Mission of Staff EEO Compliance
Staff EEO Compliance is committed to making UC Berkeley a more inclusive diverse work environment which is free from discrimination, contributing to enhanced organizational effectiveness[1].
In support of this we will:
- assist campus managers in achieving affirmative action [2] goals;
- inform members of the campus community of their respective affirmative action/equal employment opportunity[3], responsibilities and assist them in interpreting University AA/EEO policies and practices;
- assist managers and human resource professionals in evaluating and developing internal human resource systems, practices, procedures and processes that are bias-free;
- educate and provide tools to staff and managers to work and manage effectively in a diverse environment;
- influence the development and implementation of campus human resource policies, practices, and procedures that are fair, equitable, and inclusive of a diverse work force;
- promote an environment which encourages and supports employee participation and initiative at every level;
- monitor affirmative action and diversity [4] efforts and inform the Chancellor of progress in these areas;
- conduct research to develop effective models, frameworks, and strategies which address affirmative action and diversity issues;
- develop internal and external partnerships with units, departments, and organizations to work collaboratively in addressing AA/EEO and diversity issues.
Notes:
[1] Organizational effectiveness can be defined as the ability of an organization to realize its goals and vision by: the ability of managers & staff to remain focused on the work itself; the ability to acquire needed resources from environment to enhance competitiveness; the ability to maintain high quality of internal processes and information; and to minimally satisfy all constituencies and stakeholders.
[2] Affirmative Action is one aspect of the federal government's efforts to ensure equal employment opportunity. Executive Order 11246 prohibits federal contractors from discriminating against employees on the basis of race, sex, religion, color, or national origin, and requires contractors to implement affirmative action plans to increase the participation of minorities and women in the workplace. With the implementation of The Regent's Resolution SP-2, effective January 1, 1996, UC hiring authorities can conduct targeted outreach to minorities and women only where underutilization has been identified.
[3] Equal Employment Opportunity is a term used by the federal government to refer to employment practices that ensure nondiscrimination on the basis of race, sex, religion, color, national origin, physical or mental ability, medical condition, ancestry, or age. The principle behind EEO is that everyone should have the same access to opportunities.
[4] Diversity is a comprehensive organizational and managerial process for developing an environment that maximizes the potential of all employees by valuing diversity. Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. Dimensions of diversity include but are not limited to: age, ethnicity, gender, physical abilities or qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classification. (Adapted from Marilyn Loden and Judy Rosener, Workforce America! Managing Employee Diversity as a Vital Resource, Illinois: Business One Irwin, 1991, p. 18.)