- A diversity planning grid helps to integrate your organizations diversity goals, policies, and activities into an interco

organizational goals.
- Complete your table based on the grid below and fill in the blanks to guide your decision making about your divers
- You are going to be running a tight budget, so as you translate the strategy into an actionable diversity plan, ask y
step of the process?"

Strategy

What

Why

Assessing NeedThe Environmental

Scan

Determine if employee
demographics meets area
demographics

Ensure company is
meeting EEO and
Affirmative Action
guidelines

Defining Diversity

The focus on the

To ensure that everyone is
appreciation and
treated fairly throughout the
understanding for people
organization and
with different backgrounds
community.
and cultures.

Building Support

By building a crossorganizational support and

aligning it with the
organizations strategic
priorities with diversity.

It is important to have support

from management to ensure
that the message is delivered
broadly throughout the
organization, that staff take the
plan seriously, and that time
and resources are put behind
the plan.

Review Other Plans

Other plans that are

thought of or used in the
district.

Review other plans to

compare where we rate
against other school.

Mission and Vision

Training

The Organization is
committed to equal
employment opportunity
principles and practices.

The Organization's EEO

Plan reflects the
Organizations's ongoing
committee to equal
employment opportunities
and ondiscrimination in
employment consistent
with Board Policy 7000,
Commitment to Equal
Employment and Diversity

Interactive EEO Diversity

Training

State, Federal and Board

of Governors of the
California Committee
Colleges requirement of
Title 5 regulation
regarding EEO (Section
3000 et. Seq.).

Priorities and Goals

Ensure company is
To help with retention and
meeting EEO and
recruiting, but also to
Affirmative Action
ensure everyone is treated
guidelines, also ensure
fairly throughout the
faultyand employee
organization and
demographics meets area
community.
demographics

AccountabilityEvaluating and
Assessing the Plan

Review quarterly to ensure

Review each quarter to
we are track with the
ensure that all departments
district
are track.

References:

North Orange County Community College District (2016). Equal Employment Opportunity Plan 2016-2

North Orange County Community College District (2016). Institutional Commitment to Diversity Five Y
http://www.nocccd.edu

s, policies, and activities into an interconnected whole. The diversity planning grid is a tool to help you achieve your

your decision making about your diversity planning strategy.

into an actionable diversity plan, ask yourself, "What is the most effective way the strategy can be achieved at each

When

How

Who

Where

Quarterly

Employer demographics
should be recorded and
updated as employees are
hired and leave. Area
demographics can be
found using the U.S. Data
and Statistics / USAGov
website

Human Resources
Employee

Human Resources

Continuous throughout the

year

NOCCCD's policy manual

will include a number of
objectives geared
towarding fostering
diversity in the
organization.

Human Resources
Employee, Management
and Administration Team

Throughout the
organization and the
community

Community Leaders,
Management and
Administration Team

with the community, faculty

and staff

Human Resources
Employee, Management
and Administration Team

Human Resources and

diversity committees

NOCCCD have community

leaders, Managemnet and
Administration team
collaborate to build a
Continuous throughout the
rapport within the
year
organization and to have
panel meetings to address
the needs and concerns for
the organization.

Quarterly

Using local campus,

district, regional and state
data.

Annual for 2016 to 2019

The Organization shall

make a continuous good
faith effort to comply with
the requirements of the
EEO Plan

Mandatory for all

Organization employees
every 24 month.
Interactive EEO Diversity
Mandatory individuals
Training or as required by
selected for Selection
the Organization District
Committee 24 month prior Human Resources Office.
to being hired by the
Organization District Office.

Daily

Assess where we are in

achieving the plan and
what changes need to be
made.

By following the plan that is

being created and
reviewing how it can be
improved or assessing if its
working quartly.

Responsibility and
Authority for
Implementation and
Compliance are: Board of
Trustees, Chancelor, Vice
North Orange County
Chancelor of Human
Community College District
Resources, Districe
Director of Diversity and
Compliance, Agents of the
District

Individuals selected to
serve on Selection
Committees. This training
is mandatory; individuals
who have not received this
training within the last 24
months will not be allowed
to serve on hiring
committees.

As directed by the
Organization or District
Human Resources Office.

Human Resources
Employee, Management
and Administration Team

Throughout the
organization and the
community

Ensure that HR employees

Make sure they are trained,
are updating this
informed and following
information regularly by
precedures.
management.

Evaluate and make sure

that diversity, quality and
equality is a clear focus
too.

yment Opportunity Plan 2016-2019. Retrieved from http://www.nocccd.edu

Commitment to Diversity Five Year Report 2010/2011-2014/2015. Retrieved from