MEI: M A K I N G E X C E L L E N C E I N C L U S I V E R E L I G I O U S D I V E R S I T Y I N T H E H I R I N G P R O C E S S : P R O M I S I N G P R A C T I C E S F O R R E C R U I T I N G D I V E R S E A P P L I C A N T S K AT H A R I N E H E N S H AW, C RY S TA L J I M E N E Z, A L I C A KO F F O R D, D E B B I E M A N L O N G AT, & K R I S T I N E S P E C H T
RELIGIOUS DIVERSITY How to tackle identifying best practices for hiring managers to help increase religious diversity? First, we looked at best practices, policies and tools, and identified the following guidelines: Current state & federal laws governing hiring in an interview UC Policies & guidelines relevant to recruitment Best practices at other higher education institutions
Next, we looked at how religious diversity impacts campus policy and best practices. TO O L S & R E S O U R C E S E X A M I N E D Web resources Phone interviews with personnel -UCLA -UCI -CSUSB -Cal Poly Local staff and program offices -UC Riverside
O U R F O C U S : TO I N D I R E C T LY & P O S I T I V E LY A F F E C T R E L I G I O U S D I V E R S I T Y
BUY IN, FOLLOW THROUGH, DELEGATION INVESTMENT RESOURCES STAFF RESOURCES
CONSIDER THE FOLLOWING IN HIRING & EMPLOYMENT PRACTICES: According to the U.S. Equal Employment Opportunity Commission (EEOC)
U C P O L I C Y & P R O C E D U R E INCLUDES APPLICANTS, EMPLOYEES AND STUDENTS
APPLICANTS, STUDENTS & EMPLOY EES Applicants are protected: -from the time the recruitment or application process begins and on through the time of separation or graduation
REGULATIONS = DO S & DON TS Don t ask, don t tell method: adhere to protection laws which rely on assumption or avoidance of religious topics and issues.
G I V E N C O M P L I A N C E L AW S & L O C A L P O L I C I E S, W E E M P H A S I Z E O P E N N E S S, W E L C O M I N G & I N C O R P O R AT I N G A L L, I N O R D E R T O I N C L U D E R E L I G I O U S LY D I V E R S E I N D I V I D U A L S. U C R S I N C L U S I O N O F A L L F O R M S O F D I V E R S I T Y
RECOMMENDATIONS O U R S U G G E S T I O N S T O I N C R E A S E C A M P U S D I V E R S I T Y & I N C L U S I O N
HOW TO GET HIRED COMMUNITY WORKSHOPS
D I V E R S I T Y A M B A S S A D O R S Similar to Wellness Ambassadors, we suggest a Diversity Ambassador program to address gaps in diversity training. Ambassadors would report directly to VC for Diversity and Inclusion.
INTERACTIVE DIVERSITY STATEMENTS IN ONLINE APPLICATIONS SIMILAR TO LOMA LINDA WITH OUR OWN UC EEO STATEMENT: The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by law. UCR is a world-class research university with an exceptionally diverse undergraduate student body. Its mission is explicitly linked to providing routes to educational success for underrepresented and firstgeneration college students. A commitment to this mission is a preferred qualification.
DIVERSITY PACKET: FOR THE FACE-TO-FACE INTERVIEW
H O W T O I M P L E M E N T D E S I G N AT E H U M A N R E S O U R C E S A S F A C I L I TAT O R O F W O R K S H O P S
ADVOCACY FROM UPPER ADMINISTRATION DIVERSITY AMBASSADORS COMMUNITY WORKSHOPS HR Managers Ambassadors A1 A2 HR
BENEFITS Increases exposure to UCR s mission and diversity statement at each stage of the application process Builds strong relationships with community partners Opens lines of communication and welcomes diverse community members
S A F E G U A R D F O R C O M P L I A N C E I N C R E A S E D T R A I N I N G E N S U R E S T H AT S TA F F A N D H I R I N G C O M M I T T E E S A R E F U L LY C O M P L I A N T & A C C O U N TA B L E
METRICS D E T E R M I N I N G S U C C E S S F U L O U T C O M E S W I T H E V I D E N C E
MEASURING SUCCESSFUL OUTCOMES workshops outreach Evaluations Committees feedback seminars discussion collaboration Tutorials
C H A L L E N G E S F O L L O W T H R O U G H, D E L E G AT I O N & I M P L E M E N TAT I O N O F T R A I N I N G A R E T H E K E Y S T O O P E N I N G T H E D O O R O F S U C C E S S
SINCERITY. BUY IN. FOLLOW THROUGH. DELEGATION. TRAINING. LACK OF RESOURCES LACK OF STAFF
M A K E I N C L U S I O N E X C E L L E N T I M P L E M E N T T H E S O L U T I O N S