OCTOBER 2016

2016 Affirma ve Ac on Plan

Execu ve Summary

UConn Health

Office of Ins tu onal Equity

2016Af irmativeActionPlanOverviewandHighlightsThe Office of Ins tu onal Equity has completed UConn Health’s annual Affirma ve Ac on Plan for Employment (Plan) per Connec cut General Statute (CGS) §46a-68 and sec ons 46a-68-75 to 46a-68-114, inclusive. The Plan is a comprehensive, results-oriented set of procedures and pro-grams that ar culate the University’s strategy to combat discrimina on, put forth a good faith effort to a ain hiring goals, and to achieve equal employment opportunity.

The Plan’s objec ves are to:

Establish hiring, promo onal and program goals that promote affirma ve ac on;Illustrate the University’s efforts to achieve a work force that is properly balanced and fully

representa onal of the relevant labor market areas; Quan ta vely and qualita vely measure the University’s degree of success in accomplishing

hiring, promo on, and program goals; and Examine and eliminate any policy or employment prac ce that adversely affects members of

protected classes.

The Plan is submi ed annually for review and approval by the Commission on Human Rights and Opportuni es (CHRO). The CHRO evaluates the Plan within 90 days, reviewing to ensure that the Plan contains all 16 required elements and meets the following standard of review: 1. The work force, considered as a whole and by occupa onal category, is in parity with the rel-evant labor market area; or 2. The agency has met all or substan ally all of its hiring, promo on and program goals; or3. The agency has demonstrated every good faith effort to achieve such goals and despite theseefforts has been unable to do so; and 4. The agency has substan ally addressed deficiencies noted by the commission in prior planreviews in accordance with Sec on 46a-68-10.

UConn Health’s history of approvals has been based on CHRO’s acceptance that UConn Health demonstrated every good faith effort to meet goals, rather than goal achievement. Connec cut General Statutes Sec on 46a-68-75 (v) defines good faith effort as:

… that degree of care and diligence which a reasonable person would exercise in theperformance of legal du es and obliga ons. At a minimum, it includes all those efforts reasonably necessary to achieve full compliance with the law. Further, it includes addi-

onal or subs tuted efforts when ini al endeavors will not meet statutory or regulatory requirements. Finally, it includes documentary evidence of all ac on undertaken to achieve compliance, especially where requirements have not or will not be achieved with-in the repor ng period established pursuant to sec on 46a-68-92 of the Regula ons of Connec cut State Agencies.

The 2015 Plan was Approved by the CHRO, based on Reviewer Neva Vigezzi’s recommenda on.

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GoalAchievement

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Category Hires Goals Met % Achievement 2016

Execu ve Managerial 11 9 81.8

Faculty 41 21 51.2

Professional 131 60 45.8

Secretarial/Clerical 86 10 11.6

Tech/Paraprofessional 50 18 36.0

Qualified Cra Worker 4 0 0.0

Protec ve Services 6 1 16.7

Service/Maintenance 5 1 20.0

Total 334 120 35.9

HiringGoalsAchieved

A hiring or promo onal goal is set for each instance of underu liza on of a race and/or gender group in any given job category. The u liza on of race and/or gender groups is determined by comparing the representa on of these groups in our workforce with the availability in the labor market. Underrepresenta on in a specific race and/or gender group is based on the difference in percentages between the current workforce and the availability in the labor market. Hiring goals are then set based on the number of posi ons needed in order for the workforce to reach parity with the available popula on in the labor market. A promo onal goal is set for each instance of un-deru liza on of a race and/or gender group in any given job category. Promo onal goals are set in lieu of or in ad-di on to hiring goals, based on the historical pa ern of fulfilling posi ons. This historical pa ern is u lized when calcula ng the availability base for job categories. Because of the constantly changing labor market and University workforce, goals are updated annually.

Race/Gender Percentage

White Male 15.8% White Female 55.0% Black Male 3.3% Black Female 17.5% Hispanic Male 0.0% Hispanic Female 3.3% Asian Male 1.7% Asian Female 3.3%

Total Goal Achievement: 35.9%

120 of the 334 hires met hiring goals Execu ve Managerial had the highest goal

achievement of 81.8% Secretarial/clerical had the lowest with 11.6. 55% of goals were met with white female

hires Females comprised 79.1% of goal hires Registered nurses were 48.4% of white female

goal hires

WhometaGoal?The 120 goal hires were comprised of:

2015ProgramGoals:Whatwasaccomplished?Goal #1 Review targeted recruitment ac vity for faculty and managerial hires and recommend adjustments to our outreach strategies.

The Office of Ins tu onal Equity (OIE) focused on the implementa on of a plan concentrated on increasing underrepre-sented minori es in faculty and managerial posi ons. For faculty and managerial posi ons, search commi ees were mandatory. Throughout the Plan year, OIE provided training at search commi ees’ ini al mee ngs that emphasized targeted recruitment. The Associate Vice President of OIE par cipated in several search commi ee mee ngs, and pro-vided technical assistance regarding recruitment strategies focused on a rac ng applicants from underrepresented popula ons.

OIE met with the School of Dental Medicine, Dean of the School of Medicine, Family Medicine, Neurology, Nephrology, Emergency Department, and Human Resources, throughout the Plan year to discuss the Affirma ve Ac on Plan, affirma-

ve ac on hiring/promo onal goals, underrepresented minority recruitment, search ac vity, and diversity standards. Addi onally, search commi ees were directed to relevant resources on OIE’s website, which provided informa on about search commi ee obliga ons rela ve to recruitment, evalua on, and selec on ac vi es in accordance with affirma ve ac on and equal employment opportunity regula ons and UConn Health policies and procedures.

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Goal #2 Implement career development training for employees that will cover a range of topics from the candidate’s perspec ve: how to read a job pos ng, resume wri ng and interviewing ps. The Organiza onal and Staff Development unit of Human Resources, created a career development training for employ-ees, Assess and Navigate. The workshop’s curriculum includes planning for educa on and training, naviga ng UConn Health hiring system, planning career goals and assessment of experiences, interests, and skills. The workshop, limited to 10 par cipants, also includes resume assessment.

Goal #3 Ini ate a process for expanding our pipeline programs regarding underrepresented minority faculty.

Dr. Henderson, Associate Dean for Medical Student, Mul cultural and Community Affairs and Associate Professor, De-partment of Family Medicine researched and dra ed a report recommending several ini a ves, including a proposal to develop and expand underrepresented faculty pipelines from the current pool of students and residents. Dr. Hender-son will present this report to the Academic Affairs Subcommi ee of the Board of Directors during the next Plan year.

Goal #4 Launch an American with Disabili es Act (ADA) Training designed for managers and supervisors.

During this Plan year, the Office of Ins tu onal Equity (OIE) focused on planning for the development of the ADA training. Through the planning process, it was determined that substan al work would be needed to ensure a com-prehensive and compliant training module. This updated training module will be implemented in the next Plan.

Goal #5 Convene a task force to explore the feasibility of hiring an Ombuds person to serve the UConn Health community as a means to improve reten on.

An Ombuds Task Force encompassing a broad cross sec on of the UConn Health community, including the Office of In-s tu onal Equity (OIE), was formed in 2015. The Task Force was charged with determining the need and scope for an Ombuds person at UConn Health to serve residents, faculty, staff and students. A er consul ng with various stakehold-ers including deans, collec ve bargaining units, department chairs, student organiza ons, residents, post-docs, the A orney General and Labor Rela ons, the Task Force completed its work. A final report with the Task Force’s recom-menda on will be published in the next Plan year.

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Goal #1

The Office of Ins tu onal Equity (OIE) will collaborate with the Department of Human Resources and the Office of Diversity & Inclusion to enhance the search orienta on trainings offered to search commi ees, chairs and adminis-trators. The trainings will focus on affirma ve ac on and equal employment, strategic recrui ng, and the search process including applicant evalua on, interviewing, and applicant selec on. The comprehensive training will in-clude modules focused on the development of job descrip ons and qualifica ons, inherent bias and best prac ces and resources for elimina ng bias in the search process. This new training will provide search commi ees, chairs and administrators with comprehensive training rela ve to the search process.

Goal #2

The Office of Ins tu onal Equity (OIE) will create addi onal repor ng tools including a sta s cal report of the cur-rent staff workforce and applicant data to enable managers to examine workforce sta s cs and hiring trends. The detailed report will provide a comprehensive examina on of the workforce, new hires and applicants in the latest hiring cycle. This report will provide Unit Heads, Directors, Department Heads, and Managers with sta s cal and graphical representa ons of the workforce and hires to assist in be er understanding their future proac ve recruit-ment and hiring efforts.

Goal #3

The Office of Ins tu onal Equity (OIE) will develop a training module focused on the American with Disabili es Act (ADA). The training will be offered to a wide range of employees, managers, and supervisors as well as members of the UConn Health community to ensure clear understanding of rights and responsibili es under state and federal disability laws. OIE staff will present the training in various formats including in-person and online. The materials will be made available online for departments to review.

Goal #4

The Office of Ins tu onal Equity (OIE) will review exis ng online Affirma ve Ac on/Equal Employment Opportuni-ty best prac ce and guidance materials to iden fy subject areas lacking resources. OIE will update the website with resources on all aspects of the search process, including recruitment, evalua on, interviewing, and hiring. The new website will provide a centralized loca on for informa on specifically developed for search commi ees

Goal #5

In an a empt to obtain a more accurate demographic profile of the current UConn Health popula on, a re-survey of the workforce will be conducted during this Plan year. The Department of Human Resources, in collabora on with the Office of Ins tu onal Equity (OIE) will design a process that will allow all employees an opportunity to vol-untarily provide race, gender, and ethnicity informa on. The more accurate demographic data will allow for more accurate calcula on of availability and se ng of Affirma ve Ac on goals that are reflec ve of the truly underrepre-sented race/gender groups.

2016ProgramGoals:Planningforthefuture.

The Faculty workforce of 497:

68.4% White 4.0% Black 5.4% Hispanic 21.5% Asian 0.6% Na ve American

♦ 157 minority faculty comprise 31.6% of the total facultyworkforce ♦37.0% female and 63.0% male

♦ White males cons tute 45.3%, the largest group

♦ Black females are the least represented at 1.8%

TheWorkforce

Faculty

Of the combined workforce of 3795: 81.7% Staff 13.1% Faculty 5.2% Execu ve/Management

The combined workforce is: 73.9% White 10.8% Black 8.6% Hispanic 6.5% Asian 0.2% Na ve American

♦ 70.5% female and 29.5% male

♦ White females are 51.8%, the largest group

♦ 990 minority* employees are 26.1% of the workforce

The Staff workforce of 3100:

73.9% White 12.1% Black 9.5% Hispanic 4.5 % Asian 0.1% Na ve American

♦ 76.2% female and 23.8% male

♦ White females cons tute 56.1%, the largest group

♦ 810 minority staff comprise 26.1% of the staff work-force

Staff

5 *Minority includes Black, Hispanic, Asian and Na ve American

Whereisourdiversity?

The Execu ve/Managerial workforce of 198:

88.4% White 8.6% Black 1.5% Hispanic 1.5 % Asian Na ve American are not represented

♦ 65.2% female and 34.8% male

♦ White females are 56.1%, the largest group

♦ 23 minority employees comprise 11.6% of the Execu ve/Managerial workforce

♦ There are no Hispanic males in this category

Executive/Managerial

Minority includes Black, Hispanic, Asian and Na ve American

Execu ve Managerial Faculty Staff

White 88.4% 68.4% 73.9%

Black 8.6% 4.0% 12.1%

Hispanic 1.5% 5.4% 9.5%

Asian 1.5% 21.5% 4.5%

Na ve Am 0.0% 0.6% 0.1%

Execu ve Managerial Faculty Staff

Male 34.8% 63.0% 23.8% Female 65.2% 37.0% 76.2%

The Faculty category has the highest percentage ofmales at 63.0% but is the most diverse in race/ethnicity at 31.6%

Staff has the highest percentage of females at 76.2%

The Execu ve/Managerial category has the least race/ethnicity diversity with total minority at 11.6%

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Staff 282 new hires

79.1% female and 20.9% male

72.0% White 13.5% Black 10.3% Hispanic 4.3% Asian

White females were the largest group at 55.3%

Faculty 41 new hires:

1 Department Head 3 Associate Professors 34 Assistant Professors 3 Instructors

43.9% female and 51.1% male

51.2% White

29.3% Asian

9.8% Black and Hispanic

Executive/Managerial11 new hires

72.7% female and 27.3% male

72.7% White

18.2% Black

9.1% Asian

2016NewHires

TOTAL WM WF BM BF HM HF AM AF NM NF

282 47 156 8 30 2 27 2 10 0 0

TOTAL WM WF BM BF HM HF AM AF NM NF

41 14 7 3 1 1 3 5 7 0 0

TOTAL WM WF BM BF HM HF AM AF NM NF

11 1 7 1 1 0 0 1 0 0 0 7