Building the Diversity Pipeline

CIO Fall Conference October 29, 2015

Presenters:Ding-Jo Currie, Ed.D – Distinguished Faculty, California State University, Higher Education LeadershipFormer Chancellor, Coast Community College DistrictThuy Thi Nguyen, J.D. – CCCCO Interim General CounselJulie Kossick, J.D. - District Director, Human Resources, NOCCDAngela Hoppe-Nagao, Ed.D – Cerritos College Faculty

Moderated by: JoAnna Schilling, Ph.D – CIO, Cerritos College

Image by Lindsay Kaye Weinger

A B

CALIFORNIA COMMUNITY COLLEGES

CHANCELLOR’S OFFICE

Building the Diversity Pipeline

Thuy Nguyen, Interim General Counsel

Under-Represented Minority* Percentages by Student and Employee TypesFall Terms 2005 - 2014

FIRST-TIME HIRES

Under-Represented Minority* Percentages by Student and Employee TypesFall Terms 2005 – 2014

TOTAL

Fall 2005 Fall 2006 Fall 2007 Fall 2008 Fall 2009 Fall 2010 Fall 2011 Fall 2012 Fall 2013 Fall 20140%

10%

20%

30%

40%

50%

60%

All Students

Classified

Administrator

Tenure/Tenure-Track Faculty

Academic, Temporary

* Under-Represented Minority: Black, Hispanic, Native American, and Pacific Islander Non-Under-Represented Minority: Asian, Multirace, Unreported, and White

Non-Whites* Percentages by Student and Employee TypesFall Terms 2005 – 2014

TOTAL

Fall 2005 Fall 2006 Fall 2007 Fall 2008 Fall 2009 Fall 2010 Fall 2011 Fall 2012 Fall 2013 Fall 20140%

10%

20%

30%

40%

50%

60%

70%

80%

Students

Classified

Administrator

Tenured/Tenure Track

Academic, Temporary

* Non-White: Asian, Black, Hispanic, Multirace, Native American, and Pacific Islander White: Unreported and White

Percent of Graduate Degrees Conferred to Minorities by Sector

* Source – DIVERSE MAGAZINE, ISSUES IN HIGHER EDUCATION, VOL. 32, NO. 13, Page 16.

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

Chancellor’s Office Initiatives

1. Professional development: 3 Webinars and the

November Summits)

2. Peer review of EEO: Equal Employment

Opportunity plans

3. Building the pipeline: “AA to MA Faculty Diversity

Pathway”

4. Funding (re)allocation: 9 Multiple Methods

EEO Fund

Title V § 53030Equal 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

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): 2567-2591.

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 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. 2015 Dissertation of the Year Award by Council on the Study of Community Colleges.

For Team Effectiveness

The Law

Education Code § 87100:

“a work force that is continually responsive to the needs of a diverse student population [which] may be achieved by ensuring that all persons receive an equal opportunity to compete for employment and promotion within the community college districts and by eliminating barriers to equal employment opportunity.”

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)

The Law – Data Analysis

Cal. Title 5 § 53003(c)(6)

Longitudinal analysis of the district’s employees and applicants, broken down by number of persons from monitored group status… to determine whether additional measures are required pursuant to Section 53006 and to implement and evaluate the effectiveness of those measures.

The Law – Rejecting the Finalists

Cal. Title 5 § 53024

The governing board or its designee shall have the authority to make all final hiring decisions based upon careful review of the candidate or candidates recommended by a screening committee. This includes the right to reject all candidates and to order further review by the screening committee or to reopen the position where necessary to further achievement of the objectives of the EEO plan or to ensure equal employment opportunity.

Contact Information

Chancellor’s Office

Thuy Thi NguyenInterim General Counsel

(916) 445-6272tnguyen@cccco.edu

Why Diversity MattersDr. Ding-Jo Currie

Why Diversity?Leaders’ Perspectives

WHY DIVERSITY?

We are incomplete without diversity!

Why Diversity? A functioning system of cooperation

Why Diversity? Justice

We achieve justice for ALLwhen we have theparticipation of ALL

Why Diversity?Inspiring Divergent Thinking…

Divergent thinking derived from exposure

to new environment, people, activities, etc. that challenge our senses, habits, perceptions, and existing knowledge base.

Why Diversity?Achieve Unity

Unity derives from diversityOur Ability to reach unity in diversity will be the perfect present for

the test of our civilization.GANDHI

Why Diversity? Success for Students and Colleges

Creating a Culturally Competent CampusAngela Hoppe Nagao, Ed.D.

BACKGROUND

• Community college student populations continue to evolve (AACC, 2013).

• Significant achievement gap amongst ethnic groups (Moore & Shulock, 2010).

• Although faculty value diversity (Milem & Hakuta, 2000), they make few changes in response to diversity (Maruyama & Moreno, 2000).

• Student relationships with institutional agents are key for student engagement and learning (Lunderg & Schreiner,

2004; Umbach & Wawrzynsk, 2005).

CHALLENGES

• Need to develop culturally competent college graduates (AACU, 2015).

• Yet less than 10% of college graduates have necessary skills (Clifford, 2004).

• College campuses may lack cultural competence (Valnetine, Prentice, Torres, & Arellano, 2012).

• Faculty report feeling unprepared for culturally diverse classrooms (Valentine et al., 2012).

• Campuses today are “culturally complicated” (Bennett & Salonen, 2007).

• Diversity can enhance the work environment, but diversity without cultural competence can increase workplace challenges (Livermore, 2014).

Demographic DivideCalifornia Community College Chancellor’s Office Data Mart, 2014

THOUGHT TO PONDERWhen practitioners lack knowledge of their student's cultural lives, they are severely limited in their capacity to adapt their actions and be responsive to the particularities of the situation as these individual students experience it.

Bensimon (2007)

STRATEGY

• How do we create a culturally competent campus?AssessmentTrainingBrandingHiring

STRATEGY

• ASSESSMENT• Qualitative

How are we hiring and promoting with consideration of one’s cultural competence?

To what degree do we have diverse representation from various cultures on our teams and committees?

What would our students say about our cultural competence?

• QuantitativeAnnual assessment using reliable, valid

instrument.

STRATEGY

• TRAINING• Ongoing, annual training in cultural competency for

all members.• Training must emphasize:

• Culture specific information about campus groups.

• Cultural general knowledge for broad range application.

• To be effective, training must provide a safe place for participants.

• Integrate training into college certificate programs, new faculty and employee orientations.

BRANDING

• Create campus initiatives to “brand” your institution as a leader in cultural competency.

• Tap into the strengths and opportunities that exist within your diverse populations and locations.

• Develop campus themes to celebrate diversity.• Success Programs:

• Santa Ana’s ADELANTE PROGRAM and San Francisco’s African American Scholastic Programs (AASP)

• Leadership Academy’s: UCLAs The California Veterans Leadership Academy

HIRING

• Create a culturally intelligent campus to attract diverse talent.

• Recruit diverse applicants.• Develop diverse hiring committees. • Provide thorough training on the value of

diversity, implicit bias, and best practices.• Create meaningful measures of cultural

competency for applicants because diversity without cultural competency continues to foster challenges.

AACC (2015) core values affirm diversity as essential for an enriching educational experience and to foster a culture of equity and inclusion.

Contact InformationAngela Hoppe Nagao, Ed.D.

Cerritos College562-860-2451

anagao@cerritos.edu

Institutional Commitment to DiversityFive Year Report

2010/2011 – 2014/2015

Julie Kossick

1. California Community College System vs. North Orange County CCD Demographics

2. Recruitment Efforts3. Applicant Data4. Employee Demographics5. Institutional Commitment to Diversity

NOCCCD STUDENT VS. EMPLOYEEFALL 2014

CCC STUDENT VS. EMPLOYEEFALL 2014

Recruitment EffortsACCCAAsiansinHigherEd.comBlacksinHigherEd.comCalJobs.ca.govCASBOCCCRegistry.orgChronicle of Higher EducationCommunityCollegeJobs.comDisabledinHigherEd.comDisabledPerson.comDiverseEducation.comEdJoin.comEl Mundo LatinoHigherEdJobs.comHispanicsinHigherEd.comIMDiversity.com

Indeed.comInsideHigherEd.comLatinosinHigherEd.comLGBTinHigherEd.comLos Angeles RegisterMonster.comNativeAmericansinHigherEd.comNOCCCD WebsiteOC RegisterThe Press Enterprise (Riverside)Simplyhired.comThe Progressive WomanThe Veteran JournalTribalCollegeJournal.comVeteransinHigherEd.comWomeninHigherEd.com

Sample list – does not represent all recruitment efforts

District-Wide - All Applicants

DISTRICT-WIDE - HIRED

DISTRICT SERVICES - ALL APPLICANTS

DISTRICT SERVICES - HIRED

EMPLOYEE DEMOGRAPHICS

DISTRICT-WIDE - EMPLOYEES

DISTRICT SERVICES - EMPLOYEES

DEVELOPING AND MAINTAINING INSTITUTIONAL COMMITMENT TO

DIVERSITY

BP 7100 – Commitment to Equal Employment Opportunity and Diversity

Chancellor’s Goal for 2015/16 - Diversity: Update the EEO Plan as it relates to faculty and staff hiring.

Job Fairs CCC Registry – January 2016

Professional development and leadership opportunities Equal Employment Opportunity Plan (update 2016-2018) District Equal Employment Opportunity Advisory (EEOA)

Committee Recruiting efforts District-wide EEO Committee training – September 2015

DEVELOPING AND MAINTAINING INSTITUTIONAL COMMITMENT TO

DIVERSITY On-line applicant tracking system effective July 2015 District hiring procedures require applicants to demonstrate a

sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender, sexual orientation, and ethnic backgrounds of community college students

Added “Commitment to Diversity” to Minimum Qualifications for all job postings.

Added District’s Commitment to Diversity statement to all job postings.

AB 1825 harassment and discrimination training Timely and thorough investigations of complaints “Hire Me” Workshops – January 2016 Incorporate the elimination of bias in hiring and employment

training Demographic data to be included in selection committee training

CYPRESS COLLEGE2014-15 CAMPUS DIVERSITY ACTIVITIES

Establishment of Annual Diversity Theme and Flyer Monthly Library/LRC display case assignments

celebrating diversity One Time Diversity Committee Funding Events Establishment of Keynote Speaker series for Spring

Opening Day Sponsorship of Push Girls presentation by Ms. Tiphany

Adams Sponsorship of Black History Month speaker, former

Black Panther member Aaron Dixon. Establishment of Cypress College Celebrating Diversity

Award

FULLERTON COLLEGE2015-16 CAMPUS DIVERSITY ACTIVITIES

Fall 2015¡Bienvenidos! Resource fairLatino Students ForumLGBT Students ForumFilm – “Latino Americans”Film – “Stonewall Uprising”Dia De Los Muertos (Day of the Dead) celebrationVeterans Awareness Month activitiesFilm – “We Shall Remain”Kwanzaa Celebration

Spring 2016African American ForumBeat CaféFilm – “The African Americans”California African American Museum tourWomen’s forumAsian and Pacific Islander ForumMuseum of Tolerance TourSexual Assault Awareness Month activitiesWorldfestKindercaminata

SCE2015-16 CAMPUS DIVERSITY ACTIVITIES

Cultural Intelligence training series Universal Design program for faculty and staff Training during Autism Week and Disabled Student Month Yearly retreat for LEAP faculty ESL Multi-Cultural Fair Training for LEAP, ESL and Basic Skills faculty focused on

instruction and study skills that equalizes and diminishes challenges students face

DSS Transition Night facilitates support for independent living and workforce entry

Collaborate with credit faculty on programs including, The Building Connections, Adult Career and Transition Program, math Co-Lab, ESL Citizenship and Academic Success Programs, CTE iBest course pilot, Gilbert West Basic Skills and High School diploma programs

Discussion