Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Human Resources topic
No spam. Unsubscribe anytime.
Task force recommends targeted recruiting, application self-ID field and retention steps to diversify staff
Summary
A district task force presented recommendations on attracting and retaining employees of color, including expanding job-fair presence and advertising, adding a voluntary race/ethnicity field to applications (confidential to hiring staff) for tracking, cultural-sensitivity training for hiring committees, more operationalized processes for responding to incidents, and renewed interest in affinity groups and mentoring.
A district-appointed task force that has met since January 2023 presented recommendations aimed at increasing recruitment and retention of employees of color.
Task-force lead Dr. Heather Glowacki said the group'which included students, parents, teachers, administrators and board members'met seven times since January 2023 and focused on attracting candidates and improving hiring experiences. Recommendations included expanding the district's presence at job fairs and targeted job boards, using social media to recruit diverse applicants, and encouraging student-teacher placements that reflect community diversity.
The task force also recommended adding a voluntary race/ethnicity field to the employment application to allow the district to track applicant diversity over time; the field would be voluntary and not visible to hiring managers, and the committee emphasized the importance of confidentiality and that the field not influence hiring decisions. The group urged cultural-sensitivity training for those on hiring committees and recommended operationalizing consistent processes for addressing reports of racism or microaggressions, including interruption and follow-up procedures for supervisors and administrators.
Task-force members discussed affinity groups and mentoring as retention strategies; earlier affinity efforts had limited interest, and the task force suggested exploring different engagement structures such as pairing affinity topics with mentoring matchups. The task force recommended continued work on job satisfaction measures (exit interviews and periodic pulse checks) and said administrators will consider which recommendations to act on.
Board members thanked the task force for its work and emphasized the value of student voice in the process; the administration said it would take the recommendations under advisement and determine next steps.
