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Search for Equal Opportunity in Academic Hiring

Search for Equal Opportunity in Academic Hiring. U. I. At. C. NIVERSITY OF. LLINOIS. HICAGO. Office for Access and Equity. Goals and Objectives. Obtain a general understanding of the legal requirements involved in the hiring process

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Search for Equal Opportunity in Academic Hiring

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  1. Search for Equal Opportunity in Academic Hiring U I At C NIVERSITY OF LLINOIS HICAGO Office for Access and Equity

  2. Goals and Objectives Obtain a general understanding of the legal requirements involved in the hiring process Become familiar with UIC’s affirmative action obligations and recruitment resources Understand UIC’s expectations regarding Academic Hiring

  3. Introduction to EEO Compliance There are numerous federal and state laws that prohibit the University from unlawfully discriminating against employees, applicants, students, or third parties based upon a protected status or class.

  4. Laws Prohibiting Discrimination Title VII of the Civil Rights Act of 1964 Illinois Human Rights Act Equal Pay Act and Illinois Equal Pay Act Age Discrimination in Employment Act Americans with Disabilities Act Uniformed Services Employment and Reemployment Rights Act Executive Order 11246 Title II of the Genetic Information Nondiscrimination Act (2008)

  5. Executive Order 11246 Additionally, Executive Order 11246 requires that the University take affirmative steps to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans.

  6. What does this mean? Treat everybody as a unique individual first • Does the applicant meet the stated qualifications? • Key phrase in the discussions should be focused on “job related” duties. • Define and evaluate skill and experience that relates to a candidate’s abilityto perform the job • Keep notes and ask questions that relate to someone’s abilityto perform the job

  7. University of Illinois NonDiscrimination Statement The commitment of the University of Illinois to the most fundamental principles of academic freedom, equality of opportunity, and human dignity requires that decisions involving students and employees be based on individual merit and be free from invidious discrimination in all its forms. The University of Illinois will not engage in discrimination or harassment against any person because of race, color, religion, sex, national origin, ancestry, age, order of protection status, genetic information, marital status, disability, sexual orientation including gender identity, unfavorable discharge from the military or status as a protected veteran and will comply with all federal and state nondiscrimination, equal opportunity and affirmative action laws, orders and regulations. This nondiscrimination policy applies to admissions, employment, access to and treatment in the University programs and activities. University complaint and grievance procedures provide employees and students with the means for the resolution of complaints that allege a violation of this Statement. Members of the public should direct their inquiries or complaints to the appropriate equal opportunity office. Policy CouncilRevised June 24, 2010 Non Discrimination Statement

  8. University of Illinois at Chicago StatementChancellor’s Statement of Reaffirmation “The University of Illinois at Chicago strives for a diverse community reflective of our urban environment. Diversity is evident in our student body and extends to our faculty and all levels of administration and staff. UIC adheres to the principles of equal employment opportunity and nondiscrimination in all aspects of employment, recruitment, hiring, promotion and development of our employees. Our hiring and employment policies are devised to promote this commitment. Administrators, faculty and staff share responsibility for promoting equal opportunity and nondiscrimination in the workplace. …”

  9. Role of the Search Committee Help to expand standard recruitment practices Outline the recruitment plan Add language to the ad signaling a special interest in diversity Help devise and apply criteria for selection of the most qualified applicant Advisory to the hiring officer who will define expectations and checkpoints for assessing diversity efforts

  10. Recruitment Process Cast the net widely to bring in the broadest group. Narrow the pool of applicants according to selection criteria. There are no print advertisement requirements when conducting searches. Identify recruitment resources: Professional Organizations Recruitment Resources Shaker Automatic Postings UIC Job Board/GMC HERC ChicagoDiversity.com

  11. Search Committee Review Following Posting Deadline Now is the time to consider whether advertisements have generated the most qualified candidate pool. Should the search be extended. Hiring department should consider whether additional recruitment may increase diversity or strengthen the applicant pool.

  12. Diversity Characteristics in the Applicant Pool Do not exclude a candidate because of race, gender, age or disability status Shift the focus from the racial or gender status of a candidate to job-related criteria

  13. Meets Minimum Qualifications Search Committee may review candidates’ qualifications as applications are received via HireTouch: Check for degrees awarded Job Skills Diversity of candidate pool OAE approval is required before inviting candidates to interview for the advertised position.

  14. Standardize the interview process … To ensure candidates are treated equitably, standardize the interview process as much as possible, for example: Questions or issues to be covered Interview length The structure of the interview Sometimes topics may arise that are “sensitive” for prohibited inquiries (see online OAE Search Manual: http://www.uic.edu/depts/oae/SearchManual.html). Note: Unsolicited personal information volunteered or introduced by an applicant is frequent and unavoidable. It is permissible as long as the originator of the topic was the candidate, not the interviewer.

  15. INTERVIEWING Do’s and Don’ts Do ask interview questions which are skill-based and focused on qualifications. Do ask questions that include legitimate work time requirements. Do notask whether the applicant has sufficient child care to ensure that he/she can get to work by 8:30 a.m. Do notask applicant questions that may implicate protected categories, e.g., “how old are you?” or “what church do you attend?” or “have you ever been arrested?”

  16. Search Wrap Up Search Committee makes recommendation for hire Once the Hiring Officer makes the decision to hire and an offer has been made and accepted, the unit notifies OAE via HireTouch of the following: the selected candidate offers made to other finalists but declined if a finalist withdrew

  17. Any Questions? Thank You! Contact Us: Office for Access and Equity 809 S. Marshfield Avenue, Room 717 (M/C 602) Chicago, Illinois 60612-7207 P: (312) 996-8670 F: (312) 413-0055 TTY: (312) 413-3035 Website: http://www.oae.uic.edu

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