1. Division of Diversity and Community Engagement Associate Vice President Linda Millstone, MPA, SPHR August 2013

2. The Division of Diversity and Community Engagement (DDCE) was established in 2006 by President Powers to create and support a campus climate that reflects the people, geography, history, and culture of the State of Texas while allowing students, faculty, and staff to flourish and achieve high levels of success. DDCE’s core values are diversity, community engagement, inclusion, integrity, leadership, partnerships and social justice.

3. DDCE has Four Strategic Goals: Campus Culture: advance efforts to create an inclusive, accessible and welcoming culture on campus. Community Engagement: cultivate mutually beneficial community university partnerships that further UT’s mission to serve Texas and beyond with an emphasis on historically and currently underserved communities.

4. DDCE Strategic Goals cont. Pre-K – Graduate/Professional School Pipeline: create a successful pathway for first generation and under-represented students as they educationally progress. Research: serve as a national model for the creation of knowledge about and best practices for diversity and community engagement through scholarship, teaching, policy development, programs, and services.

5. Strategies for Identifying and Recruiting Faculty

6. Strategies for Searching and Recruiting Faculty Search strategies should be guided by department’s and university’s strategic plan. Position description should state strategic priorities, so that potential candidates will be knowledgeable, be attracted to the department, and be cognizant of reasons for department’s interest. Criteria for selection should be agreed upon by department before the search begins. Source: Vincent, G.J. & Wampold, B.E. Strategies for Searching & Recruiting. retrieved at https://admin.engr.wisc.edu/hr/facstrategy.php on 8/2/07https://admin.engr.wisc.edu/hr/facstrategy.php

7. Strategies for Identifying and Recruiting Faculty Every contact with applicants or potential applicant should be considered a key recruitment opportunity. Treat each person as if he/she will be the applicant to whom the position is offered. The charge and composition of the search committee are keys to successful recruiting.  Identify faculty who are committed to diversity and excellence  Include women and people of color, but remember to take into account their added service load in other assignments The Chair should coordinate with search committee, clarifying roles and responsibilities. The process of the search, screen, interview, and offer should be clear to applicants, especially finalists. All applicants should be aware of departmental contact and contact person should be available to applicants.

8. Strategies for Identifying and Recruiting Faculty Be consistent in the treatment of applicants and be sure to document the entire search and selection process. Carefully plan the campus visit, using the many resources on campus and in the community to make the candidates feel welcome.

9. Campus Climate Equity and Access  Office of Institutional Equity  Services for Students with Disabilities  Americans with Disabilities Act Coordinator

10. Office of Institutional Equity Katherine Antwi Green is Assistant VP and Director Co-Chair of Campus Climate Response Team Policies and processes may be found at www.utexas.edu/eos www.utexas.edu/eos Policies track state/federal categories but expanded to include sexual orientation, gender identity and gender expression

11. Equal Opportunity What Can You Do to Help?  Policies require each administrator, university official or supervisor to refer discrimination (including sexual harassment) complaints to the Office of Institutional Equity.  Disability related complaints are referred to ADA Coordinator  Consult !  Training New employees must take training within 30 days; All employees must take training every two years.

12. Services for Students with Disabilities SSD’s main office phone is 471-6259 Over 1800 students registered With support documentation, SSD provides academic accommodations – letters to faculty; training http://ddce.utexas.edu/disability/

13. Services for Students with Disabilities Faculty with questions should contact SSD Issues: graduate work and practicum experiences Accommodations for student employees are provided by the ADA Coordinator

14. Accessibility Linda Millstone is the ADAAA Coordinator, Section 504 Coordinator and Electronic Information Resource Coordinator Americans with Disabilities Act Amendment Act (ADAAA) Section 504 of the Rehabilitation Act of 1973 url: www.utexas.edu/diversity/about/adaaa.php

15. Accessibility Employer must make reasonable accommodation. ADAAA stresses interactive process. Individual must be able to perform all the essential functions of the position with the accommodation. Not doing the work is not an accommodation. Cannot create undue hardship for employer Workplace accommodations provided through ADA Coordinator

16. Accessibility-EIR Activities Texas Administrative Code 206/213 and DIR Accessibility Rules Items covered:  Software Applications and Operating Systems  Web Sites  Telecommunication Products  Video and Multimedia Products  Self Contained, Closed Products  Desktop and Portable Computers

17. Accessibility Cont. University Plan includes  Identification of all electronic information resources (EIRs)  Which ones are accessible  How is the university going to mitigate those that are not accessible

18. Accessibility Cont. How can you help  Email to all tech deans Touch screens in classrooms  Remind faculty to caption  Make sure your webmasters know 508 standards and are applying them to your web sites. Deans will get periodic statistic reports  Ensure that all sites containing rules, policies, etc. are 508 compliant

19. Conclusion Consult! Linda’s contact information: 471-2437