Diversity in Community College District Employment: Effective and Lawful EEO Hiring and Succession Planning

Full Price:


Premium LL Rate:


The hiring process in community colleges is controlled largely by statutory and constitutional law, as well as a set of highly detailed regulatory procedures.  In particular, human resources personnel who oversee hiring, administrators who collaborate with human resources in the hiring process, and screening and selection committees must be familiar with the following:

  • Title VII of the Civil Rights Act of 1964 and its implementing regulations;
  • California Fair Employment and Housing Act;
  • Americans With Disabilities Act and 2009 Amendments;
  • Age Discrimination in Employment Act;
  • State Minimum Qualifications for Academic Staff;
  • State mandate to include "sensitivity to and understanding of the diverse . . . backgrounds of community college students" as a criterion for academic and administrative employment;
  • Article I, section 31(a) of the California Constitution (Proposition 209);
  • California Prohibition Against Discrimination in State Programs, including recent amendments identifying lawful hiring practices in the post-Proposition 209 context;
  • The detailed regulatory requirements for Equal Employment Opportunity Plan development and recruiting and hiring procedures, for both academic and classified hiring;
  • Your district's Equal Employment Opportunity Plan and Programs developed in conformance with the Title 5 regulations; and
  • Your district's shared governance policies, procedures, and past practices.

Read together, these constitutional, statutory and regulatory mandates create two competing legal obligations: the mandated commitment to diversity on the one hand, and the prohibition against discrimination on the other.  The challenge for community colleges now is navigating the balancing act that satisfies both these mandates.

This workbook provides a comprehensive guide to diversity in community colleges.  The workbook discusses (1) the legal backdrop to diversity; (2) the value of diversity in community colleges; (3) implementing a diversity plan; (4) diversity plans in the community colleges; and (5) generational diversity and succession planning.

Topics Include:

  • Legal Backdrop
    • Overview
    • The Prohibition Against Discrimination
    • The Diversity Commitment Post-Proposition 209
    • Diversity Hiring Pursuant to Federal Grants
  • The Value of Diversity in the Community College Workplace
    • Embracing Diversity
    • Diversity:  What It Is, and What It Is Not
    • Diversity Is a Fact of Life
    • Diversity Is Essential to Success
  • Getting to There from Here: Implementing a Diversity Plan
    • Diversity Plans: The Critical Goal of Inclusion
    • Leading a Diverse Organization
    • Creating a Diversity Plan
    • Diversity Plan in Action: Managing Day-to-Day Issues
  • Diversity Plans in the Community College Context: Creating your Equal Employment Opportunity Plan
    • Drafting the EEO Plan Components
    • Timelines and Adoption Procedures
    • Applying the New EEO Fund Allocation Model
  • Lawful Hiring Strategies for Maximizing Diversity
    • Institutional Commitment at All Levels
    • Well-Trained Selection Committees
    • A Reputation for Fostering an Inclusive Environment
    • Updated and Modern Job Descriptions & Qualifications
    • Maximizing a Global Perspective in All Disciplines and Departments
    • Proactive, Frontloaded, and Long-Range Recruitment Strategies
    • Retention Strategies
    • Monitoring and Reporting
  • Generational Diversity and Succession Planning: Opportunities for Building a Stronger Workforce
    • Succession Planning
    • Different Generations in the Workplace
    • How to Make Generational Diversity Work

This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.

* Discounted Prices are available only for our Premium Members.