Creating a More Equitable and Inclusive Environment ... UC-CORO Systemwide Leadership Collaborative

  • View
    0

  • Download
    0

Embed Size (px)

Text of Creating a More Equitable and Inclusive Environment ... UC-CORO Systemwide Leadership Collaborative

  • Creating a More Equitable and Inclusive Environment: Bridging to 2025 by Enhancing Current Staff

    Hiring and Retention Practices

    UC-CORO Systemwide Leadership Collaborative 2016 Northern California Cohort

  • Creating a More Equitable and Inclusive Environment:

    Bridging to 2025 by Enhancing Current Staff Hiring and Retention Practices

    UC-CORO Systemwide Leadership Collaborative 2016 Northern California Cohort

    Bart Aoki, UC Office of the President

    Loraine Binion, UC Berkeley Jennifer Bunge, UC Agriculture & Natural Resources

    Kellie Butler, UC Davis Sonja Colbert, UC Davis

    Margaret Dick, Lawrence Berkeley National Lab Kelly Drumm, UC Office of the President

    Ellen Ford, Lawrence Berkeley National Lab Helen Schurke Frasier, UC Davis Richard Freishtat, UC Berkeley Laura E. Martin, UC Merced

    Jan Andow Mendenhall, UC Merced Suzanne M. Murphy, UC San Francisco

    Cathy O’Sullivan, UC Office of the President Janine Roeth, UC Santa Cruz John Scroggs, UC Berkeley Molly Vitorte, UC Berkeley

    Margaret Wu, UC Office of the President

  • © Copyright by

    Regents of the University of California

  • Creating a More Equitable and Inclusive Environment | 1

    UC-CORO Systemwide Leadership Collaborative 2016 Northern California Cohort

    TABLE OF CONTENTS

    TABLE OF FIGURES ................................................................................................ 5

    EXECUTIVE SUMMARY ........................................................................................... 6

    ACKNOWLEDGEMENTS........................................................................................ 9

    INTRODUCTION ................................................................................................. 10

    Why Staff? ....................................................................................................... 10

    University of California Staff: A Look at the Data ................................................... 12

    2015 Accountability Data – Key Findings: ........................................................ 12

    2014 Workforce Profile Data – Key Findings: .................................................... 14

    LITERATURE REVIEW ............................................................................................ 16

    METHODOLOGY ................................................................................................ 24

    Research Design ............................................................................................... 24

    Process ............................................................................................................ 25

    Procedure ........................................................................................................ 25

    Analysis ........................................................................................................... 28

    ASSESSMENT OF CURRENT UC EQUITY AND INCLUSION PRACTICES ................... 30

    Analysis of Interview Responses .......................................................................... 30

    Definition of Equity and Inclusion ..................................................................... 30

    Benefits, Communications, and Structures to Address Staff Recruitment and Retention

    with regard to Equity and Inclusion Efforts ......................................................... 31

  • 2 | Creating a More Equitable and Inclusive Environment

    UC-CORO Systemwide Leadership Collaborative 2016 Northern California Cohort

    Dilemmas and Opportunities to Achieving Equity and Inclusion Related to Staff

    Recruitment and Retention ............................................................................... 31

    The SWOT Analysis .......................................................................................... 33

    Strengths ....................................................................................................... 33

    Weaknesses .................................................................................................. 35

    Opportunities ................................................................................................ 36

    Threats ......................................................................................................... 38

    EQUITY AND INCLUSION PRACTICES IN INDUSTRY, THE MILITARY, AND NON-UC

    ACADEMIC INSTITUTIONS ................................................................................... 39

    Background ..................................................................................................... 39

    Identified Themes & Practices.............................................................................. 40

    Functional organizational “homes” for diversity and inclusion .............................. 40

    Employee Resource Groups ................................................................................ 42

    Mentoring and Sponsorship ............................................................................... 43

    Internal Promotions ............................................................................................ 45

    Conclusion ....................................................................................................... 46

    List of Best Practices by Theme ............................................................................ 46

    Communication and Culture ............................................................................ 46

    Leadership and Accountability ......................................................................... 47

    Recruitment ................................................................................................... 47

    Retention ....................................................................................................... 47

    Promotion ..................................................................................................... 47

    RECOMMENDATIONS ........................................................................................ 48

    Common Definitions for Equity and Inclusion ........................................................ 48

    Objective ...................................................................................................... 48

  • Creating a More Equitable and Inclusive Environment | 3

    UC-CORO Systemwide Leadership Collaborative 2016 Northern California Cohort

    Recommended Action ..................................................................................... 48

    Culture of Accountability .................................................................................... 48

    Objective ...................................................................................................... 48

    Recommended Actions .................................................................................... 48

    Measurement and Assessment of Staff Recruitment, Career Progression, and Retention

    Practices .......................................................................................................... 49

    Objective ...................................................................................................... 49

    Recommended Action ..................................................................................... 49

    Staff Recruitment ............................................................................................... 49

    Objective ...................................................................................................... 49

    Recommended Action ..................................................................................... 49

    Staff Retention .................................................................................................. 50

    Objective ...................................................................................................... 50

    Recommended Action ..................................................................................... 50

    Objective ...................................................................................................... 50

    Recommended Action ..................................................................................... 50

    Objective ...................................................................................................... 50

    Recommended Action ..................................................................................... 50

    Training in Equity and Inclusion Competencies ...................................................... 51

    Objective ...................................................................................................... 51

    Recommended Action ..................................................................................... 51

    Communication ................................................................................................ 51

    Objective ...................................................................................................... 51

    Recommended Action ..................................................................................... 51

    ENDNOTES ..........................