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How do we connect with the local community to build a more diverse workforce?

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How do we connect with the local community to build a more diverse workforce?

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How do we embody MCIU's culture and organizational goals as leaders? How is this message communicated across the organization? How does everyone see their role within MCIU's culture and organizational goals? Digging into these questions may provide more opportunities in the future overall.

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Ensure staff is aware of how to report issues/concerns

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Ensure staff is aware of how to report issues/concerns

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Discomfort in providing demographic data on applications

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Discomfort in providing demographic data on applications

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Had a support staff tell me today that she "was never to report directly to supervisor, only to classroom teacher."  Rid this stereotype to provide greater support.

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Had a support staff tell me today that she "was never to report directly to supervisor, only to classroom teacher."  Rid this stereotype to provide greater support.

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Helping staff to understand how to report concerns regarding DEI

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Helping staff to understand how to report concerns regarding DEI

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An opportunity to learn and model what it means to be inclusive throughout an entire organization.

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Inclusive growth through hiring, training, and promoting diverse staff and leaders.

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Inclusive growth through hiring, training, and promoting diverse staff and leaders.

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Suggestion of distrust in MCIU admin- opportunity to evolve our practices and leadership traits.

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opportunity to grow the sense of belonging beyond small groups of colleagues or offices to the feeling of belonging within the larger community of the MCIU

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opportunity to grow the sense of belonging beyond small groups of colleagues or offices to the feeling of belonging within the larger community of the MCIU

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Staff often don't know how to report DEI concerns

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Staff often don't know how to report DEI concerns

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Screening resumes without names, address, or gender information listed

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however, those that are unlikely to report cite fear of negative consequences as the primary reason.

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increase diversity in administration and staff

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increase diversity in administration and staff

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Reciprocal support from MCIU leadership 

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Reciprocal support from MCIU leadership 

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Staff do not often work closely with staff members from a different background, we need to work on this to make everyone feel comfortable.  

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Staff do not often work closely with staff members from a different background, we need to work on this to make everyone feel comfortable.  

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Find ways to bring the entire organization together instead of just offices.

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Teleworking opportunities still available as we return to in person work to promote equity for all.

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Teleworking opportunities still available as we return to in person work to promote equity for all.

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partner with higher ed to incentivize a diverse job candidate pool in education

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partner with higher ed to incentivize a diverse job candidate pool in education

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Staff are interested in training programs that promote diversity and inclusion

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Staff are interested in training programs that promote diversity and inclusion

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Explore teleworking opportunities as we return in person

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Staff are comfortable coming to administration for some issues but not all.  It is an opportunity to find the "why" and correct it.  If the trust is there, what is holding them back?

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increase diversity of staff members being hired

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increase diversity of staff members being hired

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Fear of repercussion when it comes to reporting incidents related to DEI

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Fear of repercussion when it comes to reporting incidents related to DEI

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Increase trust among staff

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Establish a committee focused on creating diversity as new administration positions become available (possibly through an emerging leader development program)

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29% experienced some form of discrimination

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29% experienced some form of discrimination