共融倡导者计划
什么是包容性倡导者?
包容性倡导者(“IA”)是一个专门的角色 committees for faculty, AP Staff, and PSS/MGS/DPS employment searches. 的 IA is intended to facilitate dialogue around inclusive talent 并确保教师和AP员工的搜索 公平的以公平的方式进行的.
Equity and inclusion are essential to 大峡谷州立大学's mission to educate students to shape their lives, their professions, 以及他们的社会. 我们通过创造一个包容的环境来做到这一点 w在这里 differences are valued, allowing individuals to reach their 职业成功的最高平台期. 在这种环境下，社会 justice, equity, diversity, and inclusion are 机构al values 这些都融入了大学的结构.
为什么我们有包容性倡导者?
Seismic shifts in the global landscape are transforming the way we work, interact, and learn. 经济力量, 人才需求不断变化, 不断变化的人口趋势, 竞争加剧, and demand for services are radically impacting the way organizations behave in virtually every industry all over the world.
- By 2020, 5 generations will be working side-by-side in organizations
- By 2025, Millennials and Generation X will comprise approximately 64% of the U.S. 劳动力
- By 2025, it is projected that less than 60% is likely to self-identify as "white non-Hispanic"
As the 劳动力 continues to evolve as it reflects global integration, 我们的人才获取方式也必须如此. 在创建一个包容多样的教职员工社区, we can ensure our students receive a world-class education that will prepare them to be global citizens.
请注意:
的 包容与公平司 has revised the requirements and responsibilities of 包含倡导者 and search committees regarding the use of 包含倡导者. 更新信息已发布(截至2016年11月1日). 请联系 (电子邮件保护) 如果你有问题.
包容倡导者项目标准
包容倡导者的标准和要求
参加标准和定向要求 为教职员工开发了持续学习. 在一个 至少，“共融”倡议者必须:
- 获得终身教职或完成试用期 服务月数(职员).
- 申请成为一名包容性倡导者 在这里. Once the 包含主 Application is submitted and approved, 我们将通过电子邮件通知您.
- 完成 包容 & 公平:包容倡导模块
通过黑板上，如果你还没有.
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- 一旦你同意，请通过电子邮件通知平权行动办公室 已完成的模块: (电子邮件保护)
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- 每年，你将被要求参加同步 包含主 Annual Convening on inclusive recruitment to stay eligible as an 包含主 and to receive updates on GVSU’s 平权行动/平等就业机会的要求.
- 步骤1-4完成后， 你是正式的 包含主! 您将通过 校际邮件，并添加到 IA目录.
要保持会员资格，您还必须:
- 参与项目评估.
- 每年参加更新会议 & 培训.
包容性倡导者和搜索委员会的责任
An 包含主 serves in a formal role on search committees, 有具体的职责来帮助确保包容性招聘 实践. 至少要和招聘委员会协商 主席，人力资源和平权行动/平等就业机会办公室 在适当的情况下，共融倡议者会:
- 参加所有职位的招聘委员会.
- 在大多数情况下，从招聘部门外挑选. A 密切相关的部门，即使在同一所学校或 ，是鼓励的. 看到 www.博天堂官方.edu/affirmative/ia 浏览“共融倡导者”名单.
- 事先审核和批准招聘计划和招聘广告 开始一场搜索.
- 审查可用性和应用程序池数据，如有必要， 建议额外的招聘方案和/或更改 招聘计划和/或搜索时间表.
- 提供一份声明，回顾搜索过程，并保证 full inclusive 实践 were implemented during the search, and/or acknowledging concerns related to the search prior to the final hire 被批准.
Exceptions to Hiring Committee Requirements and 包含主 Criteria
Appointing Officers may request exemptions from 包含主 and/or search committee responsibilities and 员工 may request exceptions to the criteria and requirements for becoming an 包容 通过联系包容与公平司倡导. 看到 http://361koiwl.web-hosting-mexico.com/affirmative/.
- Departments/Units which do not demonstrate underutilization or do not have active Affirmative Action Plan goals related to placement 和促销，可以要求豁免的要求和使用 替代/加速过程. 书面证明 豁免及申请豁免必须提交予 包容与公平司.
- 具有专业知识、教育背景和/或 experience in inclusive hiring 实践, Affirmative Action, social justice education, employment law, human resources, and other fields 可要求豁免所有或个别准则. 简历/简历, other relevant materials, written justification for the exception, 和要求的例外情况必须提交给 包容与公平.
- 对被拒绝的请求的上诉可提交给 负责公平、规划和合规的助理副总裁 负责包容与公平事务的副主席或其指定人员. 看到 www.博天堂官方.edu/inclusion/staff.
- 由招聘经理或雇主提出的豁免或例外要求 员工 in the 包容与公平司 will be approved 由人力资源助理副总裁或指定人员负责.
识别
包含倡导者 play an important role in ensuring equitable and GVSU的包容性招聘和招聘实践. 作为一个 包容性倡导应被视为至关重要的服务 大学的人事委员会和员工评估. 的 包容与公平司 will formally recognize the efforts 以及为参与该项目的人提供的服务.
项目评估
包容与公平司继续执行 mechanisms to assess the impact and effectiveness of the 包容 主程序. 包容性倡导者，招聘委员会主席，以及 hiring managers/Appointing Officers are asked to be involved in the 评估过程. 反馈，建议和经验教训将是 documented via web-based survey instruments, debriefing interviews and 焦点小组. 每次搜索结束后，包含 倡导者将收到一封带有评估表格链接的电子邮件. 的 input obtained will serve as an important source of information needed to make continuous improvements to the 包含主 Program. 持续的反馈总是欢迎联系 (电子邮件保护) 或者看下面的表格.
参观 共融倡导者名录 to browse all current Advocates and to search for Advocates by department or employee type.
Commitment to 包容与公平 and Equal Opportunity/Affirmative Action Policy
As adopted by the Board of Trustees, 大峡谷州立大学 is committed to inclusion and equity, and strives to establish a climate 欢迎并肯定所有学生的贡献 员工. 大学以包容和包容的价值观为指导 community which are integral to our mission to educate students to shape their lives, their professions, 以及他们的社会, and to enrich the community through excellent teaching, active scholarship, 公共服务. 大学努力为所有成员提供 its community an inclusive environment and equitable opportunities for success.
的 University is also committed to maintaining a climate conducive to an educational, living, and employment environment that is free from unlawful acts of harassment and discrimination, as well as those 由此策略定义. 所有社区成员都应该这样做 conduct themselves in a manner that does not infringe upon the rights 别人的. 这一政策的目的和意图都不是 infringe on the First Amendment or academic freedom as defined by the University.
大学是一个平权行动，机会均等的地方 机构，符合其作为联邦政府的义务 承包商. 它鼓励多样性，并提供平等的机会 教育，就业，所有的项目，以及使用 设施. 它致力于保护宪法和 与本校有关人士的法定民事权利.
Members of the University community, including students, 员工, faculty, staff, administrators, Board members, consultants, vendors, 其他从事与大学做生意的人，候选人为 employment or admissions, and visitors or guests have the right to be 不受骚扰和歧视，包括性骚扰 本政策所定义的不当行为. 根据适用的 联邦和州法律和本政策，歧视行为或 harassment by members of the campus community are prohibited if they 基于…的歧视或骚扰 年龄，肤色，残疾， familial status, height, marital status, national origin, political affiliation, race, religion, sex/gender (including gender identity and expression), sexual orientation, veteran or active duty military 地位或体重. 这包括不适当的限制 of, access to, or participation in educational, employment, athletic, 社会、文化或其他大学项目和活动. 的 大学将提供 对合格人员的合理安排 残疾人士. 限制是合法的 它们是:与合法的大学目的直接相关; required by law, or lawfully required by a grant or contract between 大学和州政府或联邦政府. 就目的而言 在这项政策中， 性/性别骚扰包括性骚扰 misconduct, sexual assault, interpersonal or relationship violence, 和被人跟踪.