Renewing Our Commitment to Diversity and Affirmative Action UCHC ACTION PLAN April 2006

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Renewing Our Commitment to Diversity and
Affirmative ActionUCHC ACTION PLANApril 2006
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Affirmative Action/Equal Employment Opportunity

• In Connecticut its the law
• Affirmative Action Plan to be developed and
  implemented each year (July to June). The
  development and implementation is guided by the
  states affirmative action regulations C.G.S.
  section 46a-68-31-74, adopted in 1984, which
  establishes procedures to be used by State
  agencies as they pursue and report their
  affirmative action activity.
• The Commission on Human Rights and Opportunities
  (CHRO) is responsible for and has enforcement
  authority for the states affirmative action,
  equal employment opportunity and civil rights
  statutes.

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Affirmative Action/Equal Employment Opportunity

• In Connecticut its the law continued
• Each fall we submit our Affirmative Action Plan
  to CHRO for review and approval.
• Our current affirmative action plan was approved
  on January 12, 2006
• Last years plan was disapproved, this will not
  happen again.

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• Its the right thing to do
• Equal Employment Opportunity (EEO) means
• Recognized as a best business practice
• Means providing employment and promotional
  opportunities solely on the basis of job-related
  skills, ability, merit, and potential without
  regards to
• race
  color
• gender
  religious creed
• marital status
  national origin
• ancestry
  disability
• sexual orientation
  genetic information
• criminal record age

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• Its the right thing to do continued
• Affirmative Action is a proactive Equal
  Employment Opportunity tool that sets goals for
  the under represented race/sex categories in our
  workforce.
• Such goals exist when the current job group
  employee base does not reflect the availability
  of potential employees in the labor market (where
  we draw our employees).
• UCHC has identified 44 job groups. All of these
  job groups have affirmative action workforce
  goals.

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• Workforce goals are set for all race/gender
  categories
• White male
• White female
• Black male
• Black female
• Hispanic male
• Hispanic female
• Other male
• Other female
• Workforce goals for each race/gender category are
  calculated in the following manner
• Weights are assigned to the following raw
  statistics according to where our current
  employee populations came from externally or
  internally

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• - Raw statistics
• Unemployment statistics
• Employment census statistics
• Promotable/transferable internal movements
• - Each weighted factor (raw statistic x
  frequency)
• is added to arrive at one factor per job
  group. This is
• called the availability factor.
• The availability factor is compared to the actual
  job group
• employee base representation by race/gender
  category
• to determine if under representation exists.
• If the race/sex category is under-represented in
  the job group
• then a goal is set according to the extent of
  under-representation.

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• Job Group Workforce Goals under
  representation
• University Director BM, HM, HF
• Manager III BM, BF, HM, HF, OF
• Professor WF, BM, HM, HF, OF
• Assistant Professor WF, BF, HM, HF
• Research Assistant 12 WM, BM, BF, HM, HF
• Clinical Social Worker WF, BM, HM, HF
• Clinical Offices Asst. WM, BM, HM
• Dental Assistants WM, WF, OM, OF
• Technologist WM, WF, OM, OF
• Skilled Craft WF, OM
• Custodian WM, BM, HM, HF, OM, OF

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Full-time Workforce
2003/2004 Affirmative Action Plan Year
2004/2005 Affirmative Action Plan Year
Male 33
Female 67
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• UCHC must demonstrate and document that they have
  made a good faith effort to achieve workforce
  goals. The CHRO expects these efforts to
  mitigate failure to achieve goals.
• For last years 2004-2005 plan CHRO credited us
  with
• 41 hiring goal achievement
• 58 promotional goal achievement.
• CHRO expects a significant increase in goal
  achievement.
• To date UCHC has achieved approximately 20
  hiring goal achievement.
• Hiring managers/directors and officers who make
  hiring decisions are responsible for goal
  achievement.

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• OWNERSHIP
• Affirmative action is a best practice to which
  the UCHC community is dedicated.
• Goal achievement is a performance expectation for
  yourself and others.
• Managers will be evaluated on their actions in
  support of creating a diverse workplace.
• Recruiting, outreach, pipeline relationships are
  needed. You can help!

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• LEADERSHIP
• Lead good faith efforts in seeking goal
  candidates
• Communicate your expectations by your example
• Know the specific hiring goal for each position
  you
• seek to fill
• Use networking to help identify goal candidates
• Commit to interviewing qualified goal candidates
• SUPPORT
• Document and communicate your efforts for
  inclusion in the
• AA Plan

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Major Accomplishments for last years 2004-2005
plan

• Streamlined employment process for better
  applicant tracking data.
• Mandatory Diversity Training was completed and is
  currently on-going. Delinquent employees will be
  scheduled and notified of final chance for
  training.
• All faculty positions are now posted on our web
  site.
• Advertising was expanded to increase goal
  candidates in the applicant pool

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Current Year 2005-2006 AAP Priorities

• Analysis of Affirmative Action Plan statistical
  reports highlights following
• areas for improvement
• Job groups with no goal achievement progress to
  date
• Managers 1 11
• University Director
• Managers 111
• Head of Department
• Professor
• Associate Professor
• Clinical Nursing Group
• Other Nurses

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Current Year 2005-2006 AAP Priorities

• Job groups with no goal achievement progress to
  date continued
• Nurse Practitioner
• Research Associate
• Research Assistant 3
• Medical Technologist
• Administrative Program Coordinator
• Office Assistant
• Other Secretarial/Clerical, Hartford
• Administrative Program Assistant 2
• Clinic Office Assistant
• Clinical Paraprofessional, Hartford
• Paraprofessional/Computer Media
• Skilled Craft Workers
• Protective Services

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Current Year 2005-2006 AAP Priorities

• Based upon discussions with the Commission on
  Human Rights
• and Opportunities the following priorities have
  been set
• Recruitment
• Develop partnerships with community and
  professional
• organizations and institutions of higher
  education
• Expand targeted advertising
• Monitoring Reports
• Identify non-quantifiable employment processes
  that may act as barriers to goal achievement
• Perform quarterly monitoring assessments of
  progress towards
• hiring and promotion goals

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Current Year 2005-2006 AAP Priorities Continued

• Upward Mobility
• Establishing formal training programs to provide
  career and
• promotional opportunities for employees.
• Identifying entry level positions and the
  necessary training for increased promotional
  opportunity.
• Contract Compliance
• CHRO/UCHC Memorandum of Understanding to clarify
  roles and responsibilities
• Increase goal achievement of Small Business
  Enterprise and Minority Business Enterprise

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Contract Compliance

• Connecticut General Statutes, Section 4a-60g
  requires CT state agencies to set-aside, after
  exemptions
• To set- aside 25 of their budgets for
  construction, housing rehabilitation, and
  purchasing supplies and services to be awarded to
  certified small business (SBE).
• With 6.25 of this set-aside to be awarded to
  certified minority business enterprises (MBE).

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Contract Compliance Continued

• Small Business Enterprise (SBE) and Minority
  Business Enterprise
• (MBE) Goals
• 28 of our set-aside goal for SBE was met
• 52 of the set-aside goal for MBE was met

• Goal achievement needs to be significantly
  increased

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• To view the UCHC Affirmative Action Plan please
  go to
• UCHC website - http//www.uchc.edu
• Administrative Services
• Human Resources
• Office of Diversity and Equity
• Affirmative Action Plan
• Or log directly onto http//employ.uchc.edu/divers
  ity/affirmact_plan

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Beyond Affirmative Action . . . Diversity

• Affirmative action is one activity that brings a
  rich and exciting mix of persons from all walks
  of life, backgrounds, perspectives as well as
  differences in race, gender, age, religion,
  sexual orientation, national origin, ancestry,
  marital status and abilities into our workplace
• Organizations that embrace diversity go beyond
  just bringing differences into the workplace,
  they recognize that respecting and valuing such
  differences is critical to accomplishing their
  missions and purposes.
• UCHC is committed to creating a multicultural
  environment where the full potential of each and
  every employee is realized as demonstrated by
  these activities
• Leadership Team for Diversity
• Collaborative Center for Clinical Care Culture of
  Safety
• Diversity Advisory Council