Staff and Administration

Staff & Administrators

Issues:
  • Increase racial diversity among staff and administrators.
  • Offer ongoing education for staff and administrators to increase understanding related to racial diversity.
  • Create a welcoming and supportive environment for staff and administrators of color.
Recommendations:
  • Applicant Pools (Dir. of HR and Dir. of Multicultural Svcs.): Increase racial diversity in our applicant pools for every job opening. Specific strategies might include the following:
    • Explore the cost of advertising in major newspapers of cities with large minority populations for key administrator positions, such as Seattle Times, LA Times, etc...
    • Post appropriate job openings with the Oregon Employment Division.
    • Consult current minority employees for ideas on recruiting, retention, climate, etc.
  • Relationship with Churches (Dir. of HR and Exec. Dir. of University Relations): Establish relationships with racially diverse key churches in Portland area and routinely send those churches position announcements. To a degree, connections have already been made between George Fox Evangelical Seminary and African American pastors in the Portland area. It is important to continue to communicate with and inform these churches and pastors about university-sponsored events and programs as well as job openings. Specific strategies consist of the following:
    • Obtain names of the churches and visit pastors. GFU student groups are rarely invited to minister to racially diverse churches nor do racially diverse churches attend GFU-sponsored events with frequency. Working with the church relations committee, a plan will be developed to increase participation and communication.
    • Emphasize the tuition benefit. (We believe this will encourage people to commute to Newberg to work and will likely have a positive impact on the racial diversity of the student population as well.)
    • Provide a job seeker workshop at a minority church in Portland that would include mock interviewing, resume writing, etc. Ask Career Services to spearhead.
  • External Relationships (Dir. of HR and Dir. of Multicultural Svcs.): Establish relationships and advertise with recruiting organizations such as Urban League, Siletz Tribe, and Oregon Council for Hispanic Advancement (OCHA).
  • Education and Training (Dir. of HR and Dir. of Multicultural Svcs.): Provide initial and ongoing education for staff and administrators to increase understanding related to racial diversity and to create a diversity-friendly climate (consider "updates" at Faculty Retreat and All Employee Meetings in August). It is also important to affirm to employees that increasing and supporting racial diversity is a goal at George Fox and that support of this goal is an expectation of all employees. Specific strategies might include the following:
    • Add language of this nature to employee handbook
    • Present an annual address by Dave Brandt or other Cabinet member to employees, perhaps at staff and all employee lunches.
    • Offer periodic diversity activities for all employees, beginning with "Bridges to Understanding" within first year of employment.
    • Solicit ideas, resources from other schools in OICA, NW conference.
    • Use Diversity as the theme for a Staff Development Conference in Fall 2005.
    • Include employees in events such as cultural celebration week.
    • Provide community outreach opportunities for employees to other races, cultures. (Example, tutoring Hispanic children)
    • Invite employees to attend chapels featuring minority speakers and/or on diversity.