Administrator Criteria for Diversity, Access & Equity

Administrators are expected to demonstrate a commitment to diversity, access and equity in all facets of the division’s operations and will be evaluated on how they support subordinates in achieving goals within the boundaries of applicable law and guidance.

General

• Challenges subordinates to consider and incorporate diversity, access and equity in all aspects of the division’s functions.
• Includes diversity, access and equity compliance and proactive efforts in the budgeting process.  Examples may include allocating funds:
  • for software that is accessible;
  • contingency funds for workplace accommodations;
  • that consider diversity as a factor in providing access to professional development opportunities; and
  • for internship opportunities that have the impact of building pools of qualified minorities and women as future employees.
• Shows respect for relevant processes and underlying regulations and policies.
• Prioritizes funding for professional development and service opportunities that incorporate issues of diversity, access and equity in the agenda/curriculum.
• Engages in and encourages civil discourse at all levels.

Affirmative Action, Recruiting, and Hiring

• Takes responsibility for promoting fair hiring practices and meeting affirmative action goals within the division; this includes but goes beyond the applicant pool certifications required by search processes.
• Enlists individuals within the division to work with the Equity and Access Office to develop recruitment and outreach strategies designed attract diverse applicants with the education and skills necessary to be competitive for open positions.
• Commits resources for targeted recruitment and outreach activities.
• Ensures that search committee members participate in mandatory and available trainings.

Safe Working and Learning Environment

• Establishes an environment which supports reporting of all allegations of discrimination as required by NAU policies.
• Effectively conveys to subordinates that discrimination and harassment are not to be tolerated.

Access

• Considers access for individuals with disabilities in programming, planning, budgeting and purchasing decisions.
• Supports subordinates in providing reasonable accommodations to employees as directed in consultation with appropriate offices.