In progress. The Resolutions Chair will contact the resolution contact to clarify intent in order to determine how best to bring this back to the body.
Whereas, Education Code §87100(2) states “Academic excellence can best be sustained in a climate of acceptance and with the inclusion of persons from a wide variety of backgrounds and preparations to provide service to an increasingly diverse student population”;
Whereas, The recent changes to Title 5 §53001(b) states diversity “means a condition of broad inclusion in an employment environment that offers equal employment opportunity for all persons. It requires both the presence, and the respectful treatment, of all individuals from a wide range of ethnic, racial, age, national origin, religious, gender, sexual orientation, disability and socio-economic backgrounds” and further states that “Equal employment opportunity also involves “identifying and eliminating barriers to employment that are not job related”;
Whereas, The recent changes to Title 5 §53003 (4) indicate that the required training for selection (hiring) committee members should now also include training on “the educational benefits of workplace diversity, the elimination of bias in hiring decisions, and best practices in serving on a selection or screening committee”; and
Whereas, At the Community College League of California’s Equity 2014: A Conference, a recommendation was proposed that colleges ask that applicants for positions have demonstrated success in working with diverse populations, demonstrated interest/experience in developing and implementing curricula to serve diverse populations, and worked directly on programs or issues that promoted diversity;
Resolved, That the Academic Senate for California Community Colleges encourage colleges to include as a desirable qualification on position announcements that all applicants have demonstrated success in working with diverse populations, demonstrated interest and/or experience in developing and implementing curricula to serve diverse populations, and worked directly on programs or issues that promoted diversity.
MSR: Referred to the Executive Committee to review and clarify, and to return to the body by Fall 2014.