Workforce Diversity and

Inclusion Report

Presented to the CCCCD Governing Board on 9/16/2020

Rosa Armendariz, Dean, Student Engagement and Equity

Dr. Emma Blackthorne, Sr. Dean, Research and Planning

Dr. Sophia Lever, Recruitment & Classification Analyst

Andrea Medina, HR Support Services Manager

Mojdeh Mehdizadeh, Executive Vice Chancellor, Education and Technology

Dr. Sabrina T. Kwist, Dean, Equity and Inclusion

Dr. Mayra Padilla, Dean, Institutional Effectiveness and Equity

Kenyetta Tribble, Interim, Sr. Dean, San Ramon Campus

Agenda

• Background

• Chancellor’s Office Call to Action

• CCCCD Steps Toward Call to Action

• Vision for Success Diversity, Equity, and Inclusion Task Force Report

• District Efforts

• Data Presentation

• Conclusion and Next Steps

The lack of faculty and staff diversity is not unique to the California Community Colleges. Our worksite is a microcosm of the rest of society.

California Education Code section 87100 requires “a workforce that is continually responsive to the needs of a diverse student population [which] may be achieved by ensuring that all persons receive an equal opportunity to compete for employment and promotion within the community college districts and by eliminating barriers to equal employment opportunity.”

State Chancellor’s Office “Call to Action”

• A system wide review of law enforcement officers and first responder training and curriculum.

• Campus leaders must host open dialogue and address campus climate.

• Campuses must audit classroom climate and create an action plan to create inclusive classrooms and anti-racism curriculum.

• District boards review and update your Equity plans with urgency.

• Shorten the time frame for the full implementation of the Diversity, Equity and Inclusion Integration Plan.

• Join and engage in the Vision Resource Center “Community College for Change”.

A system wide review of law enforcement officers and first responder training and curriculum

• Academic and Professional Matter

• Statewide and college efforts underway

Campus leaders must host open dialogue and address campus climate

• Racial justice efforts at CCC, DVC, LMC, DW, DO

• Participation in Caring Campus

• Participation in the USC Race and Equity Center Community College Equity Leadership Alliance• Monthly eConvenings

• Campus Climate Surveys focused on equity in hiring and promotional opportunities & inclusive organizational culture

• Virtual Equity Resource Portal

USCCalifornia

Community College Equity

Leadership Alliance

eConvening Topics

• Accountability and Incentives for Advancing Racial Equity

• Confronting Explicit Acts of Racism and Racial Violence on Campus

• Creating Equitable Pathways to Leadership Roles for Employees of Color

• Disaggregating Data to Identify Racial Inequities

• Eliminating Racial Disproportionality in Student Transfer Rates

• Fostering and Sustaining Inclusive Classrooms for Students of Color

• Hiring and Retaining Faculty of Color

• Implementing AB 705 and Other Legislation in Equitable Ways

• Meaningfully Integrating Race Across the Curriculum

• Opposing the Erasure of Asian Americans, Pacific Islanders, and Native Americans

• Productively Resolving Racial Tensions among Black and Latinx Classified Employees

• Recruiting and Strategically Diversifying Staff at All Levels

• Strategic Planning for Racial Equity

• Using Survey Data to Improve Campus Racial Climate

CCC Racial Justice Efforts• Educational Master Plan Equity Goals

• UNIFIED AGAINST RACISM: A LMC Town Hall

• Caring Campus Classified Professional Initiative

• PIP-Pedagogy Innovation Project

• Faculty NEXUS Program / Classified NEXUS Program

• Academic and Classified Senates Respond to Call to Action

• IDEA & EEO Equitizing Faculty Hiring Toolkit and Workshops

• LMC CONNECTED SERIES

• IMPACT Student Leader & Social Justice Conference

• ALL IN EQUITY FRIDAYS

CCC Racial Justice Efforts

• Education Master Strategic Plan

• Managers Equity Leadership Series

• Equity Speaker Series

• Racial Justice Task Force

• Equity Minded Pedagogy Conference

• Social Justice Programming

• Elephant in the Room

• Deans Listening Sessions

• Caring Campus

• Student Success Committee – Racial Justice Vision Statement Fall 2020

• African American Faculty and Staff Association Call to Action

• Latinx Faculty and Staff Association

• Asian Pacific Islander Faculty and Staff Association

• Academic and Classified Senates Respond to Call to Action

• Academic and Student Services Programs Respond to Call to Action

• Caravan for Racial Justice

• Caravan for Resistance & Liberation –Sept 19, 2020

DVC Racial Justice Efforts

• Education Master Plan, Student Demands, Racial Justice Task Force & Student Equity and Success Committee• Joint Senates Forums: Open Dialogues about Racial Justice,

Equity and Inclusion (on both campuses)• Anti-bias Trainings• Focus on Equity throughout Faculty Hiring (announcement,

tracking applicant pool, questions, etc.)• Nexus Training• #DVCinSolidarity• Equity Reminders• Safe Spaces• Caring Campus• Equity Speaker & Social Justice Speaker Series• Pedagogy Inquiry Teams

District Office Racial Justice Efforts

• District Office Specific Four-Part Educational Series: “Let’s Talk About Race”

• What is Race?

• How Racism Developed in the US

• Anti-Racism Movements

• Potential Policies/Practices/Behaviors and Next Steps

Campuses must audit classroom climate and create an action plan to create inclusive classrooms and anti-racism curriculum

• Academic and Professional Matter

• Ethnic Studies Courses and Programs

• Evaluate culturally relevant content in all courses

• Ethnic Studies as a graduation requirement for all college students to prepare them for our global economy

District boards review and update your Equity plans with urgency

• Look at equity plans with fresh eyes – from compliance to outcomes

Join and engage in the Vision Resource Center “Community College for Change”

• Implemented across the District as GROW@4CD

• The Vision Resource Center is an online learning and collaboration platform for all professionals in the California Community Colleges.

• Access a catalog of over 7,000 learning modules from Skillsoft and LinkedIn Learning (now offering all Lynda content). Users can add courses to their transcripts for tracking and reporting.

• Online communities in the Vision Resource Center empowers every professional to share their promising practices, ask for help from colleagues, and directly access updates and resources from the Chancellor’s Office.

• Engage with fellow faculty, staff, administrators, and trustees across the system in communities built around key areas such as Guided Pathways, the Student Centered Funding Formula, Financial Aid, and many more.

Shorten the time frame for the full implementation of the Diversity, Equity and Inclusion Integration Plan

• In 2018, the Board of Governors mandated that our system create a plan to address diversity, equity and inclusion (DEI) in our workforce and learning environments.

• This work culminated in a unanimous vote September 2019 where the BOG adopted a new system wide statement for DEI that impacts the mission of our system, the Equal Employment Opportunity (EEO) reports submitted by our districts and funding allocations for EEO funds.

• Along with the statement, the BOG approved the DEI Integration Plan with a call to fully implement 68 recommendations over the next five years.

• The Chancellor calls for the Chancellor’s Office DEI Implementation Workgroup, the statewide representatives in the Consultation Council and campus leaders to mobilize to implement all 52 tier 1 recommendations in the next 6 to 12 months and to act with urgency to implement the remaining tier 2 recommendations (contingent on state funding).

DEI Integration Strategies –Three Categories

• Institutional strategies driven by policy change

• Interactional strategies driven by changes to existing procedures

• Individual strategies driven by activities that promote supportive and inclusive behaviors

…all aligned to the Vision for Success!

DEI Sample Best Practices

• Host a job fair focused on underrepresented/marginalized groups; likewise, attend Historically Black Colleges and Universities (HBCU’s), Native American colleges, Asian American and Native American Pacific Islander Serving Institutions (AANAPISI), and Hispanic-serving colleges’ job fairs.

• Target recruitment efforts towards local master’s degree programs focusing on final year candidates and establish partnerships with local higher education institutions that create a long-term pipeline of candidates.

• Districts and colleges to review and strengthen the college and district policy and procedures to make the hiring and screening committees representative of the students and communities served (include students and part-time faculty representation).

DEI Plan Connects

to the Vision for

Success

DIVERSITY IS A DRIVER FOR INCREASING STUDENT ACHIEVEMENT

• Key Finding #1: Diversity Increases Student Achievement

• Key Finding #2: Diversity Impacts Student And Employee Retention

• Key Finding #3: Faculty And Staff Diversity Reduces The Likelihood Of Implicit Bias

• Key Finding #4: Faculty And Staff Diversity Increases The Ability To Integrate Multicultural And Culturally Responsive Pedagogy Into Teaching Practices.

System Diversity, Equity, and Inclusion Statement

With the goal of ensuring the equal educational opportunity of all students, the California Community Colleges embrace diversity among students, faculty, staff, and the communitieswe serve as an integral part of our history, a recognition of the complexity of our present state, and a call to action for a better future. Embracing diversity means that we must intentionally practice acceptance and respect towards one another and understand that discrimination and prejudices create and sustain privileges for some while creating and sustaining disadvantages for others. In order to embrace diversity, we also acknowledge that institutional discrimination and implicit bias exists and that our goal is to eradicate those vestiges from our system. Our commitment to diversity requires that we strive to eliminate those barriers to equity and that we act deliberately to create a safe and positive environment where individual and group differences are welcomed and valued as a core competency in our educational community

July 2019

THE DEI TASK FORCE DEFINED "DIVERSITY" AS A SYSTEM AND ACKNOWLEDGED INSTITUTIONAL RACISM

Foundational to the development of a diversity statement was an understanding that their intent is to remove the vestiges of systemic and institutional biases still visible in the student achievement data and in faculty and staff diversity.

February 2020

Institutional Racism

• Institutional racism refers to the policies and practices within and across institutions that, intentionally or not, produce outcomes that chronically favor, or put a racial group at a disadvantage. Poignant examples of institutional racism can be found in school disciplinary policies in which students of color are punished at much higher rates that their white counterparts, in the criminal justice system, and within many employment sectors in which day-to-day operations, as well as hiring and firing practices can significantly disadvantage workers of color.

• (11 Terms You Should Know to Better Understand Structural Racism, 7/11/16- Aspen Institute)

What does our data say?

2019EEO Employee DataCounty, Student and Fulltime Employee Groups

2019EEO Employee DataEmployee Groups Minority compared to Majority

Applicant Pool – Total Applications

EEO Employee Data

Applicant Pool – Managers/Supervisors

EEO Employee Data

Applicant Pool – Classified Professionals

EEO Employee Data

Applicant Pool – FT Faculty

EEO Employee Data

Applicant Pool – PT Faculty

EEO Employee Data

Equity Lens

Disaggregate Data

1. Context-specific

• College and Campus

2. Role within organization

• Position Type

3. Demographics

• Race/Ethnicity

CCCCase Study

CCCCase Study

CCCCase Study

CCCCase Study

Key Findings

• Major shift in county demographics with greatest and continuous growth in Latinx population

• Classified professional positions are the most racially diverse

• Full-time and Part-time faculty positions show little change in racial diversity

• Management positions show little change in racial diversity at the districtwide level

• Management positions at the college level show more variability in diversity based on small numbers

• API and Latinx employee groups show disproportionate impacts compared to student and county demographics

Equity Lens

Disaggregate Data

1. Context-specific

• College and Campus

2. Role within organization

• Classified Professionals

• Hourly

• Classified Managers

• PT Faculty

• FT Faculty

• Midlevel Managers

• Executive Managers

3. Demographics

• Race/Ethnicity

• Disproportionate Impact Comparisons

Look at Full Spectrum of Data to Inform Strategy

Applicant Pool

Interview Process

HiringDecisions

Current Employees

Recruitment

To move toward equal outcomes we must

Use the data to understand

disproportionate impacts and set improvement

targets, milestones and goals – we must be clear about the outcomes we

want to achieve for target populations

Allocate resources to close specific gaps with

targeted strategies – We cannot use a one size fits

all approach

Promote continuous improvement and system

accountability

We can't blame people we have to change our policies, practices, and

culture

Help everyone and accelerate outcomes for those experiencing disproportionate impactsObjective By Target Population

Disproportionate Impact and target population

Improvement Goal

Strategy Resources Milestones & Review Schedule

District Office Human Resources Department Efforts

• Our advertising agency, Job Elephant, creates and publishes ads for all staff, management and faculty job openings on web-based job boards, professional associations and publications.

• All selection committee members participate in diversity training before they serve in any phase of the selection process hiring.

• Employees participate in unconscious bias in hiring training at CCC, DVC, LMC, DO.

• 4CD recruited potential job applicants at the Annual Conference of the Society for the Advancement of Chicanos Hispanics and Native Americans in Science (SACNAS) last Fall semester. Staff also attends other job fairs annually.

District Office Human Resources Department Efforts

• EEO Officers attend and oversee all faculty, contract administrator and district office management interview and selection committees.

• District Equal Employment Opportunity Advisory Committee (DEEOAC) meets monthly to discuss workforce diversity, monitor progress and provide suggestions.

• The department compiles EEO demographic data on an annual basis to share statistics on the applicant pool, current employee make-up and longitudinal information.

• The district annually studies local one positions to ensure a sound and equitable classification system.

District Office Human Resources Department Efforts

• At every level candidates are assessed for their cultural competency and demonstrated commitment to diversity.

• Standardized selection materials are used through the entire process to increase objectivity and fairness.

• Recruitment marketing materials reflect diversity in pictures, graphics, text, internet presence and advertising tools.

• District Office HR Department staff conducts minimum qualification review, oversees selection process, and attends all job interviews for tenure- track faculty recruitments.

Dynamic Practice of Human Resources- Cast a wide net- Standardize Selection Tools- Ensure objectivity, equity and fairness- Prop. 209- Facilitate process- Advising Selection Committee- Diversify committee and applicant pool- American Disability Act (ADA)- Collective Bargaining Agreements- Shared Governance- Point distribution- Conscious & unconscious bias- Adverse Impact- Validity and Reliability- Rater Error Scores- Community- Governing Board-Discrimination Laws- Welcoming Environment- Inclusion & Belonging

Next Steps

• Revamp and strengthen DEEOAC. With DEEOAC, review District EEO Plan, and State DEI plan. Identify priorities and establish measurable goals. Invite community groups to share perspectives.

• Deep dive on workforce diversity information on employee demographics, labor market statistics, longitudinal analysis and continually improve data collection this fiscal year

• Conduct and publish Districtwide Climate Survey with USC.

• Evaluate resources, staffing and funding in the District Office Human Resources Department

• Prioritize D & I - Create a Diversity, Inclusion & Belongingness Plan

Next Steps

• Create strategies & tactics on how to attract minoritized job applicants... TAKE ACTION AND IMPLEMENT

• DO HR staff to support as needed on newly formed Governing Board appointed Ad-Hoc Committee

• Reimagine the role and function of HR & human capital management

• Transformational Change = Listen from a place of inquiry + Sit with discomfort

Increase Organizational Responsibility for Diversity and Inclusion

WE MUST TAKE ACTION TO TRANSFORM CULTURE...

Regeneration

Shift In Consciousness

Organizational Discovery

Developing Trust

Strategic Planning

Stakeholder Education and Development

Building Systems and Structures

Creating a Structure for Accountability

Building a Cultureof Inclusion and

Cultural Competency

DEI Task Force Conclusion Data doesn’t drive change; people do.

DEI Task Force Theory of Change

• If intrinsic in the Vision for Success is faculty and staff diversity as key drivers for educational achievement and social mobility for California community college students, then community colleges and districts must be empowered to design, implement, and reinforce (activities) policies, procedures and individual behaviors (goals) that serve to cultivate an inclusive ecosystem to recruit, retain and support a diverse workforce that is continually responsive to the needs of a diverse student population (outcome).

Questions?

Further Definitions and Resources

DIVERSITY

• The characteristics that describe differences among people; they include demographic characteristics, such as gender and race, ethnicity, age, national origin, religion, disability status, and sexual orientation, and deeper level characteristics, such as people's personalities, their values, the things that they are passionate about, their personal interests.

Dr. Lisa Nishii, Cornell University- Human Resources Studies, School of Industrial Labor Relations

EQUITY

• Equity is defined as “the state, quality, or ideal of being just, impartial, and fair.” The concept of equity is synonymous with fairness and justice. It is helpful to think of equity as not simply a desired state of affairs or a lofty value. To be achieved and sustained, equity needs to be thought of as a structural and systemic concept.

Center of Urban Education (Summer 2020)

Another Definition of Equity

Equity is "the guarantee of fair treatment, access, opportunity, and advancement for all students, faculty, staff in every stage of education and career development, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. The principle of equity acknowledges that there are historically unserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities for all groups."

UC Berkeley, Division of Equity and Inclusion

INCLUSION

• Inclusion is the action or state of including or of being included within a group or structure. More than simply diversity and numerical representation, inclusion involves authentic and empowered participation and a true sense of belonging.

Center of Urban Education (Summer 2020)

Another Definition of Inclusion

• Inclusion is "the active, intentional and ongoing engagement with diversity--- in people, in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical) with which individuals might connect --- in ways that increase one's awareness, content knowledge, cognitive sophistication and empathic understanding of the complex ways individuals interact within value systems and institutions."

(Association of American Colleges and Universities)

State Chancellor Call to Action: https://www.cccco.edu/-/media/CCCCO-Website/Files/Communications/dear-california-community-colleges-familyDiversity Equity and Inclusion Legislative Report and Integration Plan: https://www.cccco.edu/-/media/CCCCO-Website/Reports/CCCCO_DEI_Report.pdf?la=en&hash=69E11E4DAB1DEBA3181E053BEE89E7BC3A709BEE

Links to Further Reading