Message Archive
March 8, 2005
Health Center's Affirmative Action Plan and Corrective Actions
In January, 2005, the Health Center was advised that its Affirmative
Action Plan for 2004 was disapproved by the Commission on Human Rights
and Opportunities (CHRO). I was extremely disappointed that our plan was
viewed to be sufficiently deficient to have resulted in its disapproval.
Based on my personal commitment to equal opportunity hiring it is simply
unacceptable for the Health Center to be deficient in this regard.
Immediately following CHRO’s disapproval, I charged Susan Whetstone,
our Chief Administrative Officer, with developing a corrective action
plan within 30 days. Working with the Department of Human Resources and
the Office of Diversity Programs a set of recommended corrective actions
was developed and presented to me. I have accepted these recommendations
and consider successful implementation to be among the Health Center’s
highest priorities. The corrective actions which have been recommended
however will only be successful if these departments receive the full
cooperation of every faculty and staff member involved either directly
or indirectly in the hiring process.
The recommended actions impose significant changes for hiring departments in terms of increased accountability, reporting and documentation of affirmative action efforts conducted as part
of the hiring process. It is important to recognize that no area or position is exempt from the new hiring requirements. CHRO
makes no distinction between faculty, staff, clinical, research or
non-clinical hiring with respect to the demonstration of a “good faith
effort” to achieve our affirmative action hiring goals. There is
also a practical matter to consider. Adhering to these new
requirements will help assure that the hiring process proceeds smoothly
and without unnecessary delays due to noncompliance.
Some of the key recommendations which are being implemented include:
- All applicants and search candidates must complete a UCHC
application form which requests voluntary provision of demographic
information required by CHRO;
- No hiring offer will be made absent a completed UCHC application
form;
- Human Resources may designate goal candidates who must be
interviewed as part of the selection process;
- The hiring department will be required to provide basic race and
sex demographic information on each candidate that is interviewed;
- The hiring department must provide written selection
justification with comparative information on the successful
candidate’s qualifications and experience vis-a-vis the
non-successful goal candidates’ qualifications.
- Hiring offers may be delayed by Human Resources if written
selection justification is not provided or is incomplete;
- Any employee who has not completed the mandatory diversity
training must be provided with release time prior to June 30, 2005
in order to participate in the mandatory training session.
Finally, I have accepted a recommendation which will result in the
creation of a new Office of Diversity and Equity (ODE). The Office of
Diversity and Equity will incorporate the staff and activities of our
current Office of Diversity Programs and will report directly to the
Chief Administrative Officer. The new Office will be charged with
increasing our efforts and programs with respect to equal opportunity
law and affirmative action regulations. Additionally, we will expand
recruitment and outreach efforts within the Department of Human
Resources to attract and retain goal candidates from all racial
categories.
We all acknowledge that affirmative action is mandated by law and as
such we have a duty to meet these regulatory requirements. More
importantly however, I take pride in the fact that the Health Center
community recognizes that equal opportunity – providing employment and
promotional opportunities solely on the basis of job-related skills,
ability, merit, and potential – is the right thing to do. It is a value
the Health Center will continue to embrace, advance and support – with
renewed energy and commitment.
I thank you in advance for your cooperation and assistance in
implementing these corrective actions.
Peter J. Deckers, M.D.
Executive Vice President for Health Affairs
Dean, UConn School of Medicine |
