1. Equal Employment Opportunity and Affirmative Action Plan
Update

2. Imbedded in the District’s Mission Statement
The mission of the Iowa City Community School District is to ensure all students become responsible, independent learners capable of making informed decisions in a democratic society as well as in the dynamic global community; this is accomplished by challenging each student with a rigorous and creative curriculum taught by a diverse, professional, caring staff strengthened by collaborative partnerships with families and the entire community.

3. Comprehensive Equity Plan
OBJECTIVE:
The District shall increase the composition of underrepresented groups** in District administrative, certified and support staff with a particular focus on gender, race, & ethnicity.
Expected Results:
Achieve 15% composition of staff from underrepresented groups in all employee categories by 2020
Increase of applicants in job pool across all categories with an increased representation of underrepresented groups with a particular focus on gender, race, & ethnicity
Identify barriers in hiring process for applicants & eliminate where possible
Establish recruitment networks both within the state and nationally
Establish retention program
Establish exit interview process to provide feedback on areas of concern and accomplishment

4. Hiring Goals (Comprehensive Equity Plan)
Hiring goals not met:
Minority Teaching Staff
Goal is 15% (we are at 5.25%)
Goal: 5%
Minority Support Staff
Goal is 15% (we are at 16.65%)
Goal: 12.5%
Minority Administration
Goal is 15% (we are 12.00%)
Goal: 6%

5. Female Administrators (gender balanced)
– 68.09% (32/47)
– 69.57% (32/46)
– 54.72% (29/53)
– 56.86% (29/51)
– 50.00% (25/50)

6. Minority Staff – 6% Administrators
– 4.26% (2/47)
– 2.17% (1/46)
– 1.89% (1/53)
– 0.00% (0/51)
– 12.00% (6/50)*
*Denotes addition of Dean of Student positions

7. Minority Staff – 6% Certified Staff
– 3.98% (36/904)
– 3.84% (37/963)
– 4.24% (42/990)
– 4.33% (42/969)
– 5.25% (52/989)

8. Minority Staff – 10% Support Staff
– 10.41% (73/701)
– 11.69% (94/804)
– 10.59% (85/803)
– 10.55% (87/825)
– 16.65% (133/799)

9. Why is staff diversity important?
Even if the number of minority students in the District was not increasing, hiring a diversified staff is crucial, because it reflects the world in which our students will live and work. Diversification of staff is important in each one of our schools.

10. Will the minority candidates be “qualified?”
It is imperative the District does not lower hiring standards to accomplish these hiring goals. If all hiring criteria are equal, the directive for administrators and supervisors is to hire the minority candidate.

11. What’s next? Continue to monitor in 2016-2017
Continue to implement actions steps from the Equity Plan
Networking (working with the UEN, C3E, HERC, HBCUs & HSIs)

12. Questions?