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The
selection process, including: job descriptions, position titles,
application forms, pre-employment forms, interview procedures,
referrals, position announcements, job advertisements, final
selection process and similar factors should not have the effect of
discriminating against women and/or minorities.
To identify any problem or potential problem areas, the composition
of the University workforce was examined by department, job group
and personnel action. Based on that review, the following
conditions may explain our lack of sufficient progress in certain
areas:
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The
geographic location of the University some distance from minority
population centers makes recruitment a real
challenge. While regional and national
advertising is done for faculty and some management positions, the
pay scale for support staff is ordinarily not enticing enough to
encourage relocating or commuting long
distances.
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The
scarcity of minority faculty and staff currently employed at the
University hampers our efforts in attracting minority
applicants.
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Insensitivity and a lack of awareness regarding diversity
creates a "chilly climate" in a few departments and
positions.
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In areas
such as skilled trades, there are few female applicants with the
necessary skills and experience.
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On rare
occasions, a department resists affirmative action guidelines and
attempts to circumvent established search
procedures.
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