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November 3, 2011

Welcome!. 6 th Annual Equity  Diversity Opportunity Conference. November 3, 2011. Welcome Logistics Academic Pedigree Faculty Recruitment and Retention Connecting with the Equal Employment Opportunity Commission Recent Discrimination Cases in Higher Education

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November 3, 2011

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  1. Welcome! 6th Annual Equity  Diversity Opportunity Conference November 3, 2011

  2. Welcome Logistics Academic Pedigree Faculty Recruitment and Retention Connecting with the Equal Employment Opportunity Commission Recent Discrimination Cases in Higher Education Equal Opportunity – Is it Art or Science? Adjourn Conference Agenda

  3. Academic Pedigree Dr. Paul D’Anieri Dean, College of Liberal Arts  Sciences University of Florida

  4. Faculty Recruitment and Retention Dr. Somel Y. Shropshire President, The Academic Network, Inc.

  5. University of Florida Recruiting Minority Faculty Session

  6. Business profile: TAN, Inc, • Located in Los Angeles, CA (2006) • Ranked #1 Minority Recruitment Firm for Faculty, Staff, Administrators and Students • Conducted over 425 regional and campus workshops, including 3 national conferences (Graduate, Faculty & Leadership) • Worked with 287 academic institutions on diversity strategy • On tap for 2011-2012: Diversity Leadership Summit (Feb-co sponsored by Florida International University), STEM Academic Advisory Commission (SAAC) w/ NIH

  7. Presidential Snapshot:Dr. Sonel Y. Shropshire • Former 10-year Assistant Dean & Faculty Member - Washington College, University of Florida, Stetson University, Texas Wesleyan University, Loyola Marymount University and UCLA • Member of WH HBCU Initiative - western liaison for academic institutions for minority awareness

  8. What really matters?Two things, plus one • Consider two things which could attract a minority Faculty Candidate to your institution

  9. Survey says... • 1st: Support System (mentor program, conducive atmosphere, assistance with professional development, tenure) • 2nd: Cost (measured also by the cost of living) • 3rd – Reputation(how the academic program is perceived) prestige and commitment to academic development)

  10. Myths of MinorityRecruitment... • You can’t have the best of both “worlds” – prestige/diversity • Money overcomes all! • Environment doesn’t matter, it’s reputation that counts • Everyone is in this together…really we are!

  11. HBCU Earmarks: Show me the money • 238 million for HBCUs • 94 million for HSIs • 23 million for Tribal Colleges • Also in the bill:* • -31.5 million (HBCUs) • -13.5 million (HSIs) • *from the National Science Foundation

  12. Samples of who gets what… • Bethune Cookman - $333k for School of Nursing • Tougaloo College – 285K for educational partnerships • Cal-State Northridge - $570k for teacher and curriculum development • North Carolina Central - $128k for academic enrichment • Univ. of New Mexico – 95k for American Indian Policy and Training Center • Coppin State University - $285k for urban education program • Albany State University – 95K for STEM Projects

  13. What does your diversity statement mean? • How important is your diversity statement? • Do candidates place emphasis on a diversity statement? (data) • Where should your diversity statement be placed? (The “reminder of three” rule) • Diversity vs. Mission (Is there a difference in statements?)

  14. What really is diversity? Definition: True vs. CollectiveDiversity is a set of conscious practices that involve mutual respect, personal and cultural differences and building alliances (Iowa State)Diversity is the uniqueness of all individuals which encompasses different personal attributes, values, and organizational roles (Dept. of Homeland Security) • * Are there sub-categories of diversity? • * Rating of importance – why?

  15. Good examples of diversity statements... • The Rider Universitycommunity is composed of faculty, staff and students from a wide range of cultural backgrounds and it embraces a diversity of programs, ideas and people. Candidates who understand the value of diversity in education are highly desirable.Rider University is an equal opportunity/affirmative action employer dedicated to excellence through diversity and does not discriminate on the basis of age, race, sex, disability, sexual orientation, national origin, religion, or any other non-job related criteria. • The University of Kansas is an Equal Opportunity/Affirmative Action Employer. The University encourages applications from underrepresented group members. Federal and state statutes prohibits discrimination on the basis of race, religion, color, national origin, ancestry, sex, age, disability, and veteran status. In addition, University policies prohibit discrimination on the basis of sexual orientation, marital status, parental status, gender identity, and gender expression. 11

  16. Creating Feeder Programs • Establishing Relationships with Minority Serving Institutions & Professional Associations

  17. What is a feeder? • Definition: A direct or indirect relationship with a school and its population(a.k.a. Academic Diversity Pipeline) • Immediate vs. long term gratification (how many nuts and bolts)

  18. Types of FeedersRecruitment Rule: Watch for “unconscious” bias • Historically Black College & University (HBCU) • Hispanic Serving Institution (HSI) • Native American Tribal Colleges • “Home Rule” • Professional Organizations & Alumni Groups

  19. Total HBCUs: 105 • 4-year Public: 40 • 4-year Private: 49 • 2-year Public: 11/ 2-year Private: 5 Historically Black Colleges & Universities(HBCU)

  20. The Usual Suspects... • Howard University • Morehouse College • Hampton University • Florida A & M University • Spelman College • Ones in your “geographical region”

  21. Inside the numbers • HBCUs comprise 3% of all colleges and universities nationwide • 214,000 (16%) of all African-American higher education students • Locations: Mostly Mid-Atlantic and Southeast • NC highest number 4-year/AL - 2 year

  22. Hispanic-Serving Institutions (HSI) • Hispanic Serving Institutions (HSIs) are institutions of higher education with a full-time, undergraduate enrollment that is 25% or more Hispanic. • Unlike Historically Black Colleges and Universities (HBCUs) whose principal mission is to provide higher education for African Americans, HSIs are defined by their Hispanic enrollment, not their mission. • HSIs represent 6% of all postsecondary institutions and enroll almost 50% of all Latinos in higher education.

  23. HSIs: Inside the numbers • HSIs represent 6% of all postsecondary institutions and enroll almost 50% of all Latinos in higher education

  24. HBCU “Cluster” Mentality • Atlanta, GA • Charlotte, NC • Washington, D.C./Maryland • Nashville, TN • also seek relationships with non-HBCUs with high minority populations • (University of Michigan, Penn State University, Arizona State University, Tulane)

  25. The path of exploration • Highest producing areas for Hispanic faculty candidates • California(UC-Irvine, USF, CSU-Northridge, UC-Santa Barbara) • Texas(UTSA, UTEP, St. Mary’s, Texas A&M, Univ. of Houston, UNT) • Florida (FIU, Nova Southeastern, Stetson, Univ. of FL) • New Mexico • (College of Santa Fe, St. Johns College, UNM) • Two keys: • Marketing key: Find your recruitment “strike zone” • Make your recruitment “budget efficient.”

  26. Phases of the Feeder • Phase 1: “Would you be receptive to..” • Phase 2: Academic material (mailings) • Phase 3: Invitation and coordination • Phase 4: Highlight the precedents • Phase 5: Reinforcement

  27. Who is effective? • Academic Advisors • Career Placement Officials • Department Chairs • Faculty Members • Current Student Body • Recent Graduates

  28. Recap: MSIs Evaluation • “Life Choice” – the symbolic gesture • Explore MSI Councils – Committees, Outreach, Conference Presentations • Host Events: Show your campus/community “value” • Mentor the inquiry, application, and selection process • Dedicated “line of correspondence” – chat, blackboard, webpage, email address, etc. • Beware of the “academic” posting - Human Resources • Establish “degrees of separation”- find something in common

  29. Connecting with the EEOC Kessela Brown District Program Analyst U.S. Equal Employment Opportunity Commission Miami District Office

  30. Recent Discrimination Cases in Higher Education Janet Park Balanoff Director Equal Opportunity/Affirmative Action Programs University of Central Florida

  31. PRACTICAL TIPS FOR EO/AA AND HUMAN RESOURCES PROFESSIONALS LOOKING TOWARD THE 2011 SESSION OF THE U.S. SUPREME COURT Presented by: Janet Park Balanoff University of Central Florida Office of Equal Opportunity and Affirmative Action Programs Presented to the Sixth Annual Equity and Diversity Conference at the University of Florida November 3, 2011 UCF

  32. WAL-MART STORES, INC. v DUKES 1.5 million female employees certified as a class - no individual examples of discrimination Two indicators behind male/female pay differentials What was the discriminatory action? UCF

  33. PRACTICAL TIPS Differentiate employees when responding to complaints Ensure salary analyses are current and validated Assess employment mobility as well as new hires UCF

  34. HOSANNA-TABOR v. EEOC Religious groups’ right to set discriminatory employment standards Actual situation - teacher ‘Ministerial exception’ to Title VII UCF

  35. PRACTICAL TIPS Learn little-known views of agencies Network with your DSOs Make friends with time-limited appointments UCF

  36. EEOC v. AT&T Actual situation - Switch Technician Disability status accumulated during employment Accommodation refused UCF

  37. PRACTICAL TIPS Prepare for “tipping point” analyses Separate status from accommodation decision Utilize trial periods UCF

  38. Thank you! University of Central Florida Office of Equal Opportunity and Affirmative Action Programs Homepage: http://www.eeo.ucf.edu (407) UCF-1EEO UCFEOAA UCF EO/AA UCF

  39. Equal OpportunityIs it Art or Science? Cheryl Gonzalez Director, Equal Opportunity Programs University of North Florida

  40. Thanks for Attending!

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