O FFICE OF D IVERSITY AND I NCLUSION 24 January 2011

Diversity Quiz 1. The main issue for people with disabilities with regard to the workplace is? a. Accommodation b. Coworker discomfort c. Getting the interview d. All of the above

Diversity Quiz In a survey by Korn/Ferry International of 1,362 Fortune 500 executives, what percentage were women and what percentage were racial minorities? a. 2% women / 1% racial minorities b. 10% women / 5% racial minorities c. 20 % women / 10% racial minorities

Diversity Quiz In 1998, using the official definition, 38.6 million people were classified as poor. Most poor people in the U.S. were: a. Caucasian b. African American c. Hispanic

Diversity Quiz 17. The U.S. Census Bureau predicts that by the year 2004, the average worker will be how old? a. 47 b. 32 c. 41

Diversity Quiz 10. How many languages are currently estimated to be spoken in California? a. 39 b. 57 c. 80

Changing Demographics The last 25 years have brought many demographic changes to the United States, “The U.S. is getting bigger, older, and more diverse.” The United States, the third most populous country globally, will double its population by 2050

Changing Demographics The US is Getting Older The population age 55–64 years of age, is projected to be the fastest growing segment of the adult population during the next 10 years. Between 2004 and 2050 the population 65–74 years of age will increase from 6 to 9 percent The population 75 years and over will increase from 6 to 12 percent. By 2040 the population 75 years and over will exceed the population 65–74 years of age.

Changing Demographics Minorities, about one-third of the U.S. population, are expected to become a majority by 2042 Hispanics, including immigrants and their descendants as well as U.S.-born residents whose American roots stretch back generations, are expected to account for the most growth among minorities. The black and Asian populations are each expected to increase about 60 percent, with the black share rising from 14 to 15 percent by 2050 and the Asian share jumping from 5 to 9 percent The number of people who identify themselves as being from two or more races is also expected to grow, more than tripling to 16.2 million, or 4 percent of the population. By contrast, the non- Hispanic, single-race white population is expected to grow by less than 2 percent, reducing its share of the overall population from 66 to 46 percent. Washington Post

Diversity Challenge Managing Diversity – a Changing Dynamic Managing diversity is more than simply acknowledging differences in people. It involves recognizing the value of differences, and promoting inclusiveness.

Office of Diversity and Inclusion The position of Chief Diversity Officer filled in October 2010 The Office of Diversity & Inclusion created November 2010 Charged with strengthening the University tradition of diversity by developing and implementing a strategic and integrated approach to advancing a University-wide climate that respects, values and supports the academic, social and personal development of diverse faculty, staff and students.

Office of Diversity and Inclusion Primary Focus Review and revise where appropriate – sexual harassment – anti-discrimination grievance procedures Develop and deliver Sexual Harassment training Review and revise where appropriate search process Review and revise the University Affirmative Action process to ensure compliance with federal regulations In collaboration with the University Diversity Committee and Council develop a diversity strategy

Office of Diversity and Inclusion Sexual Harassment Training Consider the laws that prohibit harassment Recognize the specific forms of harassment Know who can commit harassment Recognize who can experience harassment Understand under what conditions harassment can occur

Office of Diversity and Inclusion Search Process Continue to ensure search committee diversity Ensure outreach strategy is submitted by hiring Manager/Search Committee is submitted to Office of Diversity and Inclusion prior to position posting Monitor candidate pool for diversity prior to selection of applicants for interview Monitor for diversity in the final selection process e.g., finalist pool. Evaluate effectiveness of outreach efforts. Encourage the utilization of Interview Exchange Ensure hiring manager\search committee compliance with the capturing of required AA data when Interview Exchange is not utilized Automate Self Identification process Automate the capturing of applicant flow information

Office of Diversity and Inclusion AA Process Internal Dissemination of the University’s Affirmative Action Plan, EEO and anti- discrimination policies. Distribute annually AA plan copies to the Chancellor, Senior Officers, Department Chairs and Program Directors. Develop and deliver AA training. Implement annual University-wide communication (Broadcast to UMASS Boston) of the Board of Trustees and Chancellor Statement on Affirmative Action and Equal Opportunity. External Dissemination of AA Commitment Ensure continued commitment to Affirmative Action and diversity through print and electronic media. Include messaging of individuals with disabilities and veterans in advertisements and publications. Revise affirmative action\diversity website to include revised diversity, affirmative action, equal opportunity statements. Review and revise where appropriate the University’s reasonable accommodation process for faculty, staff, students and visitors to the campus. Position website as a standalone with increased diversity related messaging

Office of Diversity and Inclusion Diversity Strategy Conduct an assessment of diversity needs and develop a diversity statement and mission. Create a clear, quantifiable, and achievable diversity and inclusion strategy Communicate the diversity strategy throughout the University

DONE

QUESTIONS

“How far you go in life depends on your being tender with the young, compassionate with the aged, sympathetic with the striving and tolerant of the weak and strong. Because someday in your life you will have been all of these. ” Washington Carver