EQUAL OPPORTUNITY, NONDISCRIMINATION AND DIVERSITY IMPLEMENTATION

I. Responsibilities of the Board of Trustees

A. Adopt a district policy which describes its equal opportunity and diversity employment program and meets the requirements of Title 5, CCR, 53002.

B. Communicate its commitment to staff diversity and equal employment opportunity to District staff and to the local community.

C. Ensure that the Board approved EO/N/ Policy and Plan is submitted to the Board of Governors on request of the Chancellor's Office. (Ed. Code, Sec. 53003)

II. Responsibilities of the President/Superintendent

A. Assume, with the Board of Trustees, the overall responsibilities for:

1. The development and administration of the Equal Employment Opportunity and Diversity Plan and programs.

2. Assuring that the workplace, all employment practices and procedures, and all academic and student activities and services will be free of unlawful discrimination.

B. Promote a positive environment for staff diversity by communicating the Board of Trustees' and President/Superintendent's commitment to increasing the cultural and ethnic diversity of the staff.

III. Responsibilities of the Human Resources Director/EEO

A. Overall administrative responsibility for establishing, providing direction to, and monitoring various phases of the District Equal Employment Opportunity and Diversity Plan, including but not limited to:

1. Personnel & employment policies and practices.

2. Compliance with District, state, and federal laws.

3. Recruitment and selection procedures. (All employment levels, all job
classifications.) The Human Resources Director/EEO conducts and administers all phases of the recruitment and selection procedure for classified personnel, and coordinates and monitors compliance for administrative and faculty selection procedures.

4. Changes and revisions in personnel or employment policies or practices where corrective action has been found necessary.

5. Discrimination Complaints.

B. Overall responsibility for District compliance with nondiscrimination laws and regulations. The Human Resources Director/EEO is the District officer responsible for ensuring District compliance with Title 5, Sections 59300-59362. The Human Resources Director/EEO may designate duties but remains responsible. (Nondiscrimination in Programs Receiving State Financial Assistance) (Title 5, Section 59324)

1. Provision of a work and educational environment free from prohibited discrimination.

2. Developing and maintaining procedures for complaints of unlawful discrimination which ensure a thorough and expeditious investigation of all complaints and which attempt to reach an acceptable resolution for all parties. (See Adm. Reg. 809.03 for Complaint/Appeals Process.)

3. Corrective Action - Should the investigation of an Unlawful Discrimination Complaint identify discriminatory intent or effect on the part of the District or its agents, the Human Resources Director/EEO will take or direct such action as is deemed necessary to correct the effects of any unlawful discrimination and to ensure that no unlawful discrimination will occur in the District. (Title 5, Section 59336)

C. Responsibility for maintenance of District personnel and employment records and files, and other pertinent EO/N files.

D. Recommend policy with regard to use of Faculty & Staff Diversity Funds, and approve expenditures.

E. Assume responsibility for development and implementation of the EO/N Policy and Plan and related District programs.

F. Make periodic reports on EO/N to the Chancellor's Office and to state and federal compliance agencies as necessary.

G. Monitor recruitment and selection procedures for academic positions and non academic positions.

H. Develop search strategies to increase the diversity pool of applicants.

I. Represent the District in statewide organizations which emphasize equal employment and diversity.

J. Provide technical and administrative assistance to personnel to meet their responsibilities under District and federal/state laws, regulations, and guidelines.

K. Establish procedures for student, applicant, and employee complaints of unlawful discrimination.

L. Keep abreast of all federal, state, and local laws concerned with EO/N and keep the President/Superintendent, Board of Trustees, and other District personnel informed of the latest developments in equal employment and discrimination law.

M. Establish yearly membership and serve as chairperson for the Equal Opportunity Advisory Committee.

N. Recommend uses of the Faculty & Staff Diversity Fund, Staff Development Fund and the Program Improvement Fund.

O. Arrange for "in house" and community publicity for equal opportunity programs, nondiscrimination (including sexual harassment), and complaint procedures, etc.

P. Develop, review, and recommend revisions for Board Policies and Administrative Regulations, for District procedures and practices in recruitment, for screening and selection of faculty and administrators, and, complaint procedures, etc.

Q. Review catalogues, schedules, public notices, employment contracts, employee handbooks, and other college publications for appropriate compliance statements or inappropriate discriminatory language.

R. Whenever possible locate or identify federal, state, local—public and private—sources of funds available for equal employment and diversity programs.

V. Faculty and Staff Responsibilities

A. Foster and promote a hospitable atmosphere which encourages the appreciation and use of diversity.

B. Assist in recruiting highly qualified and diverse applicants for staff positions.

C. Support hiring criteria for faculty and administrators that include a sensitivity to and understanding of the diverse academic, socioeconomic, cultural and ethnic background of community college students.

VI. College of the Redwoods Gender Equity Program

The Gender Equity Program has been established in order to encourage student participation in non traditional occupational training. College of the Redwoods has instituted publicity, support services, and workshops, and has considered possible pre skill level courses relating to non traditional training. When VEA grant funds are available, a part time Gender Equity Coordinator works with the vocational divisions, with the Mendocino and Del Norte campuses, and with community and campus organizations to facilitate men's and women's entry into, and successful completion of, non traditional occupation training programs.

VII. Dissemination of EO/N Policies, Procedures, and Information

A. All students, employees, job applicants, and the public will be notified annually of:

1. The laws and District policies pertaining to equal opportunity and nondiscrimination in programs, activities, and employment.

2. The District's responsibility for compliance with these laws.

3. The name of the District personnel responsible for compliance.

4. The District's established procedures for processing and investigating complaints of unlawful discrimination.

5. Avenues for publicity include school and local newspapers, catalogues, schedule of classes, posted fliers, job announcements, other school publications, workshops, and meetings.

B. All employees will be apprised of the District's Equal Opportunity/ Nondiscrimination Policies and Plan and of the importance of the employee's participation in, and responsibility for, ensuring the plan's implementation.

1. A summary of the District policies and plan is presented to each employee.

2. Copies of the plan will be distributed to appropriate local professional and community organizations, agencies, and businesses.

3. Reports showing progress and success rates in achieving staff diversity will be submitted to the President/Superintendent, the Board of Trustees, and the Chancellor's Office, and will be published as specified by the Board of Governors.

4. Periodic in-service meetings will be held with all staff.

5. E.E.O. Posters and fliers will be distributed or posted as required or appropriate.

(Title 5, California Code of Regulations, Section 53000-53052 and Section 59300-59326; CCC Guidelines for Section 53000-53052; California Education Code, Section 200-264; Title 2, DFEH Regs.)

Approved:
Revised: 6/83; 4/87; 2/04/03