[1. Certification of Notice Posted for the Meeting]
[00:00:07]
>> THIS OPEN MEETING OF THE THIS OPEN MEETING OF THE BOARD OF TRUSTEES IS AUTHORIZED IN ACCORDANCE WITH TEXAS GOVERNMEN CODE 551.001 THROUGH 551.146.
VERIFICATION OF NOTICE OF MEETING AND AGENDA ARE ON FILE IN THE OFFICE OF THE CHANCELLOR PER TEXAS GOVERNMENT CODE 551.1 THIS MEETING IS BEING BROADCAST OVER THE INTERNET IN THE MANNER PRESCRIBED BY TEXAS GOVERNMENT CODE 551.128. I CERTIFY THE NOTICE WAS POSTED PURSUANT TO
[A. Review and Reaffirmation of Strategic Priorities]
NOTICE.>> CHANCELLOR MAY: THIS IS WORK SESSION.
MARY BRUMBACH, WOULD YOU PLEASE KICK IT OFF.
>> M. BRUMBACH: THANK YOU VERY MUCH.
CHAIR AND VICE CHAIR JAMESON AND BOARD MEMBERS.
ON FEBRUARY 5 WE REVIEWED, REVISED THE [INDISCERNIBLE] THE RESULTS OF THAT SESSION STILL NOT THERE.
THE RESULTS OF THAT SESSION WERE CAPTURED IN THE KEY SESSION DELIVERABLES, WHICH HAVE BEEN INCORPORATED TO YOUR ONE-PAGE DOCUMENT ON STRATEGIC PRIORITIES.
YOU HAVE COPIES OF BOTH DOCUMENTS IN YOUR MATERIALS.
>> I LIKE THAT SIZE ETTER [CHUCKLING].
>> M. BRUMBACH: THE ONE-PAGE SUMMARIZES EVERYTHING.
IT'S A ONE-PAGE DOCUMENT FOR STRATEGIC PRIORITIES.
I WOULD LIKE TO REVIEW THE CHANGES MADE TO THE ORIGINAL DOCUMENT AND THE LAST HALF OF THIS WORK SESSION WILL BE ABOUT HOW WE'RE GOING TO WORK ON THE STRATEGIC PLAN FOR DIVERSITY AND FORCLUSIO AND INCLUSION.
ON THE FIRST SECTION OF THE DOCUMENT, YOU WILL NOTE TWO NEW ADDITIONS.
WE HAVE BEEN USING RATHER FREQUENTLY THE 60 BY 30 TEXT IN THE STRATEGIC PRIORITIES.
THAT IS THE END RESULT OF WHAT WE WANT TO DO.
THE OTHER THING THAT CAME THROUGH IN THE DISCUSSION WITH YOU ALL, IS A STRONG INTEREST IN CREATING PROGRAMS ANNUAL ASSESSMENTS OF WHAT IS OCCURRING.
IT PROBABLY WILL COME OUT VERY CLOSELY TO WHAT WAS GIVEN TO YOU THE LAST TIME WE MET, WHEN IS A STRATEGIC PRIORITIES IMPACT.
FRANKLY, THEY HAVE HAD A LIFE OF THEIR OWN.
AND HAVE GONE EVEN TO THE LEGISLATURE, AS I RECALL, AS A NUMBER OF OTHER VENUES.
THIS STATEMENT ON ANNUAL PROGRESS AND IMPACT AND INCLUDED IN THE DOCUMENT YOU HAVE IN FRONT OF YOU IN TERMS OF THE STRATEGIC PRIORITIES AS A WHOLE.
TO CONTINUE WITH WHAT WE HAVE DONE, THE ONLY CHANGE TO THE
[00:05:01]
INCOME DISPARITY THROUGHOUT THE COMMUNITY IS TO ADD THROUGH PARTNERSHIPS ON THE LAST BULLET.ON THE NEXT THREE MAJOR SECTIONS, THE ONLY CHANGE WAS TO IDENTIFY THE TYPES OF BUSINESSES THAT WE WANT TO BE THE PRIMARY PROVIDER FOR IN THE TALENT SUPPLY CHANGE.
SMALL, MEDIUM AND LARGE BUSINESSES.
THE MAIN CHANGE IS A NEW STRATEGIC PRIORITY.
TO CREATE A DIVERSE AND INCLUSIVE, HIGH-PERFORMING WORK AND LEARNING ENVIRONMENT LEADING TO STAFF AND EMPLOYEE SUCCESS.
WE MOVED RETAIN HIGH-QUALITY STAFF THAT REFLECTS THE COMMUNITIES FROM THE EARLIER IMPLEMENT HIGHER INTEGRATION NETWORK HERE WHERE IT SEEMS TO FIT BETTER.
AT THE LAST OF THIS, HERE ARE THREE BULLET POINTS THAT SUMMARIZE A GREAT DEAL, AND THEY ARE THE THREE BULLET POINTS, DEVELOP IMPLEMENT DIVERSITY A STRATEGIC PLAN, DESIGN HIGHER CAREER PATHWAYS.
THERE WAS CONSIDERABLE DISCUSSION.
REVIEW AND REVISE THE EMPLOYEE EVALUATION SYSTEM TO INCORPORATE BEST PRACTICES AND RECOGNITION THROUGHOUT THE YEAR.
IF YOU CARE TO DO IT AND YOU LOOK AT THE KEY SESSION DELIVERABLES, YOU WILL FIND EXPECTATIONS AND SUGGESTIONS, BUT THIS IS A SUMMARY.
THAT'S ASICALLY WHAT WE HAVE DONE WITH THE NEW VERSION OF THE STRATEGIC PRIORITIES FOR 2019-2020.
>> CHAIR D. FLORES: THANK YOU FOR THE WAY YOU LAID IT OUT TO SHOW WHERE WE ADDED WORDING.
DEFINITELY WHERE WE ADDED THE NEW STRATEGIC PRIORITIES.
>> THE [INDISCERNIBLE] STRATEGIC PLAN PUT INTO THE ANNUAL PLANNING PROCESS.
WE HAVE A FINANCIAL PLAN, AN EDUCATION PLAN, A FACILITY'S PLAN, A CHANCELLOR PERFORMANCE REVIEW PLAN, WE HAVE ALL THESE DISTRICT PLANS OUT THERE.
SO THIS IS SAYING WE'RE GOING TO REVIEW ON AN ANNUAL BASIS THE DIVERSITY INCLUSION PLAN OR EMBEDDED IN OTHER PLANNING PROCESSES?
>> M. BRUMBACH: BECAUSE WE DON'T HAVE ONE, THIS IS A NEW INITIATIVE.
AND IT IS LIVE [INDISCERNIBLE] IF YOU REMEMBER THE IMAGE OF COGS.
WITH EDUCATION PLAN, BUDGET CAPITAL PLAN, PEOPLE AND BUDGET.
THIS IS PART OF THE PEOPLE PLAN THAT WE'RE GOING TO BE WORKING ON. IN FACT, YOU CAN ALMOST THINK OF IT AS ADDING A SMALL GEAR.
WITH THE INCLUSION AND DIVERSION STUDY IT WILL IMPACT IN MANY WAYS THE STUDENT EXPERIENCE STUDY IMPACTED THE WHOLE FOUNDATION.
IT IS REALLY NOT [INDISCERNIBLE] IT IS PART OF THE NGOING PROCESS OF REVISING AND RENEWING HOW WE HANDLE HUMAN RESOURCES.
BUT IT IS ALSO LEADERSHIP ISSUE AS WELL.
IT IS A FOUNDATIONAL THING THAT IS GOING TO BE GOING OFF.
>> ONCE IT IS UP AND RUNNING AND THE METRICS ARE IN PLACE, IT KIND OF GETS DISPERSED THROUGHOUT THE REST OF THE PLAN?
IN ORDER TO GET IT DONE WE HAD TO SECRETE A STRATEGIC PRIORITY.
IF WE GET THIS DONE RIGHT MAY BECOME PART OF ANOTHER INITIATIVE.
>> INCLUDE PROCUREMENT AS WELL AS STAFFING AND HIRING AND PEOPLE?
>> M. BRUMBACH: IT WILL EVENTUALLY.
>> I MEAN THAT REALLY IS LOOKING AT HOW DO THIS IN A COMPREHENSIVE WAY AND PROVIDE GUIDANCE.
IT'S -- WE LOOKED AT SOME MODELS OF HOW WE WILL [INDISCERNIBLE] COURT BUT MORE OF A USEFUL TOOL FOR US GOING FORWARD.
ANY OTHER QUESTIONS BEFORE I MOVE TO THE NEXT SESSION? YES?
>> C. COMPTON: SOMETHING ABOUT YOU ALL FROM WHAT I UNDERSTAND
[B. Next Steps on Addressing Diversity and Inclusion in DCCCD]
HAVE AN RFP ON THIS? I'LL BE TALKING ABOUT THAT IN JUST A MOMENT.[00:10:02]
THE NEW STRATEGIC PRIORITY AND DIVERSITY INCLUSION INCLUDED THE DIRECTIVE TO DEVELOP INCLUSION STRATEGIC PLAN.AND MUCH THE SAME WAY WE HANDLED REALLY ASSESSING WHAT OUR EXPERIENCE STUDENT WAS, WE'RE ABOUT TO DO THE SAME THING IN TERMS OF OUR EMPLOYEE EXPERIENCE AND THE REALM OF DIVERSITY AND INCLUSION IN HEIR ENVIRONMENT.
AND WITH THAT, THAT AGAIN, YOUR BACKGROUND STATEMENT THERE IS YOUR NEW STRATEGIC PRIORITY.
CREATE A DIVERSE AND INCLUSIVE HIGH-PERFORMING LEARNING ENVIRONMENTS LEADING TO EMPLOYEE AND STUDENT SUCCESS.
IT HAS A NUMBER OF DIRECTIVES, ONE-ON-ONE IN PARTICULAR TO ATTEND TO, WHICH IS EXPECTATIONS FROM THE DIVERSITY AND INCLUSION STRATEGIC PLAN.
ALL OF THESE WERE FOUND IN STATEMENTS FROM THE PLANNING SESSION.
THE FIRST ONE TO ASSESS THE EXTERNAL PARTY.
SECOND, REVIEW AND REVISE DCCCD VALUE STATEMENT.
IDENTIFY POLICIES AND PROCESSES, THIS IS WHERE IT WILL IMPACT YOU AND OUR PERSONAL POLICIES.
ENCOURAGE AUTHENTICITY IN THE WORK AND LEARNING SPACE.
IF FINALLY, ESTABLISH POSSIBILITIES FOR CONNECTION ACROSS THE SPECTRUM OF DIVERSITY FOR OUR EMPLOYEES.
THAT'S THE GUIDELINES THAT I HAVE BEEN WORKING WITH.
BEFORE I SHARE THIS DRAFT APPROACH, IT MIGHT BE WISE TO RECAP SOME OF THE DEFINITIONS WE HAVE BEEN USING.
DIVERSITY INCLUSION DENOTES A VARIETY OF DIVERSE PEOPLES AND IDEAS WITHIN AN ORGANIZATION.
AND THE CREATION OF AN ENVIRONMENT IN WHICH PEOPLE FEEL INVOLVED, RESPECTED, VALUED, CONNECTED AND ABLE TO BRING THEIR AT THENNIC PERSPECTIVES TO THE WOR.
THAT IS THE COMBINED DEFINITION.
FOR DIVERSITY ITSELF, WE HAVE SIMPLE DISCUSSION ON THIS THE LAST TIME WE MET ON IT.
DIVERSITY REPRESENTS A FULL SPECTRUM, RIGHT, ETHNICITY, SEXUAL ORIENTATION, SOCIOECONOMIC STATUS, PHYSICAL DISABILITY.
MANY COMPANIES ARE CONSIDERED LIFE CHALLENGES, PERSONALITIES CHARACTERISTICS, PERSPECTIVES, WAYS OF THINKING AND WORKING, OPINIONS, EDUCATION LEVEL, FAMILY COMPOSITION OR TENURE.
IT'S ALL ABOUT THE MULTITUDE OF PEOPLE THAT ONE PERSON REALLY GIVES WHEN THEY SHOW UP.
INCLUSION, AND THIS IS PROBABLY ONE OF THE BEST STATEMENTS I HAVE SEEN ON IT.
INCLUSION REFERS TO CULTURAL AND ENVIRONMENTAL FEELING OF BELONGING.
IT CAN BE ASSESSED TO THE EXTENT TO WHICH EMPLOYEES ARE ACCEPTED AND ENCOURAGED TO FULLY PARTICIPATE IN THE ORGANIZATION.
>> M. BRUMBACH: THAT'S PART OF WHAT WE'RE GOING TO BE DOING WITH THE SURVEY.
>> M. BRUMBACH: YES, WHICH IS COMING UP EXT.
YOU ARE GIVING ME WONDERFUL S SEGUES.
>> CHAIR D. FLORES: IT'S IMPORTANT TO HAVE DEFINITIONS.
[INDISCERNIBLE] I THINK INSTEAD OF AUTHENTICITY BEING A PART OF THE DIVERSITY AND INCLUSION DEFINITION THAT IT HAVE ITS OWN.
>> M. BRUMBACH: WE CAN DO THAT.
>> CHAIR D. FLORES: WHAT IS INVOLVING AND RESPECT, WHAT DOES VALUE MEAN, WHAT DOES CONNECTED MEAN IN TERMS OF THIS ORGANIZATION.
THE SAME THING UNDER THECLUSION.
WHAT DOES ACCEPTED AND ENCOURAGED MEAN.
SO IT'S NOT OPEN TO THAT MUCH DEFINITION.
YOU HAVE GOT A COMMON SET OF UNDERSTANDING.
>> M. BRUMBACH: IT'S HIGHLY POSSIBLE AS WITH THE SURVEY HAS DONE, THAT WILL EMERGE FOR THE ORGANIZATION OF WHAT IT REALLY MEANS.
I'M A LITTLE BIT RELUCTANT TO -- BEFORE HE SURVEY.
>> CHAIR D. FLORES: ONE PERSON CAN SAY, YOU ARE RESPECTED, I DIDN'T TALK TO YOU.
AT LEAST IF WE CAN WORK FROM A COMMON DEFINITION.
>> M. BRUMBACH: LET ME SEE WHAT I CAN DO WITH IT.
NOT JUST A HUMAN RESOURCE ISSUE BUT A LEADERSHIP RESPONSIBILITY.
>> CHAIR D. FLORES: NOW, THAT'S A VERY GOOD STATEMENT RIGHT THERE.
BECAUSE I THINK OFTEN LEADERSHIP
[00:15:01]
HAS NOT SEEN IT AS A RESPONSIBILITY OF THEIRS.>> M. BRUMBACH: INCREASINGLY ACROSS THE FIELD THAT'S COMING THROUGH STRONGLY, IT IS LEADERSHIP AS ONE OF THE REASONS WE'RE GOING TO BE FOCUSING ON IT.
THIS STATEMENT [INDISCERNIBLE] KIND OF CAPTURES IT.
DIVERSITY EQUALS REPRESENTATION IN THE CONTEXT OF THE WORKPLACE.
WITHOUT INCLUSION THE CRUCIAL QUESTIONS THAT ATTRACT DIVERSE TALENT, LEAD TO GROWTH AND [INDISCERNIBLE].
CAN'T HAVE ONE WITHOUT THE OTHER.
AND IF YOU ARE REALLY, REALLY BORED AND WANT TO CHASE DOWN REFERENCES, A WHOLE HOST OF THEM ARE LEAR.
MOVING AHEAD, THIS IS A DRAFT.
IT COULD SHIFT AS WE GET INTO FINDINGS AND OTHER THINGS OCCUR.
BUT THE APPROACH TO USE A MODEL SIMILAR TO THE STUDENT EXPERIENCE STUDY THAT HAS BECOME ONE OF THE MOST FOUNDATIONAL THINGS.
WE WON'T GET IT DONE IN A YEAR.
I ANTICIPATE THAT IN SEPTEMBER OF 2019 WE WILL BE CONDUCTING A SURVEY OF 3750 FULL TIME EMPLOYEES TO GATHER DATA ON THE EMPLOYEE EXPERIENCE OF DIVERSE DIVERSITY AND ININ THE DCCCD.
FOCUSED ON INDIVIDUALS EXPERIENCE OF WHERE THEY ARE WORKING.
THAT WE'RE IN THE PROCESS OF THE REQUEST FOR PROPOSAL.
IT WILL CLOSE ON APRIL THE 11TH.
IT'S TO CONDUCT AN ANONYMOUS AND CONFIDENTIAL ASSESSMENT OF EMPLOYEE EXPERIENCE OF DIVERSITY AND INCLUSION IN THE DCCCD.
I ANTICIPATE WE'LL BE BRINGING IT TO THE BOARD FOR APPROVAL ON MAY 7.
IT INCLUDES SUPPORT FOR PROFESSIONAL DEVELOPMENT FOR LEADERSHIP; MANAGERS AND STAFF.
AND SUPPORTING DIVERSITY AND INCLUSION.
SINCE IT IS A NEW INITIATIVE IT'S NOT INCLUDED IN THE BUDGET BOOK AND WILL NEED TO COME TO YOU FOR FULL ACTION.
AS IT CONTINUES WE'LL EXPECT THE RESULTS FROM THE SURVEY FROM OCTOBER OR NOVEMBER IN 2019.
IN NOVEMBER 2019 BASED ON THE FINDINGS THAT COME FROM THAT AND EVERY COMPANY WE'VE BEEN LOOKING AT HAS BEEN PART OF THE RFP POOL.
REALLY HAS VERY SOPHISTICATED DATA METRICS THEY ARE USING THAT IN FACT TO THE POINT WE CAN GET HEAT MAPS OF CONCERNS ACROSS THE THE SYSTEM.
BASED ON THE FINDINGS, WE'LL SELECT PROBABLY 5 TO 10 FIRST TRIPLE PRIORITIES, M MUST THE SAME WITH THE STUDENT SURVEY.
THERE WILL BE SOMETHING ALONG THOSE LINES.
THE LEADERSHIP WILL APPEAR IN THE DISTRICT WILL SELECT THOSE CRITICAL PRIORITIES AND PROVIDE TRAINING FOR THE EADERSHIP TEAM, THE VICE PRESIDENT AND DIRECTORS.
INCLUDING HOW TO DISSEMINATE RESULTS AND STRATEGIES.
MANY COMPANIES E'RE TALKING WITH HAS A DEEP SENSE OF HOW YOU COMMUNICATE THINGS THAT CAN BE ASSOCIATED WITH [INDISCERNIBLE].
THAT'S PARTS OF THE THINGS WE'RE LOOKING FOR.
AS WELL THAT, WE'RE LOOKING FOR IDENTIFICATION THE FIRST YEAR POLICY AND PROCEDURE PROVISIONS THAT MAY NEED TO BE HANDLED.
POTENTIAL STRATEGIES FOR DEPLOYMENT OF THE CREATING WE'RE DOING.
ONE OF THE THINGS WE'RE GOING TO DO IS ESTABLISH WORKING GROUPS AND HELP MANAGE HE TRAINING AND PROCESS AND POLICY REVISIONS.
>> WOULD YOU SAY LEADERSHIP, HOW MANY PEOPLE ARE YOU TALKING ABOUT?
>> M. BRUMBACH: THE FIRST LEVEL IS THE CHANCELLOR REPORTS AND THEN WE'LL HAVE OUR VICE PRESIDENTS AND DEAN'S AND DIRECTORS.
SO RIGHT NOW I THINK WE HAVE 124 ADMINISTRATORS IN THE SYSTEM.
I DON'T KNOW, I THINK I SAW SOMETHING LIKE THAT.
IT WILL BE THAT MANY AND OF COURSE AS THIS THING ROLLS OUT FOR TIME AND THEIR LEADERS I IN THE SYSTEM.
I'LL DOUBLE CHECK THE NUMBERS FOR YOU.
I ANTICIPATE DECEMBER 2019 A REPORT TO YOU ON FINDINGS AND INITIAL PLANS.
>> C. ROGERS COMPTON: IS IT FULL-TIME EMPLOYEES, ARE THE PART-TIME EMPLOYEES NOT GOING TO [INDISCERNIBLE].
>> M. BRUMBACH: THEY WILL BE IN TIME.
WE'RE TALKING ABOUT OVER 7,000 PEOPLE IF WE ADD THEM IN AND LOOKING AT THIS TO GET THE FIRST PART OF IT DONE, THE MAJOR IMPACT WOULD BE THE FULL-TIME
[00:20:02]
EMPLOYEES.>> C. COMPTON: HAVE WE RECEIVED [INDISCERNIBLE] PART-TIME EMPLOYEES?
>> M. BRUMBACH: YES, WE TRACK THAT.
>> CHANCELLOR MAY: WE DO HAVE THAT.
>> C. COMPTON: JUST LISTENING TO THINGS AND TALKING TO PEOPLE, THAT SEEMS TO BE AN AREA WHERE PEOPLE REALLY FEEL THEY ARE EXCLUDED.
AND THEN YOU HAVE A SEGMENT, THEY DON'T THINK -- THEY THINK THEY ARE BEING EXCLUDED FROM ANY EMPLOYMENT OPPORTUNITIES.
AND THEY CAN'T -- OR EVEN CONSIDERATION FOR EMPLOYMENT.
[INDISCERNIBLE] AN ISSUE FOR A NUMBER OF YEARS.
>> M. BRUMBACH: WE'LL EEP THAT IN MIND.
HOPEFULLY AS THIS COMES ABOUT THAT ENVIRONMENT WILL CHANGE FOR THEM AS WELL.
MOVING TO 2020, WE ANTICIPATE DOING TRAINING TO ADDRESS MOST CRITICAL PRIORITIES.
INITIATE SELECTIVE STRATEGIES FOR INCLUSION.
IT COULD FOCUS OR INTEGRATED EMPLOYEE RESOURCE GROUPS.
OTHERS ARE DOING IN UNIVERSITIES AND COLLEGES.
WE EXPECT THAT THE POLICIES AND PROCESS REVISIONS WILL BE RESEARCHED AND COMPLETED OR INTEGRATED IN THE PROCESS.
SOME OF THEM MAYBE OPERATIONAL THINGS, NOT POLICY BUT ALL BASED ON THE FINDINGS.
>> CAN YOU GIVE EXAMPLES OF POLICY AND PROCESSES THAT COME OUT OF OTHER ORGANIZES WHO HAVE DONE THIS TYPE OF WORK?
>> M. BRUMBACH: A COUPLE OF THE UNIV UNIVERSITIES I HAVE LOOKED AT, I WOULD HAVE TO LOOK AT MY NOTES, TRUSTEE RITTER, THEY CREATED A PROCESS FOR THE HIRING OF INDIVIDUALS TO REALLY START WITH THE QUESTION OF DIVERSITY AND INCLUSION EVEN BEFORE YOU GO TO OTHER AREAS F CONCERN.
PART OF IT IS OPERATIONAL AND PART IS PROCEDURAL.
IT DOES THE HING THAT GOES BEYOND THE NORM OF PUT THE ADVERTISEMENT IN THE BASICALLY PUBLICCATIONS AND FINDING THE RIGHT PEOPLE.
SO IT'S -- YOU HAVE A THOUGHT ABOUT THAT DR. MAY?
>> CHANCELLOR MAY: THERE ARE A COUPLE OF WAYS WE'RE SEEING IT USED.
REVIEWING DOCUMENTS FOR A LARGE COMPANY AND THEY HAVE MADE CERTAIN CRITERIA, KNOWLEDGE, SKILLS, DEMONSTRATION AND BEHAVIORS TO BE ELIGIBLE FOR FUTURE JOBS [INDISCERNIBLE].
IF THEY ARE NOT [INDISCERNIBLE] PROCESSES THEY WILL BE ELIMINATED FOR CONSIDERATION.
TTHERE HAS BEEN INCORPORATED INTO THE EXPECTATIONS OF COMMITTEES WHEN DOING INITIAL HIRING SCREENING AND AS A QUALIFICATION CRITERIA.
THAT'S NOT SPECIFIC POLICY BUT CERTAINLY --
>> M. BRUMBACH: THAT IS PROCEDURES AND ARE --
>> CHAIR D. FLORES: I GAVE [INDISCERNIBLE] ADDRESSED IN THERE HOW THEY HAVE EXPECTATIONS REGARDING DIVERSITY AND INCLUSION.
I DIDN'T KNOW IF THAT WAS SHARED OR NOT.
BUT I THINK IT HAS A [INDISCERNIBLE] AND CONSIDER.
ALSO, UTSA BASED ON A CONFERENCE I ATTENDED AND A PRESENTATION IN REGARDS TO THEIR INITIATIVE TO DIVERSIFY AND PART OF IT WAS TRAINING ON BIASES.
>> M. BRUMBACH: WE ANTICIPATE THE IMPLIED BIAS BECOMING PART OF THE TRAINING WHEN IT WORKS WITH OUR LEADERSHIP TEAM.
>> C. COMPTON: DR. MAY, AT ONE POINT YOU HAD INDICATED THAT YOU PLANNED TO HIRE A DIVERSITY AND INCLUSION INDIVIDUAL.
>> CHANCELLOR MAY: I THINK IT IS.
AND REALLY GETTING DOWN TO WHAT THE FOCUS IS GOING TO BE ON THAT.
THAT IS IN THE BUDGET NOW TO DO THAT.
WE'RE STILL, WE NEED TO FILL THE HR POSITION IN CONJUNCTION WITH HR.
>> M. BRUMBACH: THE FINDINGS WILL PROVIDE GUIDANCE.
>> CHANCELLOR MAY: I THINK IT'S AN IMPORTANT PROCESS SO WE UNDERSTAND WHO WE NEED TO BE LOOKING FOR AND WHAT THEY ARE RESOURCEFUL FOR.
>> M. BRUMBACH: CONTINUING ON, APRIL 2020, WE MAY DO A PULSE SURVEY, WHICH IS VERY SHORT BUT GIVING GIVES AN INDICATOR FOR THE ENVIRONMENT FROM THE FIRST ONE BACK N SEPTEMBER.
[00:25:01]
MAY 2020, AGAIN, A REPORT ON THE FINDINGS AND ANY IMPACT BEING SHOWN, TO THE BOARD.FOLLOWING THAT, SUMMER 2020 BASED ON THE FINDINGS AND CONTINUED EFFORTS, WE ANTICIPATE THAT THE LEADERSHIP RETREAT WORK SESSION THAT GOES ON IN JUNE WILL FOCUS HEAVILY ON THIS.
ALONG THE SAME LINES ONE MORE ITEM IN THE DIRECTIVES, TO REVIEW AND REVISE THE DCCCD VALUES STATEMENT THIS UNE, WE EXPECT TO BEGIN THE WORK DURING THE ANNUAL LEADERSHIP SESSION.
THE SESSION WILL INCLUDE THE VALUES STATEMENTS THAT WE HAVE POSTED AND ALSO DETERMINING THE BEHAVIORS BY LEADERS, MANAGERS AND STAFF THAT DEMONSTRATE COMMITMENT TO THOSE VALUE AND CREATE THE DIVERSE AND INCLUSIVE LEARNING ENVIRONMENT.
NOT JUST A CASE OF I LIKE THE IDEA OF INTEGRITY.
THAT'S WHERE ESSENTIALLY WE ARE.
THIS PROCESS IS A DRAFT AT THIS POINT.
MUCH WILL BE [INDISCERNIBLE] FROM THE FINDINGS AND SURVEYS IN SEPTEMBER.
>> ARE YOU LOOKING FOR ORGANIZATIONS THAT HAVE DEALT WITH HIGHER ED, IN TERMS OF THIS PROCESS AS OPPOSED TO EXCLUSIVELY CORPORATE?
>> M. BRUMBACH: IT'S A COMBINATION.
WE'RE STILL A HIGHER EDUCATION INSTITUTION BUT WE HAVE MANY CHARACTERISTICS OF A MORE CORPORATE ONE, PARTICULAR IN THE DIVERSITY OF THINGS WE'RE DEALING WITH.
I THINK WE'LL FIND A GOOD COMBINATION WITH BOTH HIGHER ED AND WHAT IT RETAINING AND ENROLLING THE WORKFORCE NOW COMING ON BOARD.
>> WE'RE A LITTLE DIFFERENT THAN, I WOULD GUESS, ANY BUSINESS ORGANIZATION IN THAT THEY MAINLY WORRY ABOUT THEIR EMPLOYEES.
WE ALSO NEED TO BE WORRIED ABOUT STUDENTS AND HOW WE'RE ENGAGING THEM IN THE PROPER WAY.
OBVIOUSLY, [INDISCERNIBLE] AND THE BOTTOM LINE IS GOING TO DRIVE THE [INDISCERNIBLE] THEY CONSIDER THEIR TARGET AUDIENCE.
IN OUR CASE THERE IS NOT A GREAT DEAL OF DIFFERENCE IN TERMS OF [INDISCERNIBLE] AS WE LOOK AT --
>> M. BRUMBACH: ANY QUESTIONS?
>> CHAIR D. FLORES: I THINK IT WOULD BE HELPFUL FOR US TO SEE THE QUESTIONS ONCE THAT'S BEEN DEVELOPED.
>> M. BRUMBACH: WE'LL HAVE TO THINK THROUGH THAT BECAUSE THEY ARE CONFIDENTIAL.
>> CHAIR D. FLORES: NO, NOT IN TERMS OF WHO IS ANSWERING HOW, JUST WHAT QUESTIONS EMPLOYEES ARE RESPONDING TO.
>> M. BRUMBACH: WE CAN GIVE A PREVIEW OF THAT.
>> CHANCELLOR MAY: YOU SHOULD BE ABLE TO.
>> M. BRUMBACH: WE MAY HAVE TO HANDLE IT THAT WAY.
>> CHANCELLOR MAY: YOU PROBABLY NEED INFORMATION TO DO IT.
>> CHAIR D. FLORES: THE INFORMATION THEY SHARE [INDISCERNIBLE]
>> CHANCELLOR MAY: IT WOULD BE IDENTICAL TO THAT.
THIS IS THE BUSINESS OF THESE ORGANIZATIONS AND THEY DO THAT SO.
>> M. BRUMBACH: THANK YOU VERY MUCH.
>> CHAIR D. FLORES: GOOD WORK.
>> CHANCELLOR MAY: ANY OTHER QUESTIONS?
* This transcript was compiled from uncorrected Closed Captioning.