AA Plan Executive Summary
2016 Affirmative Action Plan Executive Summary
The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) and Executive Order 11246 requires federal contractors, like Kent State University, to establish an affirmative action program. Such a program is designed to ensure equal employment opportunity in every aspect of the employment process. The contractor must annually assess its workforce and compare it to the composition of the labor pools it utilizes. If the contractor finds that certain populations are underrepresented, it must make a plan to rectify the under-representation. Additionally, the contractor is required to evaluate its employment decisions and compensation systems to ensure they are equitably administered.
At Kent State University, the Office of Compliance, Equal Opportunity, and Affirmative Action (“The Office”), within the Division of Human Resources, is responsible for annually assessing the University’s workforce and developing an Affirmative Action Plan (“the Plan”). The Office is also responsible for communicating the Plan findings and goals to each Division, and plays a key role in supporting them in their efforts to meet those goals.
Below is a comparison of Kent Campus incumbency by gender, minority (African-American, Hispanic, Asian, American Indian, Native-Hawaiian and Other Pacific Islander, and two or more races) and non-minority (Caucasian) categories for the 2015 and 2016 Affirmative Action Plan years. While incumbency rates have remained consistent or shown improvement with faculty and staff since the 2015 plan, it is apparent that additional strategies need to be considered to increase minority representation in both areas.
Faculty Workforce Analysis Summary
A comparison of Kent State’s 2016 faculty incumbency levels to the expected incumbency, based on labor market availability, indicates that there is under-representation in only one faculty area for females: Professors(2A). Most notably, the Associate Professor job group showed a 3.38% increase in female incumbency from 2015 to 2016; the Lecturers job group(2E) also showed a 15.42% increase in female incumbency during this time.
In contrast, the Associate Professors(2B) job group showed a decrease in female representation of -6.65%. The Assistant Professors(2C) and Instructors/Adjuncts(2D) job groups remained steady in female representation without much change.
Regarding minorities, a comparison of Kent State’s 2016 faculty incumbency levels to the expected incumbency based on labor market availability indicates that there is continued under-representation of minorities the following job groups: Professors(2A); Associate Professors(2B); Instructors/Adjuncts(2D) and Lecturers(2E). However, the Associate Professors(2B) and Assistant Professors(2C) showed increases in minority incumbency of 2.95% and 2.59% respectively. The Instructors/Adjuncts(2D) and Lecturers(2E) job groups also showed improvement of 1.51% and 7.38%. Minority representation in the Professors(2A) job group decreased during this time by -1.58%. It is important to note that the Associate Professors(2B) and Lecturers(2E) groups were affected by a job group reclassification of roughly 145 faculty who had been initially categorized in the Human Resources Information System (HRIS) during the new-hire process as Associate Professors, when in actuality they should have been classified as Lecturers, thus skewing the corrected data in 2016.
There are 1,792 full-time and part-time faculty at the Kent Campus; of that number, 55.02% (986) are female. Under-representation is still present for minorities, where 15.73% (282) of faculty are minorities.
Administrative and Hourly Staff Workforce Analysis Summary
Although the 2016 Affirmative Action Plan continues to reflect under-representation of females in Upper Level Managers-Deans/Assoc/Asst(1C); Technician/Elec/Data Process (5C); Craftworkers(6A); and Service Maintenance Delivery/Receiving(7A), the university is fully utilized for the majority of job groups in regard to females. The Service Maintenance Delivery/Receiving(7A) job group experienced a 2.78% increase in female representation from 2015 to 2016. Similarly, Upper Lvl Mgrs - AVPs/Asc Prvs(1B) showed an increase of 8.92%; Upper Lvl Mgrs - Chairs/Dir (1D) showed an increase of 5.92%; and Lower Level Managers(1E) increased by 2.68%. A significant decrease in representation was shown in the Technicians job groups. In Technicians-Health/Lab/Research(5B), representation decreased by -6.31%; in Technician/Elec/Data Process (5C), the decrease was -7.14%; and finally in Technician/Comm/Media(5D) the decrease was -16.67%.
Regarding minorities, a comparison of Kent State’s 2016 incumbency levels to the expected incumbency, based on labor market availability, indicates that there is continued under-representation of minorities in the Upper Lvl Mgrs – AVPs/Asc Prvs (1B) group; the Upper Lvl Mgrs – Deans/Asc/Ass (1C) group; the Upper Lvl Mgrs - Chairs/Dir (1D) group, and also in the Lower Level Managers (1E) group. In addition, professional positions (3A and 3B) as well as administrative positions (4A, 4B, 4C); technicians (5A, 5B, 5C); craftworkers (6A) and Service/Maint (7A, 7B, 7C, 7D) job groups remain under-represented. Representation in many job groups has remained stable, while it has improved by 6.84% in the Lower Level Managers (1E); by 8.41% in the Technician/Other Specialty(5A) group; and by 5.51% in the Technician/Health/Lab/Research(5B) job group. In addition, a 78.0% increase occurred in the Craftworkers(6A) job group, and a 4.89% increase occurred in the Service/Maint: Food Service(7D) job group. In contrast, the Upper Lvl Mgrs – Deans/Asc/Ass (1C) group showed a decrease of -3.22%; Upper Level Professionals (3A) job group showed a decrease of -3.05%; and the Service/Maint: Delivery/Rec(7A) group showed a decrease of -4.86%.
There are currently 2,577 full and part-time classified and unclassified employees; females represent 58.32% (1,503) of the workforce, while minorities represent 15.48% (399).
The Office of Compliance, Equal Opportunity, and Affirmative Action will meet with each executive officer and their hiring manager to discuss the demographics of their Division and next year’s hiring goals. Additionally, the Office will collaborate with the Divisions on a plan to address under-representation in their identified job groups.
A copy of the entire Affirmative Action Plan is available online at http://www.kent.edu/hr/affirmative-action-plan.