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Policy 7000 - Workforce Diversity

The purpose of this policy is to provide guidelines for the pursuit of a diverse workforce and the implementation of employment practices that are free of discrimination.

Policy Document

I. Policy Statement

The Howard County Board of Education recognizes the important social and educational benefits of maintaining a diverse staff. In particular, Board believes that interaction with staff from varied backgrounds enhances the educational experiences of all students by providing an environment that contributes to an understanding of diversity and the enrichment of the academic program. To this end, the Board supports efforts to provide for a diverse workforce, particularly when there is evidence of significant underutilization of a particular group. It is committed to doing so while also fulfilling its responsibility to ensure that employment practices are free of discrimination and that equal employment opportunities are provided for all persons.

II. Purpose

The purpose of this policy is to provide guidelines for the pursuit of a diverse workforce and the implementation of employment practices that are free of discrimination.

III. Definitions

  1. Affirmative Action – The deliberate implementation of procedures designed to provide equal employment opportunities for all individuals while making efforts to provide for a diverse workforce.

  2. Affirmative Action Program – Policies, practices and procedures used to ensure that all qualified applicants and employees receive equal opportunities for recruitment, appointment, advancement and other terms and privileges associated with employment. Affirmative action programs include the evaluation of workforce composition compared to relevant labor pools and practical steps to address underutilization.

IV. Standards

  1. The Board of Education will comply fully with all applicable federal, state and local nondiscrimination laws with regard to equal employment opportunities.

  2. Illegal discrimination is forbidden in any employment policy or practice, including the recruitment, employment, assignment, compensation, promotion, retention and transfer of employees.

  3. The Superintendent will work to provide diversity of the workforce in order to provide a more enriched educational experience to students.

  4. The Superintendent will respond to significant underutilization of a particular race, ethnicity or gender within appropriate job categories, where it exists, through a program of Affirmative Action.

  5. The Superintendent will submit annually to the Board, a report regarding staff turnover and projected needs. The report will include history, long-range plans, racial composition and distribution of staff and students, information on trends, and describe any affirmative action programs being utilized, and the progress being made to achieve the stated goals.

V. Compliance

The Superintendent is responsible for implementing procedures that will ensure compliance with this policy, as well as local, state, and federal laws regarding employment. Procedures are expected to address the areas of recruitment, employment, assignment, compensation, promotion, retention, transfer and dismissal.

VI. Delegation of Authority

The Superintendent is authorized to develop procedures for the implementation of this policy.

VII. References

  • Federal Law

    • §1400, U.S.C. 20, §794, U.S.C. 29, §504, Rehabilitation Act of 1973

  • Annotated Code of Maryland, Education Article

    • §§9-104, 4-205, 6-401(d), 6-501(f), Title 9

B. Other Board Policies

VIII. History

ADOPTED: August 5, 1969

REVIEWED: July 1, 2011

MODIFIED:

REVISED: October 12, 1989, January 13, 2005

EFFECTIVE: July 1, 2005