Post Hiring Principles, Guiding Questions, and Equity Framework

What should be our fundamental PRINCIPLE?

When beginning your POST HIRING PROCESSES, use the following principles to design practices:

• Principle 1: Utilization of a cohort model for onboarding new employees to provide sustained mentorship and professional learning opportunities
• Principle 2: Creation of a welcoming and inclusive environment by learning about new employee talents and needs to better tailor their experience and contributions to the institution
• Principle 3: Alignment of tenure evaluation requirements with equity-minded knowledge, skills, and abilities identified in job announcements

What GUIDING QUESTIONS should we use?

As you design POST HIRING PROCESSES, ask the following questions:

• Are we creating ways for faculty of color to have campus leadership access?
• Are our programs designed to support faculty of color and underrepresented faculty to support them and the institutional goals with the focus on avoiding cultural taxation?
• Are we influencing the culture of the institution by training on equity to all new faculty?
• Are we making clear the tenure process for new faculty to alleviate the stress often associated and reported by faculty of color and underrepresented faculty?
• Are we connecting faculty of color and underrepresented faculty with Employee Resource Groups (ERGs) within the district for community, mentoring, and networking?
• Are we giving faculty of color access to college leadership by planning events early in their career? (e.g., planned programs/lunches/receptions hosted by VP/President, etc.)
• Are we following up with new faculty of color and underrepresented faculty to survey their experiences?
• Are we tracking the retention of faculty of color? Do the faculty of color we hire obtain tenure at the same rate as their white colleagues?  Are our faculty of color more likely to leave our campuses prior to retirement?
• Are academic senate, faculty bargaining unit, and administrative leaders in alignment with a commitment to equity, diversity, and inclusion in the tenure process? What does that look like and how it is evaluated and supported?
• Are faculty, academic senate, faculty bargaining unit, and administrative leaders working with and listening to the needs of faculty of color and other diverse groups to improve the tenure process?

Which EQUITY FRAMEWORK foundations should focus our work?

Use the following equity foundations to frame your POST HIRING PROCESSES:

II	Race-conscious	Critical and reflective of color-evasive ideology
III	Institutionally focused	Reflective and proactive, seeking institutional solutions
IV	Systemically aware	Critical of institutional structures that perpetuate bias
V	Equity advancing	Willing to assess own practice and accountable to closing equity gaps