C ALIFORNIA C OMMUNITY C OLLEGES C HANCELLOR ’ S O FFICE Equal Employment Opportunity & Faculty Diversity ACHRO Conference October 28, 2015 Presenters: Sheri Wright, Director of Human Resources (MiraCosta College) Thuy Nguyen, Interim General Counsel (CCCCO)

Exponential increase in FT faculty hiring not seen for nearly two decades –$63 million in FT faculty hiring –Healthier district budgets –Retirements Est. 1,100 new FT faculty this academic year Past ten years, only approx. 20% - 30% of FT faculty hires are from underrepresented communities Data & Research

Under-Represented Minority* Percentages by Student and Employee Types Fall Terms FIRST-TIME HIRES

Under-Represented Minority* Percentages by Student and Employee Types Fall Terms 2005 – 2014 TOTAL

Non-Whites* Percentages by Student and Employee Types Fall Terms 2005 – 2014 TOTAL

Percent of Graduate Degrees Conferred to Minorities by Sector * Source – DIVERSE MAGAZINE, ISSUES IN HIGHER EDUCATION, VOL. 32, NO. 13, Page 16.

Studies prove the educational benefits of a diverse faculty. Closing achievement gaps by 20-50% Fairlie, R. W., Hoffman, F., Oreopoulos, P. (2014). A Community College Instructor Like Me: Race and Ethnicity Interactions in the Classroom. American Economic Review, 104(8): Diversity Benefits Students

Faculty Women of Color Study of Community Colleges in Los Angeles and Orange Counties  37 full-time faculty members: instructional faculty, counselors, and librarians  35 were tenured faculty  Self identified African American, Asian American, Filipina/Pacific Islander, Latina/Hispanic, Middle Eastern, and Mixed Race HaMai, Truc. (2015). The “Other” Women: What About the Experiences of Women Faculty of Color in Community Colleges Dissertation of the Year Award by Council on the Study of Community Colleges.

Faculty Women of Color cont’d FINDINGS:  Experience multiple forms of marginalization.  College culture and climate was “chilly” and not as “warm” as those from research findings that sampled White women faculty  Despite expressing culture of their institutions as “political”, overwhelmingly satisfied in their faculty work. Commitment to serving underrepresented students and sense of responsibility to the community-at-large mediated or melted the chilliness. HaMai, Truc. (2015). The “Other” Women: What About the Experiences of Women Faculty of Color in Community Colleges Dissertation of the Year Award by Council on the Study of Community Colleges.

For Team Effectiveness

The Law – EEO Plans Cal. Title 5 § requires: Adoption of a written Equal Employment Opportunity (EEO) Plan Review of the plan at least every 3 years Annual written notice to community-based & professional orgs concerning the plan and need for assistance in identifying qualified applicants Data collection and review

The Law – EEO Advisory Committees Cal. Title 5 § 53005: Each community college district shall establish an EEO Advisory Committee to assist the district in developing and implementing the EEO plan.

The Law – Screening Committees Screening/selection committee shall be trained on: (a) federal and state law, including Title 5; (b) the educational benefits of workforce diversity; (c) the elimination of bias in hiring decisions; and (d) best practices in serving on a selection/screening committee. Cal. Title 5 § 53003(c)(4)

Chancellor’s Office Initiatives 1. Professional development: 3 Webinars and the November Summits 2. Peer review of EEO plans 3. Building the pipeline: “AA to MA Faculty Diversity Pathway” 4. Funding (re)allocation: 9 Multiple Methods

EEO Fund Title V § Equal Employment Opportunity Fund (min. 75%) “may be allocated to the districts in the following categories: (1) an amount proportional to the full-time equivalent students of each district to the total full- time equivalent students for all districts; (2) an equal dollar amount to each district; (3) an amount related to success in promoting equal employment opportunity. Multiple methods of measuring success shall be identified by the Chancellor working through the established Consultation Process.”

9 Multiple Methods Pre-Hiring I. Board policies & adopted resolutions - Diversity - Multi-cultural competency - Annual report II. Incentives for hard-to-hire areas/disciplines III. Focused outreach and publications IV. Role of District EEO Advisory Committee and EEO Plan - Implementation of plan

Hiring V. Procedures for addressing diversity throughout hiring steps and levels - Based on review of measurements, longitudinal study - Assessment of current hiring structure VI. Consistent and ongoing training for hiring committees - Educational value of diversity - Unconscious bias - Institutional mission and goals - Train the trainer - Legal requirements 9 Multiple Methods

Post-Hiring VII. Professional development focused on diversity - Employee orientations - Curriculum certificates - Workshops VIII. Diversity incorporated into criteria for employee evaluation and tenure review IX. Grow-Your-Own Programs - Mentoring - Leadership development, succession - Faculty diversity internship 9 Multiple Methods

BREAKOUT How can districts be graded on each of the measures? Is there anything missing that should be added as a multiple measure?

EEO Fund Allocation $767,000 Annual Budget $5,000,000 estimated FON Penalty **** Proposed: $767,000 (minus 25%) on FTES basis $5,000,000 (minus $500K for CCCCO):  $20,000/district for 9 MM  $50,000/district: Award to 3 districts (small, medium, and large)

EEO Plan – Peer Review Seeking volunteers to conduct peer review (by region) Will be trained on required elements of plans: New items to be included based on new Title V regs Obsolete items that should no longer be in plans

Peer Review Timeline – Proposed Oct/Nov – identify reviewers, develop rubric & conduct training Dec. 7 th EEO & Diversity Advisory Committee: Present timeline and Peer Review panels. Dec. through May – complete peer review of plans already submitted to CCCCO July through August, complete peer review of plans submitted by June 30 th Aug/Sept, Post sample plans on ACHRO website as a reference for Districts still working on plans

Summary 1. Allocation will change. 2. Same funding level (approximately), with opportunity for increase funding and competition. 3. Expectation that EEO Plans be submitted. 4. EEO Plans will be reviewed. 5. EEO & Diversity Advisory Committee (Dec. 7 th meeting)

Questions/Comments

Contact Information Chancellor’s Office Thuy Thi Nguyen Interim General Counsel (916) Sheri Wright (760)