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| EQUITY - Affirmative Action Office Newsletter (October 2006) |
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| University-wide Equal Access/Equal Opportunity Training Initiative |
The Affirmative Action Office and Human Resource Services are teaming up to bring a new training initiative to Purdue University. Training on equal access and equal opportunity issues is slated to be provided to everyone on the West Lafayette campus within this fiscal year. The two offices have been coordinating hiring efforts and collaborating to create a framework for the workshop sessions. Employees participating in the sessions can expect to take away baseline knowledge of the University’s policies and procedures regarding equal access and equal opportunity, and of University resources regarding discrimination and harassment. Federal law prohibits discrimination based on race, religion, color, sex, age, national origin or ancestry, disability, or veteran status. In addition, University policy prohibits discrimination based on marital status, parental status, and sexual orientation and has a general antiharassment provision.
Individuals may contact the Affirmative Action Office for more information or to arrange a workshop for their unit.
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| NEW: Employment Retention Resource on the Web |
The Affirmative Action Office is pleased to announce a new resource on employee retention for all campus supervisors. The Employee Retention Guide contains a wealth of information on topics such as “Creating a Welcoming Environment for New Employees,” “Retention Tools for Supervisors,” “Welcoming Diversity in the Workplace,” “ Additional Considerations for Faculty Retention,” “Quick Tips for Supervisors”, and University resources for retention.
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| Staff Recruitment and Selection Workshop |
The Affirmative Action Office has again teamed up with Human Resource Services Employment to bring you “The Essentials of Staff Recruitment and Selection” workshop this fall. Directed toward hiring supervisors and committees as they proceed through the staff hiring process, the session will provide guidance on adding diversity to the search process, enlarging applicant pools, evaluating applicant credentials, conducting a fair and legal interview, and conducting reference checks. All hiring supervisors and committee members who have not been to a previous session are encouraged to attend.
The Essentials of Staff Recruitment and Selection
Tuesday, October 24
2:00 p.m.-4:00 p.m.
STEW 310
If you would like to attend, please contact the Affirmative Action Office at aao@purdue.edu or 49-47253 to reserve space and/or request a reasonable accommodation.
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| National Disability Employment Awareness Month |
October is National Disability Employment Awareness Month throughout the United States. In recognition, AAO is pleased to offer the following educational opportunities to the University community:
ADA for Supervisors
Wednesday, October 4, 2006
9:30 a.m. - 11:30 a.m.
Stewart Center, Room 318
This workshop, open to all campus supervisors, will examine what constitutes a disability, how to recognize an employee’s request for a reasonable accommodation, and what to do next. Please join us for this informative and engaging educational opportunity.
ADA Overview
Thursday, October 12, 2006
9:30 a.m. - 11:30 a.m.
Stewart Center, Room 318
In this workshop, learn about the Americans with Disabilities Act (ADA): what the law means, its history, and what is in store in the future.
ADA Audio Conference
Tuesday, October 17, 2006
2:00 p.m. - 3:30 p.m.
Purdue Memorial Union, Room 136
This workshop is the first session in the 2006-07 ADA Audio Conference Series presented by the Great Lakes ADA and Accessible IT Center. The program is designed to offer individuals advanced information on various ADA-related issues.
Reasonable Accommodation Workshop
Wednesday, October 18, 2006
2:00 p.m. - 3:00 p.m.
Stewart Center, Room 318
This interactive workshop will examine the reasonable accommodation process through various case studies.
Transitioning from College to Work
Tuesday, October 24, 2006
6:00 p.m. - 7:30 p.m.
Stewart Center, Room 322
This workshop will provide students with disabilities with the knowledge necessary to successfully transition from college to the work environment. Topics which will be addressed during the workshop include requesting reasonable accommodations, deciding whether or not to disclose, and enhancing self-advocacy skills and self-knowledge.
For more information, to reserve a space, or to request a reasonable accommodation, please contact the Affirmative Action Office at aao@purdue.edu or 49-47253.
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| Expanding Your Search |
Hiring supervisors and managers are frequently looking for ways to increase the quality and diversity of applicant pools. Following are a few suggestions.
Networking
Networking is one of the easiest and most effective ways to expand an applicant pool and this can be done by any member of the search committee. Hiring supervisors and/or search committee members are encouraged to notify qualified potential applicants of the position opening, including those who are members of underrepresented groups. Let colleagues know of the openings in your department and ask them to assist you in disseminating information about your open search. Take literature about the department and/or position to hand out at a conference and/or professional association meetings.
Advertising Strategies
In addition to the standard publications, hiring supervisors and search committees are encouraged to take a look into niche publications that target a professional group and/or a diverse audience. Publication suggestions for expanding staff searches may be found in the Staff Recruitment and Selection Procedures Manual on the AAO web site and on the Human Resource Services “Employment Advertising Resources” web page. Publication suggestions for expanding faculty searches may be found in the Faculty Search and Screen Procedures Manual on the AAO web site.
For further ideas on expanding your search, contact the Affirmative Action Office or your Human Resource Services Employment Consultant.
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| Office Practices - What Does Your Open Door Policy Say About You? |
Many times, employees are told that a supervisor has an “open door” policy. This “policy” is really an unwritten rule that is meant to convey the message that when the supervisor’s door is open, it is okay for the employee to come in and talk about a work problem, concern, or issue. Some supervisors even go so far as to leave their door open for informal chats, as well.
This informal policy can be a real morale booster if employees feel comfortable approaching the supervisor in this manner and feel that their concerns are of value to the supervisor and will be listened to. Unfortunately, what can easily happen is that the supervisor states that s/he has an open door policy, but then does not follow through with this concept. Employees are not truly welcome at any time the door is open. The supervisor would really prefer that staff make an appointment to discuss issues that are not emergencies so as not to disrupt the flow of work. In this case, the verbal and actual messages that employees receive are not in agreement. Employees may be left feeling that they are not valued by the supervisor, which can lead to discontent and low morale.
The bottom line is this: If you as a supervisor choose to have an “open door policy,” it is important to remember to convey a consistent message to employees and to truly have an open door, welcoming impromptu discussions. If your work or work style cannot accommodate an “open door policy” practice, make clear to employees when you are available for handling concerns that are not emergencies and follow through.
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| Emergency Preparedness for People with Disabilities in the Workplace |
Emergency preparedness has appropriately received considerably more attention since the September 11th attack on the World Trade Center and the destruction which Hurricane Katrina unleashed against our gulf coast. These terrible and tragic events have caused our nation to review its emergency policies and procedures, including our own here at Purdue. In examining Purdue’s policies and procedures, we must remember to include people with disabilities in the planning and implementation of them. Do you know what to do to assist a person with a disability during an emergency? The following paragraphs provide tips to keep in mind when assisting people with disabilities.
If you encounter a person with a disability during an emergency, always ask how you can help him/her before attempting any emergency evacuation assistance. Ask how s/he can be assisted or moved and if there are any special considerations or items which need to come with the person. You should only attempt an emergency evacuation of a person with a mobility impairment if you have had emergency assistance training or the person is in immediate danger and cannot wait for emergency service personnel.
If a person has a mobility impairment and is unable to use the stairs, s/he should find a place of refuge such as an exterior closed stairwell. If the individual is close to a working telephone or has a cell phone, s/he should call 911 and tell the emergency dispatcher where s/he is or to where s/he will be moving. The person with a mobility impairment should request people exiting via the stairwell to notify the emergency personnel of his/her location. As soon as practical, the individual should move to the stairway and await emergency personnel.
If the person is blind or has low vision, offer him/her your arm which s/he could hold onto as you exit to a safe place.
If the person is deaf or hard-of-hearing, tap him/her on the shoulder to get his/her attention. You may be able to explain the situation to the person if s/he is able to read lips, or you may have to use pen and paper.
These tips are a few things to keep in mind when interacting with a person with a disability during an emergency.
If you have questions concerning emergency preparedness for people with disabilities, please contact the Affirmative Action Office at 49-47253 or aao@purdue.edu. For additional information regarding emergency preparedness for people with disabilities, as well as general information on emergency preparedness for all people, please refer to the Purdue University Emergency Procedures Handbook prepared by the Department of Safety and Security.
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| NEW: Workshop Sessions Available for Individual Units |
AAO staff are available to present to individual units on the topics of equal access and equal opportunity, staff recruitment and selection, faculty search and screen, affirmative action, conflict resolution, discrimination and harassment, sexual harassment, hate and bias, disability access, and the Americans with Disabilities Act for supervisors. To arrange for a session tailored to meet the needs of your unit, contact us at 49-47253 or aao@purdue.edu.
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| Publications |
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AAO provides the following publications for the University community:
- Access Purdue: A Disability Resource Guide for Faculty and Staff
- Faculty Search and Screen Procedures Manual
- Staff Recruitment and Selection Procedures Manual
- Affirmative Action Plan: Gender, Race, Ethnicity
- Affirmative Action Plan: Veterens and Individuals with Disabilities
Copies of these publications may be obtained via AAO's Web site at www.purdue.edu/humanrel/aao or by calling the office at 49-47253.
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| Forms on the Web |
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Forms for faculty search and screen, including research faculty positions and search waivers, disability accessibility concerns notification, staff special monitoring procedures, and complaints are now located on one web page at http://www.purdue.edu/humanrel/aao/forms.shtml.
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