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Diversity and Equal Opportunity> Workforce Diversity Plan
Diversity and Equal Opportunity
Workforce Diversity Plan
The following guidelines apply to all faculty and staff positions
(excluding temporary assignments and student based employment).
Recruiting
and Selection Guidelines
Texas
Woman’s University’s Workforce Diversity Plan for Recruiting and
Selection addresses statutory requirements such as the Civil
Rights Act, the Americans with Disabilities Act, the Texas
Commission on Human Rights Act, and the State Appropriations
Act. These ensure equal employment opportunity for all
applicants, uniform reporting procedures, and compliance with
federal and state laws and regulations.
For additional information concerning recruitment and
selection procedures and forms please review the
TWU Search and Selection Handbook for all Faculty and Staff.
The
Accountability Statement referenced in Section II Handbook
Policy Statements will apply.
A Workforce Diversity Plan
Hiring Evaluation Checklist must be completed and submitted
prior to an offer being made.
Operational Definitions:
Diversity:
the entire range of differences between and among groups
Inclusion:
an organizational cultural trait that values and leverages
diverse perspectives
Equity:
applying equal treatment to all; fairness
Access:
granting entry
Tips on
conducting an inclusive selection process:
1. Equity
is determined by two factors: the consistency between the job
description and the actual assessment criteria applied; and the
consistency with which all applicants received the same
treatment.
2.
The degree to
which the selection process has been inclusive depends on
·
A broad distribution of the position announcement;
·
The
diversity of the applicant pool;
·
The
willingness to expand the range of experiences accepted as
evidence of future success;
·
A
conscious commitment to focus the assessment of each candidate
against only the established criteria thereby minimizing the
occasion to make/add assumptions.
·
Hearing and leveraging diverse perspectives during the
assessment process.
3.
Actively recruit for inclusion.
·
Target
the recruiting approach to reach a diverse, qualified pool of
applicants.
·
Apply
appropriate recruiting efforts to offset the challenges
presented by this position.
·
The
ultimate recruiting goal: a large, diverse, highly qualified
applicant pool.
4. Develop
specific departmental selection criteria to add to the Applicant
Selection Matrix (available online and through the Office of
Human Resources) using the published qualifications and the job
description for the position. Complete this prior to review of
applications.
5. Ensure
equitable treatment of all applicants. Assess all applicants
against the same standard. Extend the same opportunities to all
applicants.
Workforce
Diversity Plan for Recruiting and Selection
Process Review:
·
Follow the
process as outlined in the “TWU Search and Selection Handbook
for all Faculty and Staff”
·
Allow ample
time for review.
·
Communicate
early and often with the Office of Human Resources – we’re here
to help.
·
Review the
“TWU Search and Selection Handbook for all Faculty and Staff”
regarding the Applicant Selection Matrix form and other
important Recruitment and Selection process steps as many are
intertwined with the Workforce Diversity Plan.
·
A completed
Workforce Diversity Plan
Hiring Evaluation Checklist must be submitted to HR prior to
the offer of employment being made. For convenience, the hiring
official/Search Committee Chair may submit this form at the time
a background check is requested for the final candidate.
Equity Review:
·
Hold
all applicants to the same standard
·
Use
criteria listed in the job description
·
Make
judgments consistent with the criteria when assessing applicants
Access Review:
·
Consciously
examine bias and assumptions associated with the
recruitment and selection
process.
·
Make a
commitment to find a large, diverse pool of qualified candidates
·
Create a job
description likely to yield a wide and inclusive pool of
candidates.
·
Develop a
broad description of scholarship, experience, education and
disciplinary background – rather than narrow.
·
Develop an
aggressive and comprehensive recruitment plan that uses multiple
recruitment strategies, focusing on personal networking and
targeted mailings.
Diversity Review:
·
Base
recruiting and screening process on departmental needs and
assessment of job requirements.
·
Expand the
evaluation criteria to encompass the greatest degree of exposure
to a diverse community.
·
Prior to the
actual screening, determine the evidence you are willing to
accept as proof that candidates meet the posted criteria.
Other related
resource information:
The Diversity and Equal Opportunity web pages at
http://www.twu.edu/humanresources/DiversityEEO.htm
Policy Last
Revised: 10/1/07 |
