Human Resources Equal Employment Opportunity Plan Analysis of - - PowerPoint PPT Presentation

Human Resources Equal Employment Opportunity Plan Analysis of District Applicant, New Hire & Workplace Populations

MAY 201 2019 JULIANNA M ANNA MOSIER VIC VICE C CHA HANCELLOR, HU HUMAN R RESOURCES

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EEO Data Analysis Overview

• The objective is to analyze demographic trends over a five-year period to obtain a clearer picture and gain a better

understanding of where to focus outreach, recruitment, and hiring/selection efforts to become more diverse and more representative of the demographics of the students and communities we serve.

• Applicant and New Hire data represents fiscal years 2013-14 through 2017-18.
• Faculty new hire data does NOT include transfers, change of assignments, or those hired into full-time temporary

positions.

• Workforce data is as of February each year from 2015-2019.
• The analysis highlights significant trends in employee demographics for:
• Districtwide Applicants, New Hires & Workforce
• Fresno City College New Hires & Workforce
• Reedley College New Hires & Workforce
• Clovis Community College New Hires & Workforce
• District Office New Hires & Workforce
• Reminder: The District began collecting data on persons with disabilities in April 2017 and on persons who identify

as Hmong in July 2017. This is reported, but we cannot yet perform trend analysis. The District began collecting data in January 2018 on applicants who identify as non-binary. There is no data to report at this time.

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Measures Taken

Since 2016-2017, there has been a concentrated effort on diversifying our populations. Recruitment

• Recruiting on 5 social media links such as Facebook and Linkedin
• Sending vacancy announcements to almost 500 community members and organizations to advertise recruitment needs (this list

regularly changes and is updated)

• Regularly posting job vacancies on 23 diverse job boards
• Attending career fairs in other locations and/or for underrepresented groups. Representatives from HR and the PC hosted an

information booth at the APAHE conference April 4-5, 2019 in Oakland, CA, will be hosting a booth at the HACU conference in October 2019 in Chicago, IL, and will possibly be hosting a booth at the AMEND or AABHE conferences in 2020.

• Establishing contacts with other colleges to identify best practices in recruitment strategies
• Contacting the Presidents of District affinity groups (Latino Faculty & Staff Association, Black Faculty & Staff Association, Asian

American Faculty & Staff Association) to develop a partnership to identify outreach opportunities

• Engaging with representatives of different local civic and community based organizations, including the Fresno Metro Black

Chamber of Commerce, the Madera Chamber of Commerce, the Central California Hispanic Chamber of Commerce, the Fresno Area Hispanic Foundation, the Kerman Chamber of Commerce and members of the local Hmong community, to strengthen our community partnerships and encourage referrals and outreach regarding our District’s recruitments

• Developing “Fresno Friendly/Promotion” materials to job descriptions and announcements, adding language that attracts diverse

and equity-minded candidates

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Recruitment (Continued)

• Job specifications, including any “preferred” qualifications beyond the state minimum qualifications for academic positions

are reviewed by the EEO Officer (or designee) before the position is announced to ensure conformity with the EEO plan, and state and federal non-discrimination laws

• FCC faculty and administrators, along with representatives from HR, conducted recruitment workshops with graduate

students at Fresno State to highlight teaching at a community college as an attractive career choice Selection

• Monitoring selection committees for diversity and training frequently in Equal Employment Opportunity, Equity-

Mindedness, and Unconscious Bias

• Monitoring candidate pools for diversity at each stage of the process to identify potential barriers for specific under-

represented groups

• Encouraging all hiring committees to utilize Skype, Scopia, or other technological formats for interviewing non-local

candidates

• Office of Human Resources has developed a bank of sample equity-minded interview questions to assist hiring committees

in developing interview questions that will better assess an applicant’s ability to support our diverse student population

• Revamped the EEO Training for Hiring Committees to include more training on unconscious bias and tools for identifying

equity-mindedness in candidate materials

Measures Taken

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Train & Retain

• Providing Diversity/Cultural Awareness/Sensitivity training for all employees
• Holding Districtwide Diversity Events at individual campuses to highlight and celebrate the diversity of our campus and

local communities

• Conducting Diversity and Inclusion Climate surveys each year which are used in part to determine future action items to

further cultural competence and diversity

• Revised our District Administrative Regulations on Nondiscrimination, Prohibition of Harassment, Equal Employment

Opportunity and Commitment to Diversity

• Maintaining and currently revising a District Diversity, Inclusion, and EEO webpage to consolidate related information

across the District, making it easier to share diversity, inclusion, and EEO news/information

• Provided input to, and reviewed early drafts of, the new EEO training module developed by the Foundation for Community

Colleges for the Vision Resource Center

• Hosted USC’s Center for Urban Education workshops for faculty and administrators on diversifying the faculty hiring

process EEO Advisory Committee

• Expanding committee membership and strengthen partnerships across the District to develop individuals outside of

Human Resources to champion our diversity efforts

Measures Taken

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Recommendations

Districtwide focus on increasing the applicant and new hire populations in:  Hispanic for all positions (applicant pools all increased in 2017-18, but remain

underrepresented)

 Asian/Pacific Islander for management positions (applicants increased 2% in 2017-18, but

remains underrepresented) *African-American applicant populations are representative of county demographics, but a continued Districtwide focus should remain on all minoritized groups.

Outcome of 2017-2018 recruitment and outreach efforts:

Hispanic applicant pool increased:  7% for classified positions  15% for faculty positions and  8% for management positions

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Recommendations Continued

• Work closely with Academic and Administrative Hiring Committees on unconscious bias awareness and use of equity-minded

interview questions and screening rubrics

• Continue to expand recruitment efforts in publications/websites for professional minority groups (higher education & community)
• Continue to engage with different local minority civic and community based organizations.
• Market employee recruitment on radio stations that have high ethnic demographics (multiple languages) and/or ethnic

publications

• Continue to attend minority career fairs and connect with local and national professional minority organizations
• Use diverse images and post testimonials on the HR/Career page from employees from monitored groups
• Continue to partner with different campus groups such as the Latino Faculty and Staff Association for suggestions and connections

for outreach and recruitment

• Continue to review the recruitment materials and processes for potential barriers to minoritized groups
• Identify possible incentives for hard-to-fill positions (may need to be negotiated)
• Provide training for the Board of Trustees and the Personnel Commission on their role in the elimination of bias in the

employment process

• Host additional workshops with CUE for advanced training for managers and faculty on diversifying the faculty hiring process
• Increase districtwide emphasis on faculty internship opportunities and identify a person to spearhead this effort
• Continue to analyze demographics of applicant pools as applicants move through the process and discuss with hiring committee

chairs and College Presidents possible non job related barriers that may be influencing the recruitments

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Districtwide Workforce EEO Data Analysis

County Demographics, 2017 Census: https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF Districtwide Student Demographics, Fall 2018 Districtwide Employee Demographics, February 2019 3.30% 0.70% 1.30% 63.60% 29.50% 1.70% 10.00% 0.40% 4.70% 52.40% 30.20% 2.20% 2.10% 1.10% 3.10% 56.90% 35.10% 1.80% 3.80% 0.80% 5.90% 53.70% 33.10% 2.50% 8.70% 1.00% 4.60% 19.60% 52.00% 14.00% 10.90% 0.50% 4.00% 58.90% 22.20% 3.40% Asian/Pacific Islander American Indian/Alaskan Native African American/Non-Hispanic Hispanic White/Non-Hispanic Multi-Racial/Unknown Tulare County Fresno County Madera County Kings County District Workforce District Students

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Districtwide EEO Data Analysis

Applicant Data

Classified (Graphs 1.1, 1.2) Faculty (Graphs 1.3, 1.4) Management (Graphs 1.5, 1.6)

Total applicants increased 7.8% in 2017-2018 Marked improvement shown in all traditionally underrepresented groups 2017-18 was a good year for applicant data Increasing trends observed in Asian/Pacific Islander group over the past three years; Hispanic (with the exception of 2016-17) African- American/Non-Hispanic, and American Indian/Alaskan Native groups have held consistent over the analyzed period White/Non-Hispanic group recorded a significant drop of 17.6% in 2017- 2018 and the Hispanic group showed a significant increase which nearly doubled in size in 2017-18 over the prior year A notable increase (8%) in Hispanic applicants were recorded and a significant decrease (9.3%) in White/Non-Hispanic applicants were recorded in 2017-2018 over the prior year Notable increases in the “Unknown” group since 2015-2016 Notable increases in applicants from Asian/Pacific Islander and African- American groups in 2017-2018 Still predominantly female

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Districtwide EEO Data Analysis

New Hire Data

Classified (Graphs 1.7, 1.8) Faculty (Graphs 1.9, 1.10) Management (Graphs 1.11, 1.12)

2017-2018 showed marked increases for Asian/Pacific Islander and Multi-Racial groups Overall increasing trend in White/Non-Hispanic population since 2012-2013 Numbers have significantly fluctuated over the years The Hispanic group continues to see an increasing trend Hispanic and Asian/Pacific Islander both significantly declined in 2015- 2016, but Asian/Pacific Islander has experienced an increasing trend since that time. Hispanic group is experiencing a declining trend. White/Non-Hispanic continues to record largest percentage, but recorded a significant drop (48%) in 2017-2018 and currently shares the largest representation (33.3%) with the Multi-Racial group After remaining fairly consistent

• ver the prior period, the classified

staff showed a significant increase in female new hires in 2017-2018 After demonstrating a steadily increasing trend since 2014-2015, the Multi-Racial group showed a significant drop in 2017-2018 After reaching a perfect 50/50 gender ratio in 2016-2017, a significantly larger number of males were hired in 2017-2018

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Districtwide EEO Data Analysis

Workforce Data

Classified (Graphs 1.13, 1.14) Faculty (Graphs 1.15, 1.16) Management (Graphs 1.17,

1.18) Has become more diverse over the analyzed period Predominately White/Non- Hispanic, but with significantly decreasing percentages since 2015 Percentages show stability in most groups over the five-year period analyzed White/Non-Hispanic percentages continue to decrease All other workforce groups have shown a slight increasing trend Slight increasing trend observed in the African-American/Non-Hispanic population Asian/Pacific Islander and Multi- racial groups have steadily increased Slight decreasing trend observed in Asian/Pacific Islander group African-American/Non-Hispanic and Hispanic numbers have remained fairly consistent White/Non-Hispanic group remains the largest population

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Fresno City College Workforce EEO Data Analysis

County Demographics, 2017 Census: https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF Districtwide Student Demographics, Fall 2018 Districtwide Employee Demographics, February, 2018 10.00% 0.40% 4.70% 52.40% 30.20% 2.20% 8.5% 1.0% 6.0% 17.7% 52.7% 14.1% 12.70% 0.50% 5.30% 57.70% 20.30% 3.50% Asian/Pacific Islander American Indian/Alaskan Native African American/Non-Hispanic Hispanic White/Non-Hispanic Multi-Racial/Unknown Fresno County FCC Workforce FCC Students

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Fresno City College EEO Analysis

New Hire Data

Classified(Graphs 2.1, 2.2) Faculty (Graphs 2.3, 2.4) Management (Graphs 2.5,

2.6) Overall decreasing trend in White/Non-Hispanic group over five-year period analyzed Shows a steady upward trend in the White/Non-Hispanic group since 2013-2014 Management dataset too small to display for the period from 2013-2017 Overall increasing trend in percentage of the Hispanic and Multi-Racial groups Decrease in overall Hispanic representation There were six (6) new management hires in 2017-18 and the representation was very diverse Asian/Pacific Islanders have demonstrated a decreasing trend Asian/Pacific Islander and African- American demographics are similar to county and student demographics Gender distribution has remained fairly consistent with females making up 57.1% of the population Gender distribution has fluctuated

• ver the years and is currently

well-balanced

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Fresno City College EEO Analysis

Classified (Graphs 2.7, 2.8) Faculty (Graphs 2.9, 2.10) Management (Graphs 2.11,

2.12) Slightly increasing trends in Hispanic, and Multi-racial populations Remains predominately White/Non-Hispanic, but is showing a decreasing trend After maintaining fairly consistent trends in the African-American, and Hispanic groups, they both demonstrated significant increases in 2019. Notable decreasing trend in White/Non-Hispanic percentages Slight increasing trend recognized in Multi-racial group Fairly stable numbers for African- American, Asian/Pacific Islander, and American Indian populations Relatively stable numbers for all

• ther minoritized and

underrepresented groups White/Non-Hispanic and Multi- Racial groups have decreased over the analyzed period Females represent 61.2% of the population Gender distribution is well- balanced at 49.3% female/50.5% male

Workforce Data

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Reedley College Workforce EEO Data Analysis (RC, MCCC, OCCC)

County Demographics, 2017 Census: https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF Districtwide Student Demographics, Fall 2018 Districtwide Employee Demographics, February 2019 10.00% 0.40% 4.70% 52.40% 30.20% 2.20% 2.10% 1.10% 3.10% 56.90% 35.10% 1.80% 8.0% 1.5% 2.7% 26.3% 47.5% 14.4% 5.60% 0.40% 2.10% 73.00% 16.60% 2.40% Asian/Pacific Islander American Indian/Alaskan Native African American/Non-Hispanic Hispanic White/Non-Hispanic Multi-Racial/Unknown Fresno County Madera County RC Workforce RC Students

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Reedley College EEO Analysis (RC, MCCC, OCCC)

New Hire Data

Classified (Graphs 3.1, 3.2) Faculty (Graphs 3.3, 3.4) Management (Graphs 3.5, 3.6) Hispanic and White/Non-Hispanic are largest groups represented at 34.8% and 39.1% respectively White/Non-Hispanic, Hispanic, and Asian/Pacific Islander are showing an increasing trend over the past several years Management data set is too small to display Decreasing trend in Hispanic since 2015-2016 and fluctuating numbers

• ver the time period for White/Non-

Hispanic, Asian/Pacific Islander, and African-American groups African-American, Multi-Racial, and American Indian groups are not currently represented Multi-racial group has noted a decreasing trend over the analyzed period. After seeing a two year drop in females, 2017-2018 saw that percentage return to 66.7%

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Reedley College EEO Analysis (RC, MCCC, OCCC)

Classified (Graphs 3.7, 3.8) Faculty (Graphs 3.9, 3.10) Management (Graphs 3.11,

3.12) Fairly consistent trends are

• bserved

Remains predominately White/Non-Hispanic, but the trend is decreasing Demonstrate an increasing trend in White/Non-Hispanic, African- American, and Multi-racial percentages White/Non-Hispanic percentage has been decreasing, and Asian/Pacific Islander and Multi- racial groups have been increasing Promising trend with Asian/Pacific Islander, Hispanic, and Multi-racial groups all showing a slightly increasing trend Decreasing trend in Hispanic, Asian/Pacific Islander, and American Indian groups Females represent 62.5% of the population Fairly well-balanced gender distribution with females representing 54% of the population Gender distribution well-balanced at an even 50/50 representation

Workforce Data

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Clovis Community College Workforce EEO Data Analysis

County Demographics, 2017 Census: https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF Districtwide Student Demographics, Fall 2018 Districtwide Employee Demographics, February 2019 10.00% 0.40% 4.70% 52.40% 30.20% 2.20% 11.20% 0.30% 3.30% 15.50% 56.50% 13.20% 12.90% 0.70% 2.40% 42.80% 36.60% 4.60% Asian/Pacific Islander American Indian/Alaskan Native African American/Non-Hispanic Hispanic White/Non-Hispanic Multi-Racial/Unknown Fresno County CCC Workforce CCC Students

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Clovis Community College EEO Analysis

New Hire Data

Classified (Graphs 4.1, 4.2) Faculty (Graphs 4.3, 4.4) Management (Graphs 4.5,

4.6) 2017-2018 shows a much more diverse representation across groups with White/Non-Hispanic, Asian/Pacific Islander and Hispanic groups all represented at 28.6% each Predominately White/Non-Hispanic

• ver the period analyzed, but

showing a significant decreasing trend Management dataset is too small to display African-American and American Indian groups are not currently represented Hispanic and Asian/Pacific Islander, have all seen increased percentages since 2013-14 Females continue to represent the majority of the population at 71.4% Gender distribution currently well- balanced at an even 50/50 representation

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Clovis Community College EEO Analysis

Classified (Graphs 4.7, 4.8) Faculty (Graphs 4.9, 4.10) Management (Graphs 4.11,

4.12) Has become increasingly more diverse over the analyzed period Currently remains predominately White/Non-Hispanic, but showing a decreasing trend over the five- year period analyzed Increasing in overall diversity over five-year period with the White/Non-Hispanic population showing a decreasing trend Asian/Pacific Islander, African- American, and Multi-racial groups are showing increasing trends All other groups, except for American Indian/Alaskan Native are showing increasing trends Hispanic and Multi-racial groups are showing increasing trends Hispanic group demonstrating a consistent decreasing trend over the period analyzed Asian/Pacific Islander and African- American are showing decreasing trends Gender distribution is not balanced; females represent 69.6% of the population Females currently represent 58.8% of the population

Workforce Data

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District Office Workforce EEO Data Analysis

County Demographics, 2017 Census: https://factfinder.census.gov/faces/tableservices/jsf/pages/productview.xhtml?src=CF Districtwide Student Demographics, Fall 2018 Districtwide Employee Demographics, February 2019 10.00% 0.40% 4.70% 52.40% 30.20% 2.20% 7.70% 1.20% 2.40% 19.50% 53.80% 15.40% Asian/Pacific Islander American Indian/Alaskan Native African American/Non-Hispanic Hispanic White/Non-Hispanic Multi-Racial/Unknown Fresno County DO Workforce

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District Office EEO Analysis

Classified (Graphs 5.1, 5.2) Management (Graphs 5.3, 5.4)

Most populations have fluctuated over the period analyzed Management dataset is too small to display White/Non-Hispanic group has demonstrated an

• verall decreasing trend

2017-2018 showed marked improvements for Asian/Pacific Islander, American Indian/Alaskan Native, and Multi-Racial groups Gender distribution has evened out fairly well following a large disruption in 2016-2017; Females currently represent 56.3% of the population

New Hire Data

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District Office EEO Analysis

Classified (Graphs 5.5, 5.6) Faculty (Graphs 5.9, 5.10)

Decreasing trend for White/Non- Hispanic population since 2015 and increasing trends in Asian/Pacific Islander and Multi- racial populations Academic dataset is too small to display American Indian/Alaskan Native and Hispanic groups have remained relatively consistent throughout the analyzed period Males currently represent 59.3%

• f the population

Workforce Data

Management (Graphs 5.7,

5.8) Predominately White/Non- Hispanic and numbers have remained fairly consistent throughout the period analyzed Gender distribution is currently balanced at 50/50 representation