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HCPSS / POLICIES

Policy 7000 – Workforce Diversity and Inclusion

The purpose of this policy is to provide direction and accountability in the pursuit of a diverse and inclusive workforce where the implementation of employment practices are free of discrimination.

Policy Document

Implementation Procedures

I. Policy Statement

The Howard County Board of Education is committed to promoting diversity, equity and inclusion in the workplace as it accomplishes its mission to ensure academic success and social-emotional well-being for each student in an environment that closes opportunity gaps. To this end, the Board seeks to attract, recruit, retain, support and develop a workforce that will leverage the diverse knowledge and experiences of all our employees. The Board’s commitment to diversity and inclusion includes increasing employment and advancement opportunities for groups that are underrepresented in the workforce. It is committed to doing so by incorporating innovative methods to improve our outreach and recruiting efforts and creating a workplace culture that ensures fairness in the selection of individuals for career development programs, retention, and promotional opportunities.

II. Purpose

The purpose of this policy is to provide direction and accountability in the pursuit of a diverse and inclusive workforce where the implementation of employment practices are free of discrimination.

III. Definitions

Within the context of this policy, the following definitions apply:

  1. Discrimination – Any act or omission due to an individual’s status or perceived status in a protected class that creates an intimidating, hostile, or offensive working or educational environment; or substantially interferes with an individual’s ability to work, learn, or otherwise is sufficiently serious to limit an individual’s employment opportunities.

  2. Diversity – Recognizing, accepting and respecting that individuals come from many different life experiences with various frames of reference and perspectives. While diversity values unique perspectives and individual differences, it also values the commonalities we all share. Diversity includes, but is not limited to, race/ethnicity, gender, gender identity, gender expression, socioeconomic status, sexual orientation, language, culture, religion/beliefs, mental and physical ability, age and national origin.

  3. Equity – Providing the access, opportunities and supports needed to help students, families, and employees reach their full potential by removing barriers to success that individuals face. It does not mean equal or giving everyone the same thing.

  4. Employee – An individual whose compensation is paid in whole or part by the Board and/or an individual who is a student teacher, an intern, or an independent contractor for the school system.

  5. Inclusion – Ensuring that all individuals are engaged participants in the professional learning environment and community. All employees feel valued, respected, appreciated and involved. Individuals see their unique identities reflected in all facets of education, including staffing, curriculum, instruction, and activities.

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. Discrimination is forbidden in any employment policy or practice, including the recruitment, employment, assignment, recognition, compensation, promotion, retention, support, and transfer of employees.

  3. Per Policy 1010 Anti-Discrimination, an employee or third party will file a discrimination complaint with the Equity Assurance Manager/designee or with a school-based administrator or supervisor as appropriate. All such reports will be forwarded to the Equity Assurance Manager/designee.

  4. The Howard County Public School System (HCPSS) will maintain a diverse and inclusive workforce in order to provide a more enriched experience for students, employees, educators, families, and community members.

  5. The HCPSS will respond to significant underrepresentation of a particular race, ethnicity, or gender within appropriate job categories.

  6. The Board will receive available and legally permissible workforce diversity and inclusion data in the Human Resources Annual Report. The report will provide: information on recruitment and retention efforts; data for promotion and separations for employees; data regarding the racial composition of employees along with the racial distribution of employees in schools; trends data; and a description/progress report of programs utilized to achieve the stated goals.

V. Responsibilities

  1. The Superintendent/designee will ensure a diverse and inclusive workforce in order to provide a more enriched experience for students, employees, educators, families, and community members.

  2. The Superintendent will implement procedures that will ensure compliance with this policy, as well as local, state, and federal laws regarding employment.

  3. The Equity Assurance Manager/designee will commence appropriate action within two working days upon receipt of a discrimination complaint.

  4. The Superintendent/designee will submit to the Board the Human Resources Annual Report.

VI. Delegation of Authority

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

VII. References

A. Legal

  • Rehabilitation Act of 1973, U.S.C. 29, §794 et seq.

  • Americans with Disabilities Act, Title II, 42 U.S.C. §12115 et seq. 42 U.S.C. §12134

  • Fairness for All Marylanders Act of 2014

B. Other Board Policies

  • Policy 1010 Anti-Discrimination

  • Policy 1080 Educational Equity

C. Relevant Data Sources

D. Other

VIII. History

ADOPTED: August 5, 1969

REVIEWED: July 1, 2011

MODIFIED:

REVISED: October 12, 1989, January 13, 2005, June 11, 2020

EFFECTIVE: July 1, 2020