STAFF
STRATEGY D: DEVELOPMENT OF A STANDING COMMITTEE (OR COUNCIL) FOCUSED ON DIVERSITY, INCLUSION AND EQUITY IN DIETRICH COLLEGE Very little data exists on the experiences of staff in Dietrich College. What we do have points to some areas where Dietrich College has made modest improvements, but there is a lot of work to be done. A key way to ensure a continued focus on diversity, inclusion and equity issues in Dietrich College is to establish a committee that will tackle these issues. It should have equal representation of faculty, staff, undergraduate and graduate students. This committee (or council) should be involved in setting aspirational goals for the College, regarding advancing diverse workforce (Diversity best practices.com 2019, see Appendix for URL). This team will require a clear channel to leadership and the authority to troubleshoot challenges as they arise, while also communicating the progress (or limitations) in implementing the strategic plan. Individuals on the committee should commit to a two-year appointment to ensure continuity of work. To reflect the importance of maintaining a diverse staff workforce, it is important to elevate the participation on the committee/council by compensating attendees through flextime or additional Paid Time Off as allowed by Human Resources. Participation in this committee should be factored into tenure and promotion decisions for faculty and staff respectively.
GOAL 2: Recruit, retain and cultivate diversity with our staff.
The following strategies align with recommendations made by Deloitte on how to drive engagement in your organization ( See Figure 1 in Appendix: Staff ). STRATEGY A: REVIEW JOB DESCRIPTIONS, DEVELOP A REPOSITORY OF PARTNERS TO MARKET OPEN POSITIONS, AND ESTABLISH A CLEAR ONBOARDING PRACTICE FOR NEW STAFF Our limited access to data does not provide us with enough insight on our applicant pool, hiring and job grade-level decisions. At this point in the process, it is not clear if there is equitable promotional and hiring practices. To support the goal of equity, we need to present a clear understanding of our efforts to attract, retain and promote diverse talent within the college. For this reason, CMU has partnered with Vibrant Pittsburgh, an economic development nonprofit with the mission to build a thriving and inclusive region by attracting, retaining and elevating a diverse pool of talent. The college does well in its efforts to have individuals who identify as women in key leadership roles, but how this correlates with other areas (and specifically with underrepresented groups) needs further exploration. In doing so, we hope to attract a wider pool of qualified candidates and promote a transparent hiring process.
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DIETRICH COLLEGE DIVERSITY, EQUITY AND INCLUSION PLAN
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