Logo of Diversity Committee
MISSION

The San Diego City College Diversity Committee will take a lead role in fostering a campus environment that welcomes and respects diverse life experiences. It is committed to promoting diversity among the faculty and staff that reflects the diversity of the City College student population. The committee will also advance a broader awareness of diversity through the initiation of policy and programs that support the mission, philosophy and institutional goals of San Diego City College.

DEFINITION OF DIVERSITY

Diversity includes, but is not limited to, ethnicity, language, culture, national origin, class, race, gender, age, sexual identity, religion, disability, and political affiliation.

FIVE POINT PLAN AND CHARGE

With a shared vision on the mission, the committee will accomplish task and social goals connected to the five point plan:

  1. Outreach & Education
  2. Hiring
  3. Curriculum
  4. Data Collection
  5. District Collaboration 

Our commitment to diversity requires us to:

  • Support the institutional priority of equity, inclusiveness and diversity identified in the Master Plan
  • Increase campus awareness of the importance of a college climate that honors and promotes diversity
  • Develop strategies to ensure the recruitment and retention of diverse contract and adjunct faculty, classified staff and administrators
  • Act as campus resource for colleges, departments and faculty by introducing curriculum and teaching strategies that improve the academic success and persistence rates of all students, particularly nontraditional students
  • Promote the Mission and Charge of the Diversity Committee on campus and District committees and projects
  • Assess, collect and disseminate to the campus community data pertaining to campus climate and attitudes toward diversity
  • Facilitate opportunities for public discussion relating to diversity
  • Collaborate with administration, faculty and staff to ensure realization of the Charge of the Academic Senate Diversity Committee at City College

MEMBERSHIP

Membership is open to administrators, faculty, classified staff, students and individuals from the community.

The committee has a chair who is responsible for scheduling meetings, establishing agendas, representing the diversity committee on the newly formed district committee, campus diversity advisory council and keeping abreast of current trends in promoting an inclusive campus climate. The chair is chosen from active committee members and is approved by the diversity committee.

GUIDELINES FOR APPLICANTS

Guidelines for Faculty Applicants

Guidelines for Classified Applicants

BEST HIRING PRACTICES FOR DIVERSE FACULTY

  • Diverse faculty will reflect a diverse range of interests, abilities, life experiences, and worldviews that will enhance the mission of City College.
  • Recruitment and retention of diverse faculty will support equality of opportunity which will ensure meeting the needs of the diverse student population.
  • Create diverse search committees who understand and support the importance of a diverse faculty not only in words, but actions.
  • Position descriptions should be reviewed by the search committee to create a description that reflects the needs of the department and should be written as broadly as possible to attract the largest pool of candidates available.
  • Job announcements and position descriptions may contain language reflecting the department's interest in attracting applicants whose teaching, research or service activities may contribute to the diversity of the campus.
  • Widespread advertising increases the diversity of applicants. Search efforts should include all available avenues for publicizing the position including national publications, personal contacts, listservs, mailing lists, professional and academic conferences and websites.
  • Highlight the support of administrators and campus leadership to potential candidates for the recruitment and retention of diverse faculty.
  • Develop faculty coaching/mentoring programs to educate current and newly hired faculty in the importance of diversity in all aspects of the campus environment and to assess cultural competence.
  • Departments need to continually create applicant pools to be able to have a diverse group of candidates available when positions open.
  • Creation of a long-term plan for diversity hiring should be initiated by each department and discussed regularly at Department meetings. These plans should be shared with other departments, Deans and the appropriate Vice President