MCC is an equal employment opportunity/affirmative action employer. In order to ensure that our employees and job applicants are not subjected to unlawful discrimination, it is our policy to comply with all laws and regulations that prohibit employment discrimination and to mandate specific actions for the purpose of eliminating the present effects of past discrimination.
Equal employment opportunity (EEO) means nondiscrimination; that is, hiring and promoting without regard to race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, mental retardation, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification. Affirmative action plans and programs are designed to achieve the full and fair participation of women, Asians, Blacks, Hispanics, Native Americans, persons with disabilities, and other protected groups found to be underutilized in the workforce or adversely affected by past policies and practices.
The equitable administration of affirmative action policies and procedures is necessary throughout the employment process – from the posting of job notices, through hiring, to assessing upward and lateral mobility and to the termination of employment. The college regularly re-examines all policies and procedures to identify and remove barriers to access, and to change practices that may have an discriminatory impact.
The Affirmative Action Connection: Theory and Practice
The purpose of the college’s affirmative action program is to ensure that individuals of talent are not excluded from opportunities to develop, perform, achieve and contribute based on factors unrelated to job performance.
At MCC, we search for the best person for every position. What this means varies from position to position and requires a thoughtful discussion by the search committee. In our search process, the affirmative action program is applied broadly to bring value to the institution by reflecting the diversity of our society and hiring role models to students.
How Does Affirmative Action Relate to the Job Announcement and Filling the Position?
1. All departments, and the college itself, must maintain records of all individuals who apply for a position, who are hired for a position, and who are rejected from a position. These detailed records must be kept for inclusion in the Affirmative Action Plan which is reviewed by the Commission on Human Rights and Opportunities (CHRO).
2 .Each search committee determines how it will accomplish its record keeping responsibilities, including who will maintain records of the search, as well as how and where the records will be kept during the search. If a particular pool of candidates and/or the finalists do not reflect our desired diversity, this should be discussed with the appropriate dean as well as an affirmative action representative to determine the best process for moving forward.
3. We must be able to demonstrate that, each search committee, has made a “good faith” effort to recruit a diverse pool, including women and minorities.
4. In looking at the Utilization Analysis page from the Affirmative Action Plan (specifically rows M & N), search goals are developed and calculated using a very well-defined process and, at times, the goals may not always appear to be in line with the college’s commitment to diversity.