All Strategies
Strategy K: Systematically review and monitor hiring practices and identify how diversity, inclusion, and cultural and linguistic competence are addressed at every stage of the process from recruitment to interviewing to hiring.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Systematically review and monitor hiring practices and identify how diversity, inclusion, and cultural and linguistic competence are addressed at every stage of the process from recruitment to interviewing to hiring. This could be completed by Board of Directors, a Diversity and Inclusion Committee, or other entity not directly responsible for hiring.
Updated On 09/21/2018
Strategy L: Provide thorough orientation to all new staff and faculty, recognizing that new staff may not be aware of the resources within the Center/Program, University, and surrounding community.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Provide thorough orientation to all new staff and faculty, recognizing that new staff may not be aware of the resources within the Center/Program, University, and surrounding community. Provide resources to help all new staff feel welcomed and comfortable. Provide training on topics such as transportation, benefits, travel, communication, teaching culture of working in a professional organization, what to do if there is a conflict of interest and/or a difference of opinion about advocacy or policy, how to access systems such as email, Blackboard, etc. This ensures new staff feel welcomed and more equal to existing staff.
Updated On 09/21/2018
Strategy M: Develop job descriptions for all employees to include responsibilities in the area of diversity, inclusion, and cultural and linguistic competence.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Develop job descriptions for all employees to include responsibilities in the area of diversity, inclusion, and cultural and linguistic competence.
Updated On 09/21/2018
Strategy N: Recruit employees who are representative of partnering communities and have the needed skills and experiences.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Recruit employees who are representative of partnering communities and have the needed skills and experiences. Provide additional financial benefit in compensation package to affirm and honor those additional skills and experiences.
Updated On 09/21/2018
Strategy O: Increase outreach to young professionals in recruitment efforts, providing information about organizational structure and opportunities.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Increase outreach to young professionals in recruitment efforts, providing information about organizational structure and opportunities. Many young professionals are not aware of career and support options in academic environments.
Updated On 09/21/2018
Strategy P: Support development of Employee Resource Groups within workplace.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Support development of Employee Resource Groups within workplace.
Updated On 09/21/2018
Strategy Q: Navigate how to pay people with disabilities for their work without negative impact on federal benefits such as Medicaid. Work closely with Human Resources office to share knowledge.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Navigate how to pay people with disabilities for their work without negative impact on federal benefits such as Medicaid. Work closely with Human Resources office to share knowledge.
Updated On 09/21/2018
Strategy R: Evaluate your turnover rate of all levels of employees, and especially the turnover rate of those who are not from the majority culture in the workplace.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Evaluate your turnover rate of all levels of employees, and especially the turnover rate of those who are not from the majority culture in the workplace. Conduct exit interviews with employees who leave to identify reasons for leaving, and address any concerns as a means of course correction at the individual or organizational level.
Updated On 09/21/2018
Strategy S: Create an internal workgroup with representatives from different teams, positions, and key partners to meet, discuss, problem-solve, and push progress in diversity, inclusion, and cultural and linguistic competence within the workplace.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Create an internal workgroup with representatives from different teams, positions, and key partners to meet, discuss, problem-solve, and push progress in diversity, inclusion, and cultural and linguistic competence within the workplace.
Updated On 09/21/2018
Strategy T: Employ and empower people with disabilities in all projects, recognizing them as experts through life experience that will inform project efforts.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Employ and empower people with disabilities in all projects, recognizing them as experts through life experience that will inform project efforts. Provide opportunities to openly discuss and problem-solve organizational needs and initiatives from the perspectives of these experts. Serve as a model employer for other stakeholder groups who may not yet have addressed affirmative action in their recruitment and hiring plans.
Updated On 09/21/2018
Strategy U: Incorporate self-assessments of cultural and linguistic competence, exploration of bias and motivations, and related goal-setting into employee performance appraisals and professional development plans.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Incorporate self-assessments of cultural and linguistic competence, exploration of bias and motivations, and related goal-setting into employee performance appraisals and professional development plans.
Updated On 09/21/2018
Strategy V: Interview and hire so that people feel they are being invited in for their expertise, and not simply that they represent a specific group or help meet a quota.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Interview and hire so that people feel they are being invited in for their expertise, and not simply that they represent a specific group or help meet a quota.
Updated On 09/21/2018
Strategy W: Be prepared to transition staff/faculty if they are not willing to engage in this work.
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Be prepared to transition staff/faculty if they are not willing to engage in this work.
Updated On 09/21/2018
Strategy X: Collect and disseminate information related to diverse and inclusive hiring, including but not limited to sample position announcements that address recruitment of underrepresented personnel
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Collect and disseminate information related to diverse and inclusive hiring, including but not limited to sample position announcements that address recruitment of underrepresented personnel, ideas for where to advertise for recruitment, language in job descriptions addressing responsibilities around diversity, inclusion, and cultural and linguistic competence.
Updated On 09/21/2018
Strategy Y: Encourage and support culturally relevant scholarly activities that acknowledge and respect systems of beliefs in I/DD
Personnel and Trainees > Hire and retain a diverse and inclusive workforce of staff and faculty.
Encourage and support culturally relevant scholarly activities that acknowledge and respect systems of beliefs in I/DD (intellectual and developmental disabilities) decision-making, care, support, healing, education and advocacy that emerge from different cultures and communities where diverse populations live, and are led by people from those cultures and/or scholarly allies who understand those traditions and systems.
Updated On 09/21/2018