[DEOC] faculty inquiry: HB2158 & SB5194 and racial diversity

[Consuelo Grier]

Melissa,

Some quick thoughts on this...

We have put a small portion of our funding to the side to do a course buy-out for one "Inclusive Faculty Hiring Coordinator" for a pilot year. This person will work directly with me and academic departments to build relationships with institutions we identify that graduate high percentages of up-and-coming faculty... think along the lines of MSIs. This role will specifically be building relationships and supporting recruitment efforts to hire faculty that are underrepresented at our college - that is BIPOC faculty.

Other ways to support recruitment and consideration of salary bumps can be to tied to very specific lived and learned experiences. Ex: people with lived/learned experience working in urban school districts/areas; people with lived/learned experience at Hispanic Serving Institutions or HBCUs... things like that. These are efforts that strategically position us to recruit and support BIPOC faculty, by tying the rationale to lived/learned experiences rather than their race.

In terms of the 27% their HR office quoted they can ask for it to be further disaggregated if the n is such that it won't explicitly identify individuals. Their gut is probably right that it is not representative of racial equity.

Hope this helps and happy to chat with you if you have further questions.

CG
________________________________
From: DEOC <deoc-bounces at lists.ctc.edu> on behalf of Melissa Williams via DEOC <deoc at lists.ctc.edu>
Sent: Wednesday, July 19, 2023 1:29 PM
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Cc: Melissa Williams <mwilliams at sbctc.edu>
Subject: [DEOC] faculty inquiry: HB2158 & SB5194 and racial diversity


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Hello, friends,



I received a question from a faculty member regarding a desire to bump salaries for racially diverse faculty candidates utilizing HB2158<https://lawfilesext.leg.wa.gov/biennium/2019-20/Pdf/Bills/House%20Passed%20Legislature/2158-S2.PL.pdf?q=20230719130754> with supporting rationale from SB5194.



Have any of you engaged in such conversations or know of folks who might have?



Here’s what the faculty person wrote to me:



I am doing a union bargain session. We were discussing if there were any ways to use HB2158 that gives salary bumps to “high demand” positions to fund hiring specifically “diverse” candidates from protected groups in Washington. We wanted to give the high demand money to faculty of color specifically which could be interpreted as illegal. Trying to think of creative ways to use the money to actually draw Black, Indigenous, and other candidates of color. Are other colleges using 5194 or 2158 funds to do anything amazing and actually successful? We put all these “diversity goals” in place and still hire mostly white folks. [My college] HR tells us they hired 27% protected groups last year, but I kind of doubt that is racial equity, [that percentage might reflect gender, sexual orientation, age, or disability diversity only].”



Thank you in advance for ideas and input.



Cheers,

Melissa



[Compass] Melissa Williams (she/her)

Policy Associate for Equity, Diversity, and Inclusion

Washington State Board for Community and Technical Colleges

mwilliams at sbctc.edu<mailto:mwilliams at sbctc.edu> •360-704-3992

sbctc.edu<https://www.sbctc.edu/> • Twitter: @SBCTCWashington<https://twitter.com/SBCTCWashington> • Facebook: @WASBCTC<https://www.facebook.com/wasbctc/>

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within a culture of belonging that advances racial, social, and economic justice

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