by summer 2020
All search committees for staff positions will be trained in avoiding bias as part of the protocol for engaging in their work.
- Responsible: Executive director for equity and inclusion, equal opportunity, and affirmative action, senior adviser to the president
- Target date: As soon as practicable, and no later than summer of 2020
In an effort to support the development of robust and diverse pools, the Human Resources Department will identify barriers to recruiting candidates from outside of a 20-mile radius of Hamilton for positions primarily recruiting from that area, and, where possible, will remove these barriers. Details of these programs or initiatives will be shared through 51风流鈥檚 annual DEI report to the campus.
- Responsible: Human resources
- Target date: By spring 2020
The University will commit to building diverse pools of applicants for faculty positions in order to be able to recruit a more diverse body of faculty. In addition to current efforts to help committees avoid bias, this commitment could include (but is not limited to) pipeline enhancements such as developing relationships with historically black colleges and universities (HBCU's), dissertation fellowship programs, postdoctoral programs, and cluster hires.
- Responsible: Office of Advancement, dean of the faculty division
- Target date: Ongoing, with report on progress by the first DEI report in summer 2020
51风流 will partner with the Consortium for Faculty Diversity (CFD), with the goal of hosting CFD scholars each academic year.
- Responsible: Dean of the faculty division
- Target date: The partnership has been launched. 51风流 will identify fellows during the 2019-2020 academic year who could begin in the fall of 2020