Section 53024.1 - Strategies for Achieving Institutional DiversityEstablishing and maintaining a richly diverse workforce is an on-going process that requires continued institutionalized effort. Districts shall implement effective strategies to achieve their institutional commitment to diversity detailed in their EEO plans. EEO strategies shall be selected according to the individualized challenges to diversity faced by each institution within the district. EEO strategies may include, but are not limited to, the following:
(a) The district conducts surveys of campus climate on a regular basis, and implements concrete measures that utilize the information drawn from the surveys.(b) The district conducts exit interviews with employees who voluntarily leave the district, maintains a data base of exit interviews, analyzes the data for patterns impacting particular monitored groups, and implements concrete measures that utilize this information.(c) The district provides training on elimination of bias in hiring and employment.(d) The district provides culturally responsive training to members of the campus community.(e) The district maintains a variety of programs to support newly-hired employees such as mentoring, professional development, and leadership opportunities.(f) The district has audited and/or maintains updated job descriptions and/or job announcements.(g) The district's board of trustees receives culturally responsive training as well as training on the elimination of bias in hiring and employment at least once every election cycle.(h) The district timely and thoroughly investigates all complaints filed under this chapter, and all harassment and discrimination complaints filed under subchapter 5 (commencing with section 59300) of chapter 10 of this division, and takes appropriate corrective action in all instances where a violation is found.(i) The district timely complies with the requirements of Government Code section 12950.1, and includes all forms of harassment and discrimination in the training.(j) The district's publications and website convey its diversity and commitment to equal employment opportunity.(k) The district's mission statement conveys its commitment to diversity and inclusion, and recognition that a diverse and inclusive workforce promotes its educational goals and values.(l) The district's hiring procedures require applicants for all positions to demonstrate sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds of community college students in a manner relevant to the position.(m) District staff members serve as resources, consultants, mentors and/or leaders to colleagues at other districts in the areas of EEO and diversity enhancement.(n) The district maintains updated curricula, texts, and/or course descriptions to expand the global perspective of the particular course, readings, or discipline.(o) The district addresses issues of inclusion/exclusion in a transparent and collaborative fashion.(p) The district attempts to gather information from applicants who decline job offers to find out why, records this information, and utilizes it.(q) The district conducts longitudinal analysis of various employment events by monitored group status, in addition to hiring as required by section 53006, such as promotion, retention, voluntary resignation, termination, and discipline.(r) The district modifies locally-established "required," "desired" or "preferred" qualifications used to screen applicants for positions in the job categories that may unnecessarily suppress diversity in candidate pools.(s) The district provides incentives for hard-to-hire areas or disciplines.(t) The district engages in focused outreach by advertising and recruiting in diverse publications and forums.(u) The district provides professional development opportunities to all employees focused on diversity, equity, and inclusion.(v) The district incorporates commitment to diversity, equity, and inclusion into criteria for employee evaluations and tenure reviews, to the extent permitted by the district's collective bargaining obligations.(w) The district establishes and maintains a "grow-your-own" program, including, but not limited to, faculty intern or leadership development programs.(x) The district employs additional measures designed to mitigate underrepresentation or adverse impact in monitored groups, consistent with state and federal law.Cal. Code Regs. Tit. 5, § 53024.1
1. New section filed 9-19-2013; operative 10-19-2013. Submitted to OAL for printing only pursuant to Education Code section 70901.5 (Register 2013, No. 38).
2. Change without regulatory effect amending subsection (i) and NOTE filed 2-2-2018; operative 2-2-2018. Submitted to OAL for printing only pursuant to Education Code section 70901.5 (Register 2018, No. 8).
3. Repealer and new section filed 9-20-2022; operative 10-20-2022. Submitted to OAL for filing and printing only pursuant to Education Code section 70901.5 (Register 2022, No. 40). Note: Authority cited: Sections 66271.1, 66700, 70901 and 87105, Education Code; and Section 12950.1, Government Code. Reference: Sections 66010.2, 66030, 66071, 66270 and 87360, Education Code; and Sections 11135, 11136, 11137, 11139 and 11139.8, Government Code.
1. New section filed 9-19-2013; operative 10-19-2013. Submitted to OAL for printing only pursuant to Education Code section 70901.5(Register 2013, No. 38).
2. Change without regulatory effect amending subsection (i) and Note filed 2-2-2018; operative 2-2-2018. Submitted to OAL for printing only pursuant to Education Code section 70901.5 (Register 2018, No. 8).
3. Repealer and new section filed 9-20-2022; operative 10/20/2022. Submitted to OAL for filing and printing only pursuant to Education Code section 70901.5 (Register 2022, No. 40).