404.10 Action Plan (WAC 132F-148-020)

The SCD workforce diversity goals and strategies requires the following actions which are designed to insure proactive equal employment opportunity.

404.10.1 Responsibility for the implementation of the workforce diversity policy program rests with the chancellor for the district as a whole and with the president of each college.

  • The District’s workforce diversity goals and objectives will be championed by the college presidents and their respective leadership teams, working in collaboration with and support from the Employee Services division.
    1. The SCD affirmative action plan may be updated periodically in response to the Governor’s Affirmative Action Program Committee (GAAPCom). Campus presidents will insure that all personnel are aware of the policy and plan.
    2. The workforce diversity policy will be an integral part of new employee orientation.
    3. The District Office will facilitate collaboration with its faculty and classified unions to provide input and support for District workforce diversity strategies and practices to ensure that respective collective bargaining agreements do not create barriers to achieving workforce diversity goals.
    4. The District’s Employee Services division will continuously update its systems and business practices with respect to the operational aspects of recruitment, hiring, and onboarding of new employees to ensure there are not systemic barriers to achieving workforce diversity goals.
    5. The District Office Employee Services division will lead and/or coordinate proactive outreach recruitment efforts and partnerships with four-year institutions and relevant community-based organizations to create and maintain accessible pipelines to help inform diverse applicants of employment opportunities across the district and actively recruit them as potential candidates.
  • The president's responsibilities are to:
    1. Insure that all college administrators and supervisors are aware of the workforce diversity goals and strategies and are held accountable for implementation of selected strategies and recruitment and hiring practices. Insure that hiring and promotion patterns are monitored so that diverse employees are given full and fair consideration.
    2. Insure that facilities are comparable for all and are accessible to disabled persons.
    3. Insure that protected group members are afforded full opportunity and are encouraged to participate in college-sponsored education and training programs.
    4. Insure adequate representation of protected group members on selection committees.
  • The Chief Human Resources Officer’s responsibilities are to:
    1. Design and implement performance indicators and audit and reporting systems that will:
      • Measure the effectiveness of workforce diversity strategies,
      • Define and implement additional strategies or course corrections where indicated, and
      • Determine degree to which goals and objectives have been attained.
    2. Develop policies and procedures related to equal employment opportunity and workforce diversity goals for review, approval, and action by the chancellor's cabinet and board of trustees.
    3. Serve as liaison between the district and compliance agencies, organizations for all legally protected groups and with other such community and municipal action programs.
    4. Develop and maintain internal and external communication systems.
    5. Assist in the identification of problem areas.
    6. Ensure proper dissemination of information about the District’s workforce diversity goals to all employees, supervisors/managers and other interested parties.
    7. Prepare and present an annual Workforce Diversity report to the Board of Trustees for its review and comment.

404.20 Personnel Policies relative to Affirmative Action (WAC 132F-148-060)

  • 404.20.1 Age Discrimination
    Seattle Colleges District will provide equal opportunity for all persons without regard to age. The district does not discriminate on the basis of age in any employment practice including hiring, promotion, demotion, transfer, recruitment, layoff and return from layoff, termination, fringe benefits, selection for training and other terms of employment.

    Further, the district does not specify a minimum or maximum age requirement on its advertisements for employees except on the basis of a bona fide occupational qualification, retirement plan, or statutory requirement.

  • 404.20.2 Employment of Veterans
    Seattle Colleges District does not discriminate against veterans in any employment practice including, but not limited to, hiring, promotion, demotion, transfer, compensation, layoff, fringe benefits, selection for training, and other terms of conditions of employment. Advertisements for positions are sent to all relevant offices and agencies.
  • 404.20.3 Employment of Disabled Persons
    Seattle Community College District does not discriminate against any employee or applicant for employment because of a disability with regard to any position for which the employee or applicant is qualified to perform the essential job functions, with or without accommodation. Further, the district does not discriminate against disabled persons with regard to promotion, demotion, transfer, layoff or return from layoff, termination, compensation, fringe benefits, training opportunities, and other terms and conditions of employment.

    The district will make reasonable accommodations within budgetary limits for those who are disabled to allow them to perform the duties of the jobs for which they are qualified. Several on-going efforts are aimed at insuring non-discrimination for disabled persons:

    1. Evaluate accessibility of physical accommodations for disabled persons.
    2. Review of faculty, classified and administrative job requirements and testing devices to assure that they are job related and do not screen out qualified disabled applicants and other protected groups.
    3. Periodical articles in district publications related to legal and other aspects of the employment of disabled persons.


Companion Document : Pol404
Adoption Date : 1987/03/17
Revision Date : 2014/08/11