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. Hiring Goals (from 2013-2014 EEO Report)
Hiring goals achieved:
Male Elementary Teachers
16.10%
Gender Balance among administrators
56.86% female administrators
Hiring goals not met:
Minority Teaching Staff
Goal is 5% (we are at 4.33%)
Minority Support Staff
Goal is 12.5% (we are at 10.55%)
Minority Administration
Goal is 6% (we are 0%)

4. Male Elementary Teachers (regular classroom*)-15%
– 15.89% (61/384)
– 15.00% (59/394)
– 16.14% (66/409)
– 15.99% (67/419)
– 16.10% (66/410)
*Does not include special education, reading, Title I, instructional coaches, instrumental music, ELL, ELP, preschool

5. Female Administrators (gender balanced)
– 72.09% (31/43)
– 68.09% (32/47)
– 69.57% (32/46)
– 54.72% (29/53)
– 56.86% (29/51)

6. Minority Staff – 6% Administrators
– 4.65% (2/43)
– 4.26% (2/47)
– 2.17% (1/46)
– 1.89% (1/53)
– 0.00% (0/51)

7. Minority Staff – 6% Certified Staff
– 3.53% (32/907)
– 3.98% (36/904)
– 3.84% (37/963)
– 4.24% (42/990)
– 4.33% (42/969)

8. Minority Staff – 10% Support Staff
– 9.22% (63/683)
– 10.41% (73/701)
– 11.69% (94/804)
– 10.59% (85/803)
– 10.55% (87/825)

9. Why is staff diversity important?
Even if the number of minority student 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.

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 2015-2016
Implement changes from the Equity Plan
Networking (working with the UEN & C3E)
Collecting state and national data

12. Questions?