Image Spacer
Site Index | Phone Directory | Search
Long Beach City College Image Spacer
Site Navigation
Staff Equity Committee Home
Equal Employment Opportunity Plan
Annual Reports
Agendas/Minutes 2008-2013
Agendas/Minutes 2014-2015
Faculty Internship Program
Meeting Dates
Human Resources Home
Get Adobe Reader
Image SpacerAdmissionsCounselingDisabled Student ServicesEOPSFinancial Aid
Gray rule
Long Beach City College
Staff Equity Committee

Long Beach City College

The Staff Equity Plan



Over the years the student demographic landscape of Long Beach City College has been altered from one of majority white to one of majority minority.  This is a direct reflection of the change in the city's demographic profile which today reflects a sixty-seven percent ethnic minority population.  These demographic changes warrant institutional structures that support those changes particularly in light of the 80% - 90% of students with basic skills needs, and also in light of the institution's Educational Master Plan which requires that we “Identify and evaluate obstacles to student success, and the ways to overcome them, in the areas of support services, instructional and staff support, facilities, and equitable hiring." 

The Staff Diversity Task Force

The Staff Diversity Task Force co-chaired by the Academic Senate representative, Lee Douglas and the administrative representative, Rose DelGaudio, Vice President of Human Resources was charged with the development of an institutional diversity plan with the goal of improving the proportional ethnic and gender representation of faculty and staff relative to the proportions in the LBCCD community with timelines and annual benchmarks.


The Staff Equity Plan


Since fall 2007 the Staff Diversity Task Force, comprised of the various constituencies on campus:  faculty, classified, and administration, has worked diligently to assess institutional policies and practices which have created barriers to diverse hiring.  The Task Force formulated the Staff Equity Plan in response to these barriers and thus identified three major areas which demand continuous action:

1. Dialogue/Training:  The objective here is to create an on-going intellectual campus-wide  dialogue on the topic of equity as it relates to our students and staff.  The purpose is to promote organizational learning while at the same time creating a climate of shared commitment and responsibility.   

2. Recruitment:  The objective here is to create a faculty internship program that serves as a pipeline to full-time faculty positions; conduct broad based outreach to ensure equitable recruitment practices in support of appropriately diverse pools of applicants; and to provide applicant training opportunities to support their successful candidacy.

3. Policies and Procedures:  The objective is to review and revise Board policies and administrative regulations as well as institutional practices to ensure adherence to legal requirements and contemporary practices which foster equitable hiring processes. 

The Task Force recognizes that necessary to a successful plan was the need to move the topic of diversity from the margin to the center of the institution.  It is no longer acceptable to just make claims in support of diversity, but rather senior leaders, department chairs, and existing faculty all have key roles to play in efforts to increase the presence of under represented faculty.    It is no longer someone else's concern, it is everyone's concern.  Further, the institution must imbed the efforts of diversity and equity into the core of its mission and everyday institutional functioning.  It therefore requires comprehensive and on-going dialogue/training efforts to achieve sustainable change. 

The Task Force also placed significant importance on the role of recruitment as a successful strategy to achieve a diverse staff.  The Task Force's work here provided opportunity to “think out of the box" in terms of new approaches to recruitment which involves broader outreach efforts at multiple levels and in multiple venues.

The current Staff Equity Plan represents the first phase of its design and implementation for year one.   Phase II will continue to build upon the Phase I structures as it transitions from a Task Force to the Staff Equity Committee.


Charge: (responsibilities, tasks)

The charge of the Staff Equity Committee is to assist the district in implementing and monitoring its Staff Equity Plan as well as provide suggestions for Plan revisions as appropriate. The committee will assist in promoting an understanding and support of equal opportunity and nondiscrimination policies and procedures. The committee may sponsor events or other activities that promote and support equal employment opportunity, nondiscrimination, retention and diversity in collaboration with other appropriate groups. The committee shall include a diverse membership whenever possible. A substantial good faith effort to maintain a diverse membership is expected.