Team Members - Henry Ford College


Fall 2016This team will focus on actions that will yield a more diverse workforce; Henry Ford College is committed toproviding equal employment and educational opportunities to all applicants in all College programs, services,and activities, hiring, compensation and benefits regardless of an applicant’s age, race, color, religion, maritalstatus, sex/gender, pregnancy, sexual orientation, gender identity, gender expression, height, weight, nationalorigin, disability, perceived disability, political affiliation, familial status, veteran status, genetic or othercharacteristic protected by law. The College prohibits all forms of discrimination in accordance with state andfederal statutes and local ordinances.1

Fall 2016Table of ContentsTeam Membersp. 3Background Statementp. 4Operational Definitionsp. 5Current Situationp. 7Survey Datap. 8Benchmarkingp. 11Analysisp. 13Improvement Theoryp. 15RACI Chartp. 18Gantt Chartp. 19Steering Committee Feedbackp. 20Creditsp. 21Appendixp. 222

Fall 2016Team MembersWorkforce Diversity – Continuous Process Improvement 2016Team Sponsor/ Lead: William Lodge, Director of Labor RelationsTeam Scribe: Aura Cazares, Student Conduct/Compliance and Title IX OfficerTeam Members: Rebecca Michalski, Assistant to the Associate Dean- Industrial TechnologyNabeleh Ghareeb, Supply Chain Management Adjunct InstructorJoel Geffen, Academic Coordinator of Religious StudiesLyndon Ford, Accounting Adjunct InstructorKatrina Minnis, Enrollment Associate IIIMaureen Webster, Counselor- Assisted Learning ServicesEileen Husband, Vice President and General Counsel, Legal Services3

BACKGROUNDFall 2016Since 1949, Henry Ford College has been fully accredited by the Higher Learning Commission and the MichiganCommission on College Accreditation. Approval by the recognized accrediting agencies assures that thestudents who work in the institution will be recognized by other reputable colleges and universities andensures that education provided by institutions of higher education meets acceptable levels of quality. HenryFord College is a member of HLC and has maintained its accredited status for the past several decades. Witheach accreditation evaluation, HFC seeks reaffirmation of accreditation, which is a process that providesevidence that the institution meets the Criteria for Accreditation and Federal Compliance Requirements. Thisincludes self-study activities, a visit to the institution by a team of Commission Peer Reviewers, analysis byCommission Peer Reviewers of the evidence provided by the institution and additional information gatheredduring the visit.In the spring of 2015, the HLC performed an on-site evaluation at Henry Ford College to ensure that ourinstitution met the established standards outlined by HLC to obtain accreditation. During this on-siteevaluation, diversity was brought up as a recurring concern, and the HLC stated that HFC lacks a diversity planfrom Human Resources to assist in staffing the college to more accurately reflect its student body. TheDiversity CPI Team will be making recommendations that address this initiative.This project will address recommendations by the Higher LearningCommission and create a process by which cultural diversity standardsare applied to reflect the diversity of our student body at Henry FordCollege as measured by the composition of our faculty and staff.4

Fall 2016OPERATIONAL DEFINITIONSBrand - Is a name, or other feature that distinguishes one product from those of others. Brands are used inbusiness, marketing, and advertising.Covert Bias - Concealed in the fabric of society, covert racism discriminates against individuals through oftenunnoticeable or seemingly passive methods. Covert, racially biased decisions are often hidden or rationalizedwith an explanation that society is more willing to accept.Diverse Workforce – Per the Higher Learning Commission, a diverse workforce is a reflection of a changingworld and marketplace. Diverse work teams bring high value to organizations. Respecting individualdifferences will benefit the workplace by creating a competitive edge and increasing work productivity.Diversity – The variety of differences between people in an organization. That sounds simple, but diversityencompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function,education, background and more.Faculty – An educator who works at a college or university, academic, academician. educator, pedagogue someone who educates young people, prof, professor - someone who is a member of the faculty at a collegeor university.Goals - A desired result or outcome that a system envisions, plans and commits to achieve: an organizationaldesired end-point in some sort of assumed development. Many people endeavor to reach goals within a finitetime by setting deadlines.Higher Learning Commission (HLC) - Is an organization tasked with the regional accreditation responsibilitiesfor post-secondary education institutions in the central United States.Homophobic - The hatred or fear of homosexuals - that is, lesbians and gay men - sometimes leading to acts ofviolence and expressions of hostility. Homophobia is not confined to any one segment of society, and can befound in people from all walks of life.Inclusion - Puts the concept and practice of diversity into action by creating an environment of involvement,respect, and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to createbusiness value. Organizations need both diversity and inclusion to be successful.5

Fall 2016Integrated Postsecondary Education Data System (IPEDS)- A system of interrelated surveys conductedannually by the National Center for Education Statistics (NCES), a part of the Institute for Education Scienceswithin the United States Department of Education.Mandatory - Authoritatively ordered; obligatory; compulsory: Something that is mandatory must be done.Marketing - The activity, set of institutions, and processes for creating, communicating, delivering, andexchanging offerings that have value for customers.Overt Bias - An overt bias is one that can be seen in the data at hand-for instance, prior to treatment, treatedsubjects are observed to have lower incomes than controls.Sourcing - The proactive searching for qualified job candidates for current or planned open positions; it is notthe reactive function of reviewing resumes and applications sent to the company in response to a job postingor pre-screening candidates.Staff - A group of people who work for an organization or business.Recruiting - Finding, hiring and initiating employees. Each organization has a different recruitment process,but it typically includes posting the job opening internally and externally.Strategic Plan - an organizational management activity that is used to set priorities, focus energy andresources, strengthen operations, ensure that employees and other stakeholders are working toward thosecommon goals.SWOT Analysis- A process that identifies the strengths, weaknesses, opportunities and threats of anorganization. Specifically, SWOT is a basic, analytical framework that assesses what an organization can andcannot do, as well as its potential opportunities and threats.Training – Organized activity aimed at imparting information and/or instructions to improve the recipient'sperformance or to help him or her attain a required level of knowledge or skill.Workplace Climate - Workplace climate is an important component in maintaining our strong sense ofcommunity, collegiality, and support for all of our faculty and staff members.6

Fall 2016CURRENT PROCESSThere are several factors within the hiring process that are not prescribed by union contracts and can bemodified to increase the composition of the faculty and staff. The CPI team focused on reviewing thesourcing, recruitment, and training processes at HFC.Below is the faculty and staff composition by Ethnicity Breakdown and by Employee group as of Fall 2015 perIPEDS (define IPEDS) and self-reported demographics in Colleague.EthnicityAsianBlack, Non-HispanicHispanicMiddle EasternMulti-RacialNative AmericanNot ListedWhite, Non-HispanicEthnicityAsianBlack, Non-HispanicHispanicMiddle EasternMulti-RacialNative AmericanNot ListedWhite, Non-HispanicEthnicityAsianBlack, Non-HispanicHispanicMiddle EasternMulti-RacialNative AmericanNot ListedWhite, Non-HispanicFemaleLocal 1650MaleTotalFemaleAFOMaleTotalFemaleLocal CabinetMaleEx Adm/Adm ers - DSOEAFemale MaleTotalFemaleNon UnionMaleCollege 8546879807751197067648311597

Fall 2016SURVEY DATAEmployee participation was solicited in a confidential survey. The information gathered was used by the CPITeam to develop internal recommendations. These recommendations address the Higher LearningCommission’s mandate that the College have a plan to have faculty and staff be more reflective of thestudents we serve, to meet the strategic goals established by the College, and to enhance sourcing andrecruitment efforts.7. Overall, how comfortable are you personally withthe climate as it pertains to diversity at hatVeryNoNo responseComfortable Uncomfortable Uncomfortable Opinion/Don’tKnowTotalResponses8. How would you rate the overall campus climate for diversepeoples at rtableSomewhatVeryUncomfortable UncomfortableNo Opinion/Don’t KnowNo Response Total Responses8

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Fall 2016The following statements are random selections from the narrative portion of the survey. (For the completesurvey results, see the appendix).“We already blast our jobs out publicly. The real issue is that our qualifications for positions cannot possiblyattract the best pool of candidates. We don't need people with 10 years of experience in a particular job.We need educated people who display an ability to learn. Historical hiring practices that would allow only acertain group of people to gain experience is not going to yield a diverse candidate pool. Open up thequalifications/parameters, continue to post in public forums such as and elsewhere. Then,internally, ensure that the hiring process does not allow those involved to intentionally or unintentionallyselect candidates based on race/gender/age/etc.”“There is disparity of racial/ethnic diversity at all levels of HFC. HFC needs to make a concerted effort toadvertise and recruit from minority publications in the African American, Hispanic, and Native American mediafor new hires. It also needs to partner with minority agencies to assist with hiring and recruiting of qualifiedapplicants.”“Before bringing more candidates into a flawed system, HFC needs to re-evaluate its hiring practices, whichcurrently have little to no structure or oversight. Hiring committees are currently made up of employees withno background in HR and no awareness of diversity needs. Committees are left alone to make whatever biaseddecisions they'd like (conscious or not). The way qualifications are written for many jobs make it nearimpossible for an under-privileged person to meet the ridiculous irrelevant criteria. From what I've seen, hiringthat takes place at HFC is set up perfectly to discriminate against minorities and young professionals, albeitunintentionally.”10

Fall 2016BENCHMARKINGA few approaches were followed to gather best business practices that speak to a diverse constituency.Sources were information from other Michigan colleges including Washtenaw Community College and FarrisState University, hiring agencies, human resources listserves, and the Department of Education. Below aretwo samples of college websites. For a list of all benchmark samples refer to the appendix.Sample 111

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Fall 2016ANALYSISTo address the diversity gap identified by HLC between our current staff and the students we serve, the teamneeded to hear from faculty and staff regarding their individual experiences and perceptions as thesepertained to diversity. In order to accomplish this a survey to faculty and staff was launched on November 2,2016 and closed on November 7, 2016. 133 responses, all anonymous, were received. These providedquantitative and qualitative data. The results from the survey assisted in identifying areas of improvement andthe specific tasks to benchmark for recommendations. The Causes and Effect diagram identities the factorsthat currently impact the lack of diversity on our faculty and staff.13

Fall 2016Force Field AnalysisDesired Change: To increase the diversity of our faculty and staff to better reflect HFC’sdiverse student population.Driving ForcesRestraining Forces Improve relationshipswith students Gain a larger variety ofsolutions and perspectivesto workplace problemsand initiatives Increase employee morale Break down culturalbarriers between studentsand instructors Increase the ability toattract top talent Create a positivereputation within thecommunity Meeting HLC criteria todrive student success EEO Compliance Complete Strategic Planinitiatives Lack of time/resources Conflicting views ofsolutions Resistance to change Poor communication Conflicting priorities atHFC Lack of knowledge ofother cultures andethnicities Individual biases Lack of awareness No on-going reinforcement No accountability14

Fall 2016IMPROVEMENT THEORYThe Diversity CPI Team’s goal is to improve diversity practices at Henry Ford College so our faculty and staffmore fully reflects that of our student body. To accomplish

someone who educates young people , prof, professor - someone who is a member of the faculty at a college or university.