Action Plan for Workplace Diversity at HSU – Spring 2016 Update

Supporting Diversity
March 11, 2016
Submitted by: 
Melisa Meiris, Office of Diversity & Inclusion

In 2009, HSU began implementing an Action Plan for Faculty Diversity. In 2014, that plan was expanded and adapted to include a broader focus on the whole campus, including staff and administrator positions. Progress toward the goals outlined in HSU’s Action Plan for Workplace Diversity continues. In the last year, we have continued to implement the activities which began in January 2014, including:

  • Reviewing and reforming vacancy announcements and recruitment materials, with an aim of emphasizing capacity to contribute to HSU’s diversity goals as a key element of all positions on campus.
  • Instituting broader advertising and outreach requirements for all positions, with an emphasis on targeted outreach and expanding the diversity of our applicant pools. We have also begun to analyze outreach venue success rates, and are adapting our venues and procedures accordingly.
  • Implementing a mandatory, 2-hour Avoiding Unconscious Bias in the Hiring Process workshop for all hiring authorities and search committee members, to be completed every two years. To date, more than 1,000 staff, faculty, and administrators have participated in these workshops.
  • Beginning in January 2016, implemented a 2-hour “recertification” workshop on avoiding unconscious bias in the hiring process, designed for those needing to take the workshop a second time.
  • Continuing to gather and analyze available data regarding faculty diversity. Since the Action Plan for Faculty Diversity was implemented in 2009, there have been some promising changes. For example, from 2010-2014, women comprised 60% of newly appointed tenure-line faculty (a 40% increase over the five years prior), and People of Color comprised 21% of newly appointed tenure-line faculty (a 50% increase over the five years prior).

Upcoming projects relative to workplace diversity include expanding our data analysis to include staff and administrator positions, developing a Diversity Search Advocate program to further equitable hiring processes, and a renewed focus on equity and retention initiatives, including supporting identity-based employee resource groups.