Slide 1

Report
Affirmative Action – A Strategy to
Build a Diverse Workforce
June, 2008
Building Diversity Strategy

Diversity Vision: The University of
Connecticut Health Center will be an
institution where the best practices of
building, valuing and managing a diverse
workforce and student body are fully
implemented, operationally successful and
continually improved.
How Does Affirmative Action Help
to Build Diversity?
Goals by race/ gender are set for job
groups that are under-utilized according to
census data.
 Goals are set for hiring and promoting.
 Managers are rated on Affirmative Action
to ‘demonstrate knowledge, commitment,
design implement and monitor action
plans’.

Example - Goal Calculation


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1.
2.
Goals are calculated for job groups.
Utilizing Job Group – 3F – Research with 11
titles that all have the same goals.
One of the hiring goals is 23 Other Males.
Identify a relevant labor market area, people
available for work (Statewide).
Utilize data sources to determine the specific
availability for Other Males in CT (13.0%).
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
2000 Connecticut Census
2007 CT Department of Labor, CT Data for Affirmative
Action Plans
UCHC Full Time Promotable Pool
Goal Calculation Example
3.
4.
5.
6.
7.
Calculate the percent of Other Males in the job
group - Research.
Compare the 13.0% availability to the percent
of our workforce in the job group Research for
Other Males.
If the percentage of Other Males in our
workforce is less than 13.0% than a goal would
be set.
Calculations showed we were under utilized by
23 Other Males.
Twenty-three (23) Other Male goals were set.
Goals

Goals are updated quarterly

They can be found on our website at
http://diversity.uchc.edu/affirmaction/hiring
goals.html.
Additional Elements Affirmative Action Plan

Communicate to all employees the Health
Center’s Affirmative Action, Non-Discrimination,
and Equal Opportunity Policy and commitment.

Quantitative and Qualitative Analyses
 Set
the Goals according to available pool and
workforce.
 Evaluate for Equal Employment Opportunity in all
transactions.
Elements of an Affirmative Action
Plan Continued

Set action plans based on analyses of the
employment process. Action Plans
regarding:
 Job
Descriptions
 Recruitment
 Candidate Evaluation
 Selection Process
How Hiring Managers Can Help Build Diversity
and Support Affirmative Action
Know the demographic make-up and skills of your team.
Discuss development and career goals with your employees?
Know the affirmative action goals of the open job titles.
What are the goals for positions you hire or promote into?
Help to bring qualified goal candidates through
* referrals * networking * associations * memberships
Who can provide referrals? What organizations can I join?
How Hiring Managers Can Help …..
Commit to interviewing qualified goal candidates.
If there are no qualified goal candidates consider re-posting and
reviewing the position description.
Collaborate with Human Resources to ensure a diverse
pool of qualified goal candidates.
Review recruitment sources with Human Resources.
Check to make sure that the evaluation process is objective.
All candidates should be subject to the same evaluation steps
and asked the same questions in an interview.
We Need You to Help Build Diversity
and Support Affirmative Action

Review with your team the Health Center commitment to diversity and
affirmative action
Did you explain your expectations? Do you reinforce this with your staff?

Managerial/ Confidential Employee Evaluation Includes an Affirmative Action
Rating Category:
Did the manager fill any open positions?
Did the manager know the Affirmative Action hiring/promotional goals?
Did the manager identify potential sources of goal candidates?
Did the manager participate in outreach activities?
Did the manager identify internal career mobility opportunities?
Did the manager consider/select goal candidates? If not, why not?
Did the manager review UCHC diversity mission and affirmative action
commitment with the staff?
Does the manager support employee participation in AAP events?
Does the manager cooperate with ODE and HR on issues of discrimination?
Current Year 2007-2008 AAP
Priorities

Intensify recruitment efforts to attract a greater volume of
qualified goal candidates.

Critique the interview process for objective and
standardized procedures.

Upward Mobility

Establishing formal training programs to provide career and
promotional opportunities for staff.

Develop beginning level positions and the formal training that
would be necessary to attain the targeted position.

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