Minutes

January 26, 2012

Inclusivity and Diversity Council

  1. Workshop Questions
  • Trainings – Spring Return Week
  • One per module per week
  • Scheduling workshops so that people can’t
  • Demand vs. ability to deliver
  • Voluntary (no forcing from this council)
  • Do we need a communication from this council about this workshop.
  • Cristina will you craft this by Jan. 30?
  • Give leaders the knowledge that it is out there and what it is about . .
  • Don’t use it to “fix” performance problems; it is not designed to “fix” problems; not a punishment;
  • Module 2 needs evaluations, etc.
  • Challenge of lack of diversity within a workshop group
  • How many we have gotten through and what we anticipate for the year
  • Leigh-Anne will convene the group (dots are good)
  • Workshop 2 – workbooks are good; cards are good; we want to further develop the workshop
  • Materials for Workshop 1 (book with movie)
  • Make our own videos – To support a variety of needs – real life situations in student lounges
  • Can individuals complete 2 modules in one day if there are two offered?
  1. Presentation for College Community Day – Capitalizing on Diversity and Inclusivity Join the Conversation – February 9th 2:00
  1. Employee reporting of incidences that are about diversity
  • Can we improve upon what we have now?
  • What do we have now?
  • What are the solutions for those that have issues?
  • What are the policies/procedures when we have a complaint about the college that involves the EEOC?

Process Policy 3-4 (on admin website); supervisor – if they can get it addressed

3-4 is grievance policy; harassment or discrimination against a protected class

EEOC policy (that defines equal opportunity)

Wages, hours, or conditions of work – grievance (violating Federal law); if supervisor cant correct it, it must be in writing to SLT member about this concern (concern policy doesn’t have to be about wages, hours, conditions of work) Leader can designate HR to manage the process. If you disagree with the findings, you can go to a grievance committee.

How can we improve upon it? (speed it up)

Hostile work environment or bullying . . .

If something happens, how do you handle it? (Who you gonna call? Call HR)

If something goes to EEOC, it becomes a legal action and goes to our attorney.

HR doesn’t handle student matters.

More education for employees on how to report what happens.

How many diversity issues happen?

Should we include handouts of “what to do” in a module of the workshops?

Can we get clarity about where employee complaints go. . . ? Nervous about putting the complaints process with the Module . . . .

  1. What are we doing for the students?

Next meeting

  • What training/workshops/activities are we having for them?
  • What avenue do we have for them should they have issues?

Dean – socialization?

Student activities are related; partnered;

Who addresses student issues?

If I am gay? Always something new. . . .

Internal mentoring of faculty and staff –

We are trying to build a culture where people talk, ask, discuss uncomfortable - Create an environment of trust

Opens the possibility of change

Multigenerational differences (Clare Z)

  1. Interview questions
  • Are we making recommendations for questions for interviewees that include diversity?
  • Advertising - Have we identified places that we will advertise with when looking to diversity our employee make up as we search for new hires?
  1. Current Student Data – Fall 2011
  1. Other

Readings?

Conferences?

Workshops?