IDENTIFICATION OF PROBLEM AREAS

      The University of Massachusetts Dartmouth has studied and examined its employment policies and practices with various individuals from within the University as well as within Southeastern Massachusetts. Many of the recommendations which emerged from this examination will greatly assist the University of Massachusetts Dartmouth to meet not only the intent of various federal and state anti-discrimination laws, but also the Board of Trustees' policies concerning equal employment opportunity and affirmative action.

      One of the highly recommended requests proposed by both internal and external individuals was the need to have an employment selection procedure which clearly explains to all interested individuals, including the search and screen committee, what they all need to know about how to conduct a lawful employment selection process for faculty and/or administrative positions. Staff of the Office of Human Resources and the Office of Equal Opportunity, Diversity, and Outreach worked on this employment selection procedure which will be discussed in the corrective action section of this plan.

      One of the other recommendations which also received a lot of interest and support was the need to develop a University climate that fosters and promotes the Board of Trustees' approved documents: Resolution in Support of Pluralism, Policy Against Intolerance, Statement of Affirmative Action and Equal Opportunity, Statement on Cultural Diversity and Inclusion, and Statement on Gender Discrimination.

      Our work environment is becoming extremely complex, requiring all of us to work with people who in many ways are culturally different, it is necessary that the Office of Human Resources and the Office of EODO continue to provide a series of workshops for all levels of the University management team and employees. These workshops are created to encourage all members of the management team to strive for the achievement of better working relationships with one another. All training opportunities are planned to provide supervisors with the essential skills they need to be competent and professional within a complex working environment.

      Moreover, there will be seminars conducted on sexual harassment and the supervisor's role in developing achievable affirmative action goals and timetables. The University has taken the position that it must develop its managers to quickly respond to concerns and problems which emerge in the University community. The following will illustrate the ongoing commitment to address problem areas identified:

• The University of Massachusetts Dartmouth has made some progress over the last few years in its Equal Employment Opportunity and Affirmative Action (EEO/AA) Program, although more remains to be done to diversify faculty and staff on campus.
• Increase the number of faculty of color, women faculty in underrepresented departments, and women in senior management positions. Increase women and people of color in various job categories previously identified within Tables II and Table III.
• Review all aspects of equal employment opportunity and affirmative action and make appropriate adjustments, including the retention of faculty and staff of protected class, to determine if there are any policies and/or procedures that have an adverse impact or become unintentionally harmful.
• To better understand the multi-faceted nature of diversity issues/concerns at the University of Massachusetts Dartmouth by conducting an institutional assessment of the culture and climate of the campus toward differences. Once the institutional assessment has been completed, a designated senior staff member will be given the responsibility to implement, monitor and report on the progress of recommendations so that the University can form the institutional climate for proactive rather reactive activities to address diversity and inclusion.