1.2.7 . Assess and identify the practice of “ degree inflation ” that exacerbates racial disparities in educational and wealth attainment by requiring a four-year college degree for jobs that previously did not .
2021-22 Analyze job descriptions and responsibilities to assess necessary hard and soft skills and the role of a college degree .
Staff time : Moderate
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Indicators Status Lead Priority Lift Impact
Develop baseline data about applicant pool , by race , and success rate through degree requirements .
Not started
ADM HR , Racial Equity Working Group , Performance team , Finance and Administration team
Level 1 Difficult High
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HIRING AND RECRUITMENT |
1 |
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1.2.8 . Require outside recruiters to comply with departmental standards for equitable and inclusive hiring to ensure the production of diverse and qualified candidates . Use outside recruiters who bring an equity lens and culturally competent skills to their work . |
2022 Create policy and racial equity rubric for recruiters . |
Staff time : Low |
Track and trend recruiter ’ s process and outcomes .
Increase number of BIPOC applicants .
|
Not started |
ADM HR , Racial Equity Working Group , Performance team , Finance and Administration team |
Level 2 Easy Moderate |
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1.2.9 . Consult with candidates ’ references in greater depth in order to gain a more complete understanding of their capabilities and overall character than could be achieved through interviews and examinations alone . |
2021 Develop standardized questions for references . |
Staff time : Low |
Track number of contacts made .
Trend types and depth of contacts .
For successful hires , track efficacy of references .
|
Not started |
ADM HR , Racial Equity Working Group , Performance team , Finance and Administration team |
Level 1 Easy High |
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Racial Equity Plan 2021 |
59 |
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