California Community College LeagueAnnual Trustees Conference
Achieving Workforce DiversityDon’t Let Prop. 209 Get In the Way
Scott Lay, President/CEOCommunity College League of California
Thuy Thi Nguyen, General CounselPeralta Community College District
Nitasha SawhneyGarcia, Hernandez, Sawhney & Bermudez LLP
May 3, 2014
Student Demographic Changesfrom 1992 to 2013
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15%
7%
51%
20%
15%
7%
29%
30%
0% 15% 30% 45% 60%
Asian/PacIslander
Black
White
Hispanic
How are we doing?
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WhiteAsian/
Filipino/PIBlack
Hispanic/Latino
Students 29.1% 14.6% 7.1% 40.4%
EducationalAdmins 58.6% 9.1% 9.4% 15.9%
Full-time Faculty 64.7% 9.2% 5.6% 13.8%
Part-timeFaculty 64.5% 9.7% 4.7% 12.0%
Source: Data-Mart, California Community Colleges. (http://datamart.cccco.edu/Faculty-Staff/Staff_Demo.aspxaccessed 03/11/14)
Statewide – Fall 2013
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0
3,500
7,000
10,500
14,000
17,500
18 to34
35 to39
40 to44
45 to49
50 to54
55 to59
60 to64
65 to69
70+
Male Female
Age Distribution of California Community College Staff
39.7% of Administrators, Faculty and Staff are likely to retire in next ten years
We can change the system• Huge number of hires in next several years, but this also
has to be a 20-year commitment.
• Opportunity to look at hiring committees and practices –it’s not just about advertising!
• Need to reach beyond each hiring position into pipeline.
• CSU Master’s Enrollment:
• African-American: 5.2% (Our students: 7.1%, FTF: 5.6%)
• Latino/a: 21.5% (Our students: 40.4%, FTF: 13.8%)
Today’s LandscapeNew Hiring Opportunities…
• Proposition 30• Aging Workforce • State Priority in funding Equity
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The Educational Benefit of Workforce Diversity
The Case for Diversity…
Access, Success, & Equity
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New Training Mandate
“(b) the educational benefits of workforce diversity;
(c) the elimination of bias in hiring decisions; and
(d) Best practices in serving on a selection or screening committee…”
Cal. Title V Reg. 53003(c)(4)
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Exercise
Defining the Educational Benefit
of Workforce Diversity
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The Educational Benefit of Workforce Diversity
Workforce Diversity Data
Three Goal Driven-Data Models:
1. Reflect student population
2. Reflect community population
3. Critical mass for success
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Don’t let Prop 209 Get In the Way
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Myth Busting • Diversity is not a bad word.
• Policy Statements, Goals and Targeted Programs--Be Intentional.
• Targeted Recruiting is permitted (and necessary).
• Specific Skills/Experience- be specific and practical.
• The Supreme Court’s recent affirmative action decision is not about hiring.
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Leadership Matters
• Committing at All Levels, Starting at the Top
• Staying Vigilant
• Not Accepting Status Quo
• Bold Decision Making
• Creating a Climate of Inclusion
• Evaluations as a Tool
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Weaving a Common Thread
Mission StatementBoard PoliciesStrategic Plan
Education Master PlanHR Master Plan
Equity PlanStudent Engagement Plan
EEO PlanProgram and Unit Reviews
Job Descriptions/HR Practices
INTEGRATION IS KEY!
Spotlight on EEO Plans
• EEO Plans as a critical tool.
• Plan Components/Contents of EEO Plans
• The Important Role of Advisory Committees
• Data
• EEO Officers/ Training
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The Power of DataGet it, Read it, Share it
What kind of data?• Disaggregate data by group
• Report by department/college, etc.
How is it shared? • Prof. Development
• Every hiring committee meeting and packet
• Annual board meetings (e.g. granting tenure)
• Present EEO Plan at every opportunity
• Every presentation that includes student data can include employee data
A Focus on Selection Committees
• Review of data- include data in selection committee packets
• District/College statement on diversity
• Training on inadvertent bias and assumptions that can shape hiring decisions
• EEO ≠ “what not to ask”
• Finding the “right” candidate NOT the “good fit”
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Job Descriptions
• Multi-cultural competency– Demonstrated success in working with diverse
populations
– Demonstrated interest/experience in developing and implementing curricula to serve diverse populations
– Directly worked on programs or issues that promoted diversity
• Language requirements
• Consider a teaching demonstration to a diverse student group
• Express college’s steadfast commitment
to diverse hiring 18
Job Descriptions
Minimum Qualifications must include:
“a sensitivity to and understanding of the
diverse, academic, socioeconomic, cultural,
disability and ethnic backgrounds of community
college students”
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Possible Opportunities for (“immediate”) Impact
• Part-time faculty positions
• Interim Managers
• What is the process used to hire part-time faculty or interim managers?
• Is there targeted recruitment?
• Is the process department or district/college led?
• Pros/Cons of a focus on part-time faculty
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Examples of Initiatives
• President’s Advisory Committee on Diversity and Equity (Miracosta)
• Faculty Diversity Internship (Peralta)
• Leadership Succession Program (Peralta)
What’s Working at Your District or College?
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www.ghsblaw.com
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