2019 AAP GRE Hammond

Gender, Race, & Ethnicity

October 2018 – September 2019 | Hammond Campus

ALL MEMBERS OF THE PURDUE UNIVERSITY COMMUNITY
Dear Colleagues:

Again this year it is my privilege to reaffirm Purdue University’s commitment to equal opportunity, and to diversity in all its forms. It is important that as a university we make a concerted proactive effort to increase the heterogeneity of our faculty. staff and students. In addition. we provide opportunities for University employees to develop professionally and to be recognized for their contributions to Purdue.

Purdue University commits to creating and maintaining a community that recognizes and values the inherent worth and dignity of every person. while fostering tolerance. sensitivity, understanding. and mutual respect among its members. Purdue policy prohibits discrimination or harassment of arty member of the University community on the basis of race. religion. color. sex. age. national origin or ancestry. genetic information. marital status. parental status. sexual orientation. gender identity and expression. disability. or status as a veteran. This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increases, salary, training and development, demotion, and separation. We believe this policy complies with the provisions of all applicable federal and state laws and University policies.

In addition to its stance against workplace discrimination. Purdue is equally intolerant of viewpoint discrimination. Our Commitment to Freedom of Expression states that we are committed to a completely free and open discussion of ideas. limited only by policies necessary to protect the
functioning of the University against disruption. We believe there is no place in the learning process for indoctrination or intimidation based on opinion or personal values.

The Executive Vice Presidents, Vice Presidents, Vice Provosts, Deans, Directors, and Heads of units are responsible for promoting equal employment opportunity and for making good faith efforts to achieve the University’s equal opportunity goals.

Anyone seeking additional information concerning Purdue’s Affirmative Action Plan should contact the Office of the Vice President for Ethics and Compliance by telephone. 765-494-5830, or by email, compliance@purdue.edu. The Office of the Vice President for Ethics and Compliance is located on the 1oth floor of Ernest C. Young Hall. 155 S. Grant Street. West Lafayette. Indiana.

As always. your comments and suggestions for ways to improve equal access and equal opportunity and to create a welcoming environment and encourage respect for all members of the Purdue University community are encouraged.

Sincerely,

Mitchell E. Daniels, Jr.
President

Affirmative Action Plan

Purdue University Northwest (PNW) recognizes the value of a diverse faculty and staff. Celebrating the unique background and experience of every person allows new ideas to sprout for the betterment of our students and community. The new Bioscience Innovation Building, Imagine PNW and transitioning to NCAA athletics are just a few examples of initiatives that have flourished because of our diversity. To further promote diversity campus-wide through affirmative action and equal employment opportunity, we are disseminating Purdue University Northwest’s Affirmative Action Plan. The plan describes the policies and procedures that members of Purdue Northwest’s faculty and staff on both campuses will follow in meeting legal and ethical affirmative action responsibilities. The plan is available through the website of the Office of Equity and Diversity, and also in hard copy in Room 231 ofLawshe Hall. While vice chancellors, deans, directors and department chairs are responsible for the personnel practices of their units, all employees are expected to be aware of Purdue Northwest’s commitment to affirmative action, and promote it in appropriate circumstances. Each of us has a stake in helping make Purdue Northwest a positive example of diversity to our students and to the larger community of which we are a part. Please consider joining any number of activities that recognizes and celebrates diversity of race, gender, culture and identity—such as celebrations for MLK Day and Women’s History Month; festivals for the Chinese Moon and World Cultures; and training about LGBTQ+ issues. When we, as Purdue Northwest, are committed to inclusivity, recognizing the treasures and inherent worth of every person, we foster among ourselves, our students and our community the sensitivity and mutual respect required to enable each person to reach his or her potential.

Sincerely,

Sincerely, Thomas L. Keon signature Thomas L. Keon Chancellor

Linda B. Knox signature Linda Knox Director, Office of Equity and Diversity 219-989-3169 219-989-4187 (fax) lbknox@pnw.edu

Statement of Purpose

Description of the University

Purdue University Northwest (PNW) is a student-centered university that values academic excellence, supports growth, and celebrates diversity. Founded in July 2016, Purdue University Northwest is a recently established University resulting from the successful unification of Purdue Calumet and Purdue North Central; both of these longstanding legacy institutions and were founded in 1946. Purdue University Northwest is now one campus with locations in both Hammond and Westville. The Hammond campus is located in the northwest corner of Indiana, approximately 30 minutes from Chicago, Illinois and approximately 100 miles north of Purdue’s main campus in West Lafayette, Indiana. The Westville campus is located near the cities of LaPorte, Michigan City, and Valparaiso. It is 65 miles east of Chicago and 85 miles north of the main campus in West Lafayette, Indiana. Purdue University Northwest has approximately 10,500 students and offers more than 70 degree programs between the two campuses at the baccalaureate, master’s and doctoral levels At the Hammond campus, for the 2018 fall semester, the total enrollment is 7,413 of which 3,372 are female and 4,041 are male. Enrollment data reflects a diverse student population which includes: 811 Black or African American, 224 Asian, 18 American Indian or Alaskan Native, 1,561 Hispanic or Latino, 11 Native Hawaiian or Other Pacific Islander, 175 two or more races, and 533 International. At the Westville campus, for the 2018 fall semester, the total enrollment is 3,060 of which 1,188 are female and 1,872 are male. Enrollment data reflects a diverse student population which includes: 175 Black or African American, 57 Asian, 6 American Indian or Alaskan Native, 408 Hispanic or Latino, and 2 Native Hawaiian or Other Pacific Islander, 77 two or more races, and 10 International. Purdue University Northwest is part of a multi-site university system which includes the West Lafayette campus as well as the regional campus of Fort Wayne. These campuses operate under the direction of a single Board of Trustees. The Chancellor of Purdue University Northwest reports directly to the President of Purdue University.

Total Student Enrollment by Gender

Total Nonwhite Student Enrollment By Race/Ethnicity

graph

Purpose and Applicability of the Affirmative Action Plan

Purpose

Because the University is the recipient of federal contracts, it is required by federal law to develop a written affirmative action program. Federal guidelines define an affirmative action program as “a set of specific and result-oriented procedures to which the contractor commits [itself] to apply every good faith effort…to achieve prompt and full utilization of minorities and women, at all levels and all segments of [its] workforce where deficiencies exist.” (41 CFR 60-2.10). This process requires an analysis of the present quantity and quality of employment of women and minorities within the University to see if there are areas where the number of incumbent women and minorities is less when compared to
the number of possible women and minority employment candidates in the recruitment area. If it is found that the number of women and minority candidates employed at the University, is less than the expected availability in the relevant labor market, the University must use its best efforts, in good-faith, to develop and implement procedures that are designed to increase the number of qualified women and minority candidates in the applicant pool, which will lead to the establishment of placement goals for women and minorities in areas where they are needed. A complete affirmative action program also includes mechanisms that enable the University to continually monitor and evaluate its employment practices to ensure that they are free of bias and discrimination based on race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or status as a veteran. The purpose of the Affirmative Action Plan is to reaffirm the University’s continuing commitment to the principles of equal employment opportunity; to increase effectiveness by setting forth current and future action being taken by the University concerning employment opportunities; and to provide for implementation, self-policing, and monitoring through a comprehensive affirmative action program.
This Affirmative Action Plan is developed in accordance with the requirements of Executive Order 11246 (as amended), and the implementation guidelines published by the Office of Federal Contract Compliance (OFCCP) in 41 CFR 60-2. The plan is also adopted and implemented in good-faith, in conformity with, and in reliance upon, the language of the Equal Employment Opportunity Commission Affirmative Action Guidelines (29 CFR 1608.5).

Access to the Plan

Purdue Northwest prepares and renews this plan annually. Purdue’s West Lafayette campus provides data from which workforce utilization reports are drawn. This plan is available online, in the campus library, as well as in the Office of Equity, Diversity, and Inclusion, Room 231, Lawshe Hall at the Hammond location and Room 25 D, Schwarz Hall Room at the Westville location. Additionally, the plan is distributed to the Chancellor, Provost, Vice- Chancellors, and College Deans. Questions regarding this plan should be directed to the Office of Equity, Diversity, and Inclusion at 219-989-2337.

Applicability

Each regional campus of Purdue University develops and maintains its own affirmative action program with support from West Lafayette’s Office of Institutional Equity. This plan applies to all organizational units managed by or affiliated with the Hammond and Westville locations of Purdue University Northwest and reflects the plan adopted by the Purdue system.

Exclusion of Students

Federal regulations do not mandate affirmative action for students; thus, they are excluded from this plan.

Definitions

DISCRIMINATION, within the context used in this Affirmative Action Plan, refers to the process of illegally differentiating between people on the basis of group membership, rather than individual merit. SYSTEMIC DISCRIMINATION may occur when unequal treatment results from “neutral” institutional practices that continue the effect of past discrimination. INDIVIDUAL DISCRIMINATIONmay result when a person is subjected to unequal treatment on the basis of race, color, sex, disability, age, veteran
status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression.
The concept of EQUAL EMPLOYMENT OPPORTUNITY proclaims the right of each person to apply and be evaluated for employment opportunities without regard to race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression. It guarantees everyone the right to be considered solely on the basis of their ability to perform the duties of the job in question, with or without reasonable accommodations. The principle of AFFIRMATIVE ACTION requires that aggressive efforts be utilized to employ and advance women and minorities in areas where they are employed in fewer numbers than is consistent with their availability in the relevant labor market. The University’s objective is to employ and promote the best person for the job.

Equal Employment Opportunity Objectives

Purdue University Northwest’s affirmative action plan is a management tool designed to help the University ensure equal employment opportunity for all persons. Purdue Northwest adopts the premise that, with effective implementation of affirmative action policies, over time the demographics of the Purdue Northwest workforce will reflect the gender, racial and ethnic profiles of the available workforce in the relevant labor market. This plan incorporates a descriptive component through which Purdue Northwest’s employment data is presented and compared to data reflecting the relevant workforce population. Prescriptive components are presented in findings and recommendation sections found throughout the plan. In support of these considerations, specific objectives of Purdue University Northwest’s affirmative action plan include:

  1. Recruiting, hiring, training, and promoting persons in all job classifications without regard to race, color, religion, national origin, genetic information, ancestry, marital status, parental status, gender identity or expression, sexual orientation, veteran’s status, physical or mental disability, age, or sex, except where age, sex or national origin is a bona fide occupational qualification.
  2. Making decisions within all stages of the employment process that will further the principles of equal employment opportunity.
  3. Ensuring that criteria for all personnel actions, including recruitment, hiring, promotion, granting of tenure, compensation, employee benefits, company sponsored training, selection for training, tuition assistance, recreation programs, transfer, demotion, layoff, return from layoff, discipline, termination, and all other terms, conditions and privileges of employment, are job-related and realistic.
  4. Applying vigorously the principles of affirmative action to correct problems if they arise and ensure equal opportunity in areas where underutilizations of women or  minorities are found.

Legal Basis

This affirmative action plan has been developed in accordance with the requirements of Executive Order 11246 (as amended), and the implementation guidelines published by the Office of Federal Contract Compliance Programs (OFCCP) in 41 CFR 60-2. The plan is also adopted and implemented in good faith, in conformity with, and in reliance upon, the language of the Equal Employment Opportunity Commission Affirmative Action Guidelines (29 CFR 1608.5). Pursuant to 41 CFR 60-2.16, whenever the term “goal” is used, it is expressly intended that it should not be used to discriminate against any applicant or employee because of race, color, religion, sex, veteran status or national origin. Quotas are expressly forbidden and all goals are voluntarily adopted in a good faith effort to support affirmative action efforts.

PART II – Reaffirmation of Policy

At its meeting on January 21, 1970, the Board of Trustees reaffirmed and reinforced Purdue University’s general policy of equal opportunity by approving a statement of policy and responsibility. Since that time, the statement has been amended. It currently reads:

“Purdue University is committed to maintaining an inclusive community that recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity,
understanding and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of academic excellence, Purdue University seeks to develop and nurture its diversity. The University believes that diversity among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas and enriches campus life. Acts of discrimination against any individual or group are wrong because they foster intolerance, incivility and intimidation. Purdue University does not condone and will not tolerate discrimination, harassment or intimidation of any individual in the University community for any
reason. The University, through its actions, seeks to assure all its members of their right to protection from the harmful effects of discrimination. To meet its commitment under federal and state laws, Purdue University also promulgates policies and programs to ensure that all persons have equal access to its educational programs, employment opportunities, facilities, and all other University activities without regard to race, religion, sex, color, gender identity and expression, genetic information, national origin,
ancestry, marital status, parental status, sexual orientation, disability, veteran status, or age. Additionally, Purdue University promotes the full realization of equal employment opportunity through its affirmative action program. The President of Purdue University is charged with overall responsibility for nondiscrimination and equal opportunity.”

In furtherance of the University’s equal employment opportunity and affirmative action obligations, the President of the University has implemented the preceding policy through a number of actions, including issuance of Purdue University’s Nondiscrimination Policy Statement and the issuance of the University policy, Equal Opportunity, Equal Access and Affirmative Action, most recently revised July 2018. These policies can be accessed through the Office of Equity, Diversity, & Inclusion website.

PART III – Internal and External Dissemination

The University disseminates its Equal Opportunity, Equal Access and Affirmative Action policy both internally and externally utilizing the following procedures:

Internal Dissemination [41 CFR 60-2.17(d)]

Published Documents and Postings

The policy is included in the Faculty and Staff Handbook, Purdue Today and other employee newsletters, the University Policies’ Website; the Academic Procedures Manual, the Fostering Respect, Creating Community booklet, and the Office of Equity, Diversity, & Inclusion website.

Equal employment opportunity posters and other required notices are displayed in locations where resumes are received, where employment interviews are routinely conducted, and on public bulletin boards in campus buildings.

Programs and Presentations

The Chancellor and senior executive staff emphasize this policy in meetings with deans, directors, department heads, faculty and staff, and advisory groups.

The Executive Director of the Office of Equity, Diversity, & Inclusion meets with the Vice Chancellors, as well as, staff from the Human Resources Department periodically to discuss Affirmative Action and Equal Employment Opportunity in order to ensure that all staff are aware of their responsibilities, and to determine if Affirmative Action and Equal Employment Opportunity progress is being made. Orientation programs for new faculty (full and part-time) and staff include an overview of the policies detailed in the Fostering Respect Creating Community booklet. Additionally, each attendee is provided with a copy of the Fostering Respect Creating Community booklet to reference. Training workshops for current employees are frequently conducted by the Office of Equity Diversity, & Inclusion during which the policy is discussed, and responsibilities and procedures are explained.

The Office of Equity, Diversity, & Inclusion provides training to faculty search committees to ensure committee members understand Affirmative Action and Equal Employment Opportunity procedures and guidelines. In addition, all requests to fill new and existing faculty positions must be reviewed and authorized by the Office of Equity, Diversity & Inclusion prior to posting. For staff searches, Human Resources informs search committee members and hiring supervisors of their responsibilities of equal employment opportunity, equal access, and affirmative action. Once approval to create the position is authorized, the Office of Equity, Diversity, and Inclusion or Human Resources ascertains whether there is an underutilization and advises the search chair accordingly.

This Affirmative Action Plan is distributed annually to Purdue Northwest administrators.

External Dissemination

Advertisements and Notices

Each advertisement of a vacant position placed by the University must state in clear distinguishable type: “Purdue University is an EEO/AA employer fully committed to achieving a diverse workforce. All individuals, including minorities, women, individuals with disabilities, and protected veterans are encouraged to apply.”

Applicants are informed of the Affirmative Action and Equal Employment Opportunity policy through posters displayed in the proximity of the Human Resources Department, campus buildings, and in materials included in the employment application packet. All new employees receive a soft-bound copy of Fostering Respect, Creating Community, articulating Purdue University’s commitment to affirmative action, setting forth Purdue University’s affirmative action policy, and outlining procedures for filing formal and informal complaints relating to discrimination or harassment. The booklet also includes the University’s Non-Discrimination Policy Statement, Anti-Harassment Policy, and Policy on Amorous Relationships.

The Purchasing Department sends written notification of the Equal Opportunity, Equal Access and Affirmative Action policy, including the equal opportunity clause to all sub-contractors, vendors, and suppliers doing business with Purdue Northwest. The statement reads as follows:

NONDISCRIMINATION: The Seller, or its subcontractor(s), if any, shall not discriminate against any qualified employee or applicant for employment in the performance of
this Agreement, with respect to hire, tenure, terms, conditions, or privileges of employment, or any matter directly or indirectly related to employment because of
race, religion, color, sex, age, national origin or ancestry, disability or status as a disabled or Vietnam era veteran or any other basis prohibited by applicable law. The
Seller, or its subcontractor(s), if any, agrees to comply with all the provisions contained in the Executive Orders No. 11246 and No. 11375, the Equal Employment
Opportunity Clause requirements as set forth at 41 CFR 60 –1.4, 41 CFR 60- 250.22 and 41 CFR 60-741.5(a), which are hereby incorporated by reference and made a part
hereof, and the nondiscrimination mandates of the Indiana Civil Rights Law as presently codified at Ind. Code § 22 – 9 – 1 – 1 et seq. As used therein the word
“contractor” shall be deemed to mean “Seller,” and the word “contract” shall refer to this Agreement. In addition, the seller shall cause the Equal Employment Opportunity
Clauses referenced above to be included in their subcontracts or purchase orders hereunder unless exempted by rules, regulations and orders of the Secretary of Labor
issued pursuant to Section 204 of the Executive Orders No. 11246 and No. 11375 as amended.

The Facilities Services Department includes the University policy and equal opportunity clause in the general conditions of all contracts to be let for bid.

Other Methods

Copies of the Affirmative Action Plan are available at the Office of Equity, Diversity, & Inclusion located in Lawshe Hall, Room 231 and in Schwarz Hall, Room 25 D. Copies of the plan are distributed to all senior leaders and managers of the departments, which include the Chancellor, Provost, Vice Chancellors, and College Deans. Additionally, the library has a copy of the plan, which is available upon request to all faculty, staff, students and community members.

Attention is given during preparation of handbooks, brochures, websites, and other publications to include information and pictures reflecting the participation of women, minorities, veterans and people with disabilities in a wide range of campus activities. The Office of Institutional Advancement, Marketing and Communication shares this responsibility.

Purdue University Northwest’s Equal Opportunity, Equal Access and Affirmative Action policy and its Affirmative Action Plans can also be found on the Office of Equity, Diversity, & Inclusion website.

PART IV – Implementation and Responsibility

Ultimate responsibility for compliance with applicable nondiscrimination and affirmative action laws and policies rests with the Board of Trustees. The members of the Board of Trustees are as follows: Lawrence “Sonny” Beck, Michael R. Berghoff (Chairman), JoAnn Brouillette, Vanessa Castagna, Malcolm DeKryger, Michael Klipsch, Gary J. Lehman, Daniel Romary, Thomas E. Spurgeon (Vice Chairman), and Don Thompson.

Mitchell E. Daniels, Jr., President of Purdue University, assumes full responsibility for the successful implementation of the University’s Equal Employment Opportunity Policy and the Affirmative Action Plan.

Dr. Thomas L. Keon, Chancellor of Purdue University Northwest, reports directly to the University President and is responsible for ensuring the fulfillment of the University Equal Opportunity/Affirmative Action (EO/AA) policies and procedures at the Westville and Hammond locations.

Linda Knox, the Executive Director of the Office of Equity, Diversity, & Inclusion reports directly to Chancellor Keon and is responsible for developing, executing, and monitoring the Affirmative Action Plan for the Hammond and Westville campuses. The Executive Director provides day-to-day responsibility, and general oversight and leadership for the University’s overall compliance efforts for all members of the University community, including compliance with Title VI, Title VII, Title IX, Section 503, Section 504 the Americans with Disabilities Act, Age Discrimination regulations, Executive Order 11246, and state civil rights statutes. With regards to Title IX specifically, Ms. Knox also serves as the designated Title IX Coordinator for the Hammond campus.

PART V – Utilization Analyses

Job Classifications

Purdue Northwest’s job classifications are determined through the Human Resources Department. A description of that determination is included below.

  1. EEO-6 Categories
    For the purpose of conducting meaningful workforce analyses, the Purdue University Northwest staff is first grouped by occupational duties into segments having broad similarities. These macro- groupings, called EEO-6 categories, are defined in the Higher Education Staff Information (EEO-6) Report for Public/Private Institutions of Higher Education issued by the Equal Employment Opportunity Commission. The categories and their corresponding 2-digit identification codes used by Purdue University Northwest are:

    1. Ladder Rank Faculty (Tenure)
    2. Non-Ladder Rank Instructional (Non-tenure)6
    3. Student Assistants7
    4. Executive, Administrative, Managerial
    5. Professional
    6. Secretarial and Clerical
    7. Technical and Paraprofessional
    8. Skilled Crafts
    9. Service and Maintenance
  2. Job Groups (AAP Codes)
    Within each major category, staff is subdivided into job groups, breaking them into segments with greater similarities, based on the criteria outlined in 41 CFR 60-2.12(b) and five additional criteria:

    1. Jobs within a group have similar content, promotional opportunities, and wage rates or salary patterns.
    2. Jobs within a group exhibit similar patterns for utilizing males, females, and minorities.
    3. Jobs within each group closely parallel the employment categories used in published data on the availability of minorities and women.
    4. Job groups take into consideration the reporting structure of the organization.
    5. Each job group contains a number of employees sufficient for valid statistical analyses.

Job group definitions are developed by Human Resources Department. Approximately 145 individual job titles in the University’s salary administration system are assigned to 18 job groups.

Each job group is assigned a three-digit classification code, referred to as the AAP Code. Purdue University continues the project of reviewing and updating its AAP Code system in order to make changes and adjustments in order to properly manage the University’s current workforce.

Determination of Availability

In accordance with Department of Labor guidelines, the following factors are considered in developing an estimate of the availability of women and minorities for each job group:

  1. The percentage of minorities and women in the population of the labor area surrounding the facility and among those seeking employment in the labor area or recruitment area.
  2. The percentage of minorities and women among the unemployed in the labor area surrounding the facility.
  3. The percentage of minorities and women in the total workforce in the immediate labor area or recruitment area.
  4. The percentage of minorities and women among those having requisite skills in the immediate labor area or recruitment area.
  5. The percentage of minorities and women among those having requisite skills within a reasonable recruitment area.
  6. The percentage of minorities and women among those promotable, or transferable from within the facility.
  7. The percentage of minorities and women at institutions providing education in requisite skills.
  8. The percentage of minorities and women among those at the facility whom the University can train in requisite skills.

Availability estimates are determined in the following manner: data is sought from reliable published sources on the race, ethnicity, and sex composition of the potential pool relevant to the job group in question. For example, sources for the data used to calculate the availability estimates may include: counts of doctorate degrees by field (faculty); counts of master’s and bachelor’s degrees in relevant fields (administrative and professional); union members and technical school graduates (skilled crafts); and census data and local employment counts (technical, clerical, and service). The raw data by race, ethnicity, and sex is then weighted according to the best estimates of the proportions of hires made from each pool, so that the sum of factor weights (expressed as a percentage) is 100 percent.

An estimation of the proportion is drawn from each pool using input from all units having substantial numbers of staff in the job group. Then, computer files are built containing basic information on raw percentages and the weighting factors. A computer program is used to calculate weighted estimates for each job group, incorporating the required factors.

In the determination of weights, the relevance and applicability of the data obtainable for each pool are important considerations. Specifically, if the source combines several disciplines, because of the small total numbers involved in each, and the proportions of each protected class in the different disciplines are widely spread, the reliability of the source to reflect the true composition of the pool is in question. In such cases, the weighing of that pool would be lowered and the weighing of a more accurate pool
would be increased, until better data becomes available.

Once they are computed, the availability estimates give participation standards against which to measure proportions of females and minorities in each job group in the University’s workforce.

Utilization Analysis

Declaring Underutilization and Establishment of Placement Goals

Once availability has been determined, the utilization analysis is a simple yes or no query. Each job group’s minority and female availability percentage is compared to the percentage of minority and female incumbents in that job group. If the percentage of incumbents is equal to or greater than the relevant availability percentage, then that job group is at “parity” with availability, and no underutilization is present. If the percentage of female or minority incumbents falls below the relevant availability percentage, the job group is at “disparity” (being underutilized) and placement goals are set equal to the number of additional incumbents needed to eliminate the underutilization.

The “Whole Person” Rule

In every job group where an underutilization is found, placement goals are set for the entire campus and for each major organizational unit. A placement goal is defined as the University-established target, which the University makes a good-faith effort to achieve. Separate annual placement goals are set for minorities and women. A job group is considered underutilized, and a placement goal is set, according to the “whole person” rule, that is, where the underutilization for women, or for minorities, respectively, rounds
to at least one person.

  1. Placement goals for Ladder Rank Faculty (Tenure) 
    For ladder rank faculty, the utilization analysis will determine whether minorities and/or women are underutilized in the various academic departments.
  2. Placement goals for Non-Ladder Rank Instructional Faculty (Non-tenure) 
    Non-ladder rank faculty hold positions of a limited duration. Pursuant to OFCCP guidelines, setting placement goals for temporary employees is not required. Accordingly, no placement goals are set for non-ladder rank faculty.
  3. Placement goals for Non-Faculty Areas 
    Placement goals are established for all regular non-faculty job groups campus-wide and in each unit where there is underutilization of minorities and/or women. Each unit should be aware of unit and campus placement goals and consider them in their hiring efforts.

Placement Goals: Three-Year Cycle

Pursuant to 41 CFR 60-2.16, whenever the term “placement goal” is used, it is expressly intended that it should not be used to discriminate against any applicant or employee because of race, color, religion, sex, national origin, or ancestry. All placement goals are voluntarily adopted in a good- faith effort to support affirmative action efforts. Where placement goal commitments exceed the percentage estimates of availability, the University acknowledges that these are not required by OFCCP or by order of any court.

Affirmative action placement goal setting at the University is done on a three-year cycle. This cycle grants each unit a longer horizon in which to develop and carry out their objectives.

Each organizational unit must adopt one or more specific, realistic commitments to be accomplished during the three-year period. Commitments include both percentage placement goals for any job groups that are significantly underutilized and programmatic goals. Other problem areas should also be targeted for commitment and action on behalf of women, minorities, veterans, and persons with disabilities.

Tables which summarize campus-wide placement goals for the current Affirmative Action Plan year can be found in this plan. The tables also display the percentage of women and/or minorities required to achieve full utilization.

Dissemination of Placement Goals to Units

Following the generation of the utilization analysis programs, the Office of Equity, Diversity, & Inclusion meets with each Dean and Vice Chancellor to discuss the results of the previous year and new placement goals. The responsibility for disseminating this information to Department and Unit Heads and to hiring supervisors rests with the respective Deans and Vice Chancellors.

Corporate Selection Decisions

OFCCP Order No. 830a1 (June 14, 1988) requires that affirmative action analysis and efforts will be focused where the authority and responsibility for filling positions is located. This means that high level executive and managerial titles are to be pooled together regardless of locality for review in this document.

The University is a multi-site university system, which includes the regional campuses of Fort Wayne, Hammond, and Westville. While these campuses function with a degree of autonomy, as granted by the Board of Trustees, hiring decisions for certain high level positions are made from the President’s, or Executive Vice President and Treasurer’s offices in West Lafayette.

When the position of Chancellor is vacant, the Faculty Senate of the respective campus elects a committee to aid the President in filling the vacancy. Typically, this committee assists in the recruitment of candidates, is involved in the interviewing process, and ultimately makes a recommendation to the President with regard to their ranking of the candidates for final approval. The appointment of the Chief Business Officer of each regional campus is a shared hiring decision. Each of the Chief Business Officers, who hold the title of Vice Chancellor, has a joint appointment with, and reports directly to, the Chancellor of the respective campus and the Executive Vice President and Treasurer located at the West Lafayette Campus. Recruitment, interviewing, and selection activities are mutually coordinated between the campuses.

The affirmative action analysis of recruitment efforts for these positions is addressed at the West Lafayette campus. The availability statistics are derived from data based on the number of people in executive positions nationwide and the number of people at the University who are eligible for promotion to this level.

The following table displays demographic information regarding positions that report directly to the Chancellor. It is based on the data as of September 30, 2018.

Utilization Statistics

Executives Reporting Directly to the Chancellor of Purdue University Northwest

Executive Type Men Women Minorities Total
Vice Chancellor of Enrollment Management and Student Affairs 0 1 0 1
Vice Chancellor of Academic Affairs and Provost 1 0 0 1
Vice Chancellor of Institutional Advancement 0 1 1 1
Vice Chancellor of Finance and Administration 1 0 0 1
Vice Chancellor of Information Services 1 0 0 1
Executive Director, Office of Equity, Diversity, & Inclusion 0 1 1 1
Athletic Director 1 0 0 1
Total 4 3 2 7
Current Utilization 57% 43% 29%

Part VI – Identification of Problem Areas and Corrective Action

In order to identify problem areas, an in-depth analysis of several reports and processes is customarily made, paying particular attention to the patterns revealed by the distribution of minorities and women in various job groups. This section lists the analytical steps used to identify potential problem areas within the faculty job group, the executive, administrative, and managerial job group, and non-faculty and non-administrative job groups, and briefly summarizes some of the findings and recommendations
being made.

Workforce Array and Workforce Analysis

The workforce array provides an overview of areas where women and minorities are and are not employed. This listing is mandated by OFCCP, and displays all job titles in each department ranked from lowest to highest paid within each EEO-6 category. Each job title line gives the salary range, the total number of incumbents, and the total number of male and female incumbents for each racial group. The workforce analysis is based on workforce data from the period October 1, 2017, through September 30, 2018, as displayed in a “snapshot file” prepared in October 2018. This analysis is reviewed for potential problem areas, such as underrepresentation of minorities and women. Pay differences,  concentrations, mand focus job titles may also be determined from the workforce array.

The following charts provide a view of the overall workforce at Purdue University Northwest as of September 30, 2018. Tables including the data displayed in these charts can be found in Appendix A.

PNW Hammond Workforce Distribution by Job Category September 30, 2018

Hammond workforce distribution

 

PNW Hammond Workforce Distribution By Gender and Job Category September 30, 2018

Hammond workforce distribution by gender and job category

PNW Hammond Workforce Distribution by Race/Ethnicity and Job Category September 30, 2018

Hammond workforce distribution by race ethnicity and job category

PNW Hammond Workforce Distribution by Gender And College Ladder Rank Faculty- September 30, 2018

Hammond workforce distribution by gender and college ladder rank

PNW Hammond Workforce Distribution by Race/Ethnicity and College Ladder Rank Faculty- September 30, 2018

Hammond workforce distribution by race ethnicity

PNW Hammond Workforce Distribution by Gender And Rank Ladder Rank Faculty- September 30, 2018

Hammond workforce distribution

PNW Hammond Workforce Distribution by Race/Ethnicity and Rank Ladder Rank Faculty- September 30, 2018

Hammond workforce distribution by ethnicity

PNW Hammond Workforce Distribution by Gender and College Non-Ladder Rank Faculty- September 30, 2018

Hammond workforce distribution by non ladder rank faculty

PNW Hammond Workforce Distribution by Race/Ethnicity and College Non-Ladder Rank Faculty- September 30, 2018

Hammond workforce distribution by non ladder rank faculty and ethnicity

Faculty

The faculty job group is comprised of individuals who engage in teaching, research, or hold academic positions that directly support these activities.

Findings:

  • Overall, there was an increase of 2 in the total number of Ladder Rank Faculty (from 196 to 198)
  • The number of minority Ladder Rank Faculty increased by 1 (from 64 to 65). Underutilizations continue to exist in some minority sub-groups in the Ladder Rank Faculty job group.
  • Female Ladder Rank Faculty remained the same at 94. Women are underutilized in the Ladder Rank Faculty job group in three of the University’s five colleges.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion will continue to monitor placement goal setting activity in each academic college and will communicate with each Dean and the Vice Chancellor for Academic Affairs & Provost regarding the underutilizations.
  • At the start of each search for a new faculty member, each Department Head or search committee chair will be informed by the Office of Equity, Diversity, & Inclusion of any underutilizations that exist in the job category covered by the vacancy.
  • The Office of Equity, Diversity, & Inclusion will continue to research and provide recruitment resources and education regarding effective recruitment and retention activities.
  • Each academic department where underutilizations exist will be strongly encouraged to develop recruitment strategies for attracting more women and/or minority candidates.
  • The Office of Equity, Diversity, & Inclusion will work with the Vice Chancellor for Academic Affairs and Provost to develop a recruitment model that involves developing and fostering relationships with regional and national institutions of Higher Education to use as potential recruitment resources.

Executive, Administrative, and Managerial

Findings:

  • The number of minorities in the Executive, Administrative, and Managerial category increased by 2 (from 17 to 19).
  • The number of women in the Executive, Administrative, and Managerial category increased by 5 (from 40 to 45).

Recommendations:

  • As positions become available, the Chancellor and Vice Chancellors will be made aware of applicable placement goals.
  • The Office of Equity, Diversity, & Inclusion and the Human Resources Department will assist in researching and developing appropriate recruitment resources.
  • The University will explore the possibility of using search firms, where feasible, during searches related to vacancies in this job group to increase the quality and diversity of the applicant pool.
  • The Office of Equity, Diversity, & Inclusion will devise strategies to evaluate searches completed to fill vacancies in this job group to assess the extent to which diverse applicant pools are achieved at the beginning of the searches and to review how the diversity of applicant pools change as each search progresses. As appropriate, the Office of Equity, Diversity, & Inclusion will provide feedback to the search committees.

Professional, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance Staff

Findings:

  • Overall employment in these categories decreased by 3 (from 391 to 388). The number of women employed in these categories decreased by 6 (from 251 to 245) and the number of minorities employed in these categories decreased by 11 (from 127 to 116).
  • In certain organizational units, the professional category shows underutilization of Women, Blacks, Hispanics and Asians; the secretarial and clerical category shows an underutilization of Women, Blacks and Hispanics; the technical and paraprofessional category shows an underutilization of Women, Blacks and Hispanics; and the skilled crafts category shows an underutilization of Women and Hispanics. The service and maintenance category shows an underutilization of Women, Blacks and Hispanics.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion and the Human Resources Department will continue to assist in researching and expanding recruitment resources for all job categories.
  • The hiring departments or units must demonstrate good faith efforts by posting positions at sites that will assist in finding qualified minority and/or female candidates.
  • The Office of Equity, Diversity, & Inclusion will devise strategies to evaluate searches completed to fill vacancies in these job groups to assess the extent to which diversity applicant pools are achieved at the beginning of the searches and to review how the diversity of applicant pools change as each search progresses. As appropriate, the Office of Equity, Diversity, & Inclusion will provide feedback to the search committees.

    Job Group Analysis

    Purdue University Northwest observes the requirements of the Uniform Guidelines on Employee Selection Procedures (UGESP). Where adverse impact is indicated, the applicant flow data, selection criteria, and all elements of the selection process are reviewed to ensure that only job-related, non- discriminatory factors were considered in making employment decisions, and that minorities and females received equal opportunities during the selection process. Selected officials are informed of the need to take corrective action when adverse impact is found in the recruitment or selection process.

    Evaluation of Selection Process

    Purdue University Northwest observes the requirements of the Uniform Guidelines on Employee Selection Procedures (UGESP). Where adverse impact is indicated, the applicant flow data, selection criteria, and all elements of the selection process are reviewed to ensure that only job-related, non- discriminatory factors were considered in making employment decisions, and that minorities and females received equal opportunities during the selection process. Selected officials are informed of the need to take corrective action when adverse impact is found in the recruitment or selection process.

    Job Requirements and Descriptions

    The Human Resources Department maintains a job description file which lists the requirements for every benefits eligible position at Purdue University Northwest and reviews them when there is a position vacancy and when other circumstances dictate. In addition, reviews may be requested by a unit supervisor or by the Office of Equity, Diversity, & Inclusion. Department Heads, with the approval of the respective College Dean create faculty job descriptions to incorporate the standard responsibilities along with the necessary knowledge, skills and abilities required to perform the essential functions of the job. The Office of Equity, Diversity and Inclusion reviews these descriptions prior to posting and advertising. The Director of Employment and Compensation reviews the staff position descriptions to ensure the knowledge, skills, and abilities required are adequate in order to perform the essential functions of the position.

    Referral Procedures

    After a faculty position has been posted and/or advertised, the Deans, Department Heads, and/or Search and Screen Committee Chairs refer the credentials of all applicants to the Search and Screen Committee in the relevant academic department. For the Executive, Administrative, and Managerial job group and the non-faculty and non-administrative job groups, the Human Resources Department refers those that self-identify as meeting the minimum qualifications, including those who may fulfill affirmative action placement goals, to the hiring department. Applicants who make initial contact with a department are directed to the Human Resources Department, where they are instructed on how to apply for positions at Purdue University Northwest.

    Pre-employment Inquiries

    Federal laws do not expressly prohibit inquiries concerning race, color, religion, sex, ancestry, or national origin, but the EEOC regards such inquiries as potentially
    discriminatory. Sections 503 and 504 of the Rehabilitation Act of 1973 and Title I of the Americans with Disabilities Act of 1990 limit the use of pre-employment inquiries and medical examinations. Specifically, any identification of a disability by inquiry or examination during the pre-offer stage, including all job pre-tests, reference checks,
    interview form questions, and other information gathering procedures, is prohibited. Recent changes to Section 503 require the University to offer applicants the chance to
    voluntarily self-disclose their status as a person with a disability during the pre-offer and post-offer stages of job searches.

    Findings:

  • Search and Screen Committees possess continually greater awareness that they are responsible for promoting equal employment opportunity and making good faith efforts to achieve affirmative action. All Faculty Search Committee participants receive refresher education regarding the process to use in effectively communicating the University’s commitment to equal employment opportunity.
  • The Office of Equity, Diversity, & Inclusion shares its Search and Screen Procedures with members of all Faculty Search & Screen Committees. As needed, the Office of Equity, Diversity, & Inclusion provides training to each faculty search committee regarding effective employment practices that promote and support equal employment opportunity and affirmative action.
  • The Human Resources Department meets with hiring supervisors and search chairs of staff vacancies to review the hiring, classification and compensation processes as well as helpful tools in order to conduct a successful search.

Recommendations:

  • Search and Screen committees will continue to utilize the resources available to them in adhering to equal employment opportunity laws, policies, and procedures to ensure
    equitable evaluation of all potential candidates.
  • The Office of Equity, Diversity, & Inclusion will continue to monitor progress through annual evaluation and reporting. This information will be shared with each respective Dean and Vice Chancellor.
  • The Office of Equity, Diversity, & Inclusion will explore ways to expand the search and screen evaluation process to searches pertaining to faculty positions.

    Recruitment

    Appropriateness of Outreach

    The Office of Equity, Diversity, & Inclusion reviews recruitment efforts for faculty position vacancies. Recruitment of Administrative/Professional staff is a joint responsibility of the hiring department and the Human Resources Department. Recruitment efforts are judged on the scope of advertising for the position. Departments are to make good faith efforts in their recruitment processes, actively seeking out minorities and women, particularly in those areas where they are underutilized.

    Review of Sources

    Hiring supervisors have access to a Faculty Hiring Guide, which provides a list of advertisement sources. The hiring departments submit a search plan to the Office of Equity, Diversity and Inclusion, which includes proposed methods for advertising. The Office of Equity, Diversity and Inclusion reviews the plan and assists departments in identifying recruitment resources, if needed.

    Findings:

  • Applicant Self-Identification forms for faculty positions are distributed to each applicant who has submitted an application or resume for a posted opening by the department conducting the search. Completion of these Self-Identification forms is voluntary. They allow applicants to indicate their race/ethnicity and gender and are submitted by each applicant to the Office of Equity, Diversity, & Inclusion. The responses are collected and maintained, and are manually reviewed in order to obtain applicant response information for faculty positions.
  • An electronic Self-Identification form is available for use by search committees.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion will continue tracking and evaluating this information. These steps will include regularly entering self-identification responses for faculty positions into a spreadsheet and reviewing the data on a periodic basis to identify whether recruitment efforts (including outreach efforts to minority and female candidates) need to be revised in order to increase for the number of minority and female applicants. The Office of Equity, Diversity, & Inclusion will continue to look for better tracking mechanisms, including but not limited to, the present process of allowing faculty candidates to apply online and self-identify electronically.

Review of Sources

The Office of Equity, Diversity, & Inclusion assists departments in their recruitment efforts where possible. Departments, however, should be familiar with the principal sources specific to their particular area of expertise and respective disciplines.

Findings:

  • Academic departments are becoming more familiar with the full range of recruitment sources.
  • Search committee chairs have shown due diligence in posting position vacancies in more minority and gender-specific publications.
  • Although much improved, comprehensive analysis regarding the use of recruitment sources and their subsequent effectiveness must continue.

Recommendations:

  • The recruitment resource listing will be evaluated and updated with current information.
  • The Office of Equity, Diversity, & Inclusion will explore ways in which the system it has developed for tracking and evaluating completed searches can be used to identify gaps in recruitment resources.

Composition of Applicant Pools

Applicant flow data for ladder rank, or tenure-track faculty, is completed by individual departments on Hiring Recommendation Forms that are forwarded to the Office of Equity, Diversity, & Inclusion. In order to determine areas of possible adverse impact on protected groups, an analysis of the selection rates is conducted each year by race, ethnicity, and gender within each EEO-6 category, using the format outlined in Section 3N02 of the OFCCP Compliance Manual.

The Human Resources Department maintains information on the flow of all non-faculty applicants. In order to determine areas of possible adverse impact on protected groups, an analysis of the selection rates is conducted after each search, by race, ethnicity and gender within each EEO-6 category, using the format outlined in section 3N02 of the OFCCP Compliance Manual.

Salary Studies

The Senior Leadership Team reviews merit increase data to determine if there is any disparity that cannot be justified. Any reports of salary inequities based on gender, race, or ethnicity are handled on a case-by-case basis.

The Office of Equity, Diversity, & Inclusion and the Human Resources Department will work with each department’s Dean and the Senior Leadership Team to check and explain all faculty or staff members’ pay where apparent inequities may exist.

Benefits

Purdue University Northwest offers a generous benefit package which can be tailored to the personal needs of the employee. Access to benefits is available to each faculty and staff member without regard to gender, race or other protected class status.

Seniority Practices, Union Agreements and Lines of Progression

Purdue University Northwest has no seniority system, no current union contracts, and maintains no lines of progression for staff. The University has formal tenure-track and promotional procedures in place for faculty.

Apprenticeship Programs

The University currently has no operative formal apprenticeship programs. If any are created or reactivated, minority and female selection ratio analysis will be conducted.

Education

Faculty
All educational opportunities for faculty are open to participation by women and minorities. The Vice Chancellor for Academic Affairs and Provost offers numerous professional development programs, such as the Faculty Club, Sponsored Programs, and Summer Institute on Teaching Excellence, which help faculty to improve and innovate their teaching. In addition, academic departments offer professional development opportunities to faculty including attendance at seminars and workshops locally, regionally and nationally.

Findings:

  • Information about participation in Human Resources sponsored professional development opportunities is maintained by the Human Resources Department.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion will review this data to ensure women and minorities have equal access to these development opportunities.

Workforce Attitudes

Dissemination of the University’s policy on affirmative action and distribution of affirmative action and diversity related documents is accomplished via the Purdue University Northwest website and the Office of Equity, Diversity, & Inclusion website. This information is also included in new employee orientation and department level training.

Findings:

  • The Multicultural Campus Council has been charged with assisting in the development of programs on valuing diversity for Purdue University Northwest employees.
  • The Office of Equity, Diversity and Inclusion has developed specialized training addressing Title IX, Equity policies, and Diversity issues. The training has been delivered to Coaches, Resident Hall Advisors, Nursing Department, and faculty and staff.

Recommendations:

  • Once developed, the Multicultural Campus Council will use feedback received from the Diversity and Inclusion Awareness program and other sources to develop recommendations to the Senior Leadership Team for additional diversity and inclusion programming. It is believed that through this continued process of quality improvement, effective strategies will be developed to address identified areas of concern.
  • University policies on affirmative action and equal employment opportunity will continue to be presented and explained to new employees, new faculty members and new non-tenured faculty to ensure understanding, consistency and compliance.

Complaints and Grievances

Administrative/Professional and Clerical/Service Staff Members have access to the Administrative/Professional and Clerical/Service Staff Members grievance procedures. Faculty members can file grievances using the Faculty Grievance Policy. All employees may bring complaints of discrimination and harassment to the Office of Equity, Diversity, & Inclusion in accordance with the University’s Non-Discrimination and Anti-Harassment policies, which may be accessed via the Office of Equity, Diversity, & Inclusion website. These complaints are investigated pursuant to the University’s “Procedures for Resolving Complaints of Discrimination and Harassment.”

The Office of Equity, Diversity, & Inclusion monitors complaints and/or inquiries. In addition, it identifies any patterns or trends that suggest areas requiring remedial action by the University. For example, a disproportionately high number of complaints from a particular college, department or unit may trigger a special investigation or targeted training by the Office of Equity, Diversity, & Inclusion. To facilitate this process, the Office of Equity, Diversity, & Inclusion developed a complaint database containing key information about complaints filed with the Office.

Findings:

  • University staff members have multiple avenues for pursuing complaints and grievances. The Office of Equity, Diversity, & Inclusion is the point of contact for all discrimination and harassment complaints made by University employees.
  • One of the goals of the Diversity and Inclusion Awareness program initiated by the University was to increase understanding amongst University employees and to reduce
    conflicts and tension that can lead to complaints and grievances.

Recommendations:

  • Continued efforts will be made to educate and inform the entire campus of their rights to file complaints should they experience or observe actions that violate the University’s Anti- Harassment or Non-Discrimination policies and to educate staff in an effort to reduce the likelihood that actions will be taken that might trigger complaints.

Posters and Notices

Required posters and notices with information on equal employment opportunity and affirmative action  policies are placed in all campus buildings. The Human Resources Department and the Office of Equity, Diversity, & Inclusion conduct routine checks of employee bulletin boards and other relevant areas for required affirmative action posters and notices.

Findings:

  • Campus buildings contain the required posters and notices, in areas that are visible to the campus community.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion and the Human Resources Department will continue to inspect each building on a regular basis to ensure compliance.

Contract Compliance

Purdue University Northwest seeks, identifies, and encourages women and minority owned and operated firms to participate in providing Purdue with goods and services.

Findings:

  • The University collaborates with regional agencies to be a useful tool in creating awareness, providing clarification, and establishing relationships with minority and women business owners.

Recommendations:

  • The University will work with local constituent groups to maintain an accurate list of available minority and women contractors, vendors, and suppliers.
  • The Office of Procurement and Auxiliary Services should continue to develop relationships and to track progress in this area.

Changes in Workforce for Tenured and Tenure-Track Faculty

  1. Workforce Composition
    For the period between October 2017 and September 2018, data for the Hammond campus shows the following for tenured and tenured-track faculty:

    • The number of Tenure and Tenure-Track females remained the same at 94.
    • The number of minority Ladder Rank Faculty increased by 2, from 64 to 66
  2. Hires
    Between October 2016 and September 2017, the University hired seven Tenure-Track faculty. Of the six Tenure-Track hires, four females and two Asian were hired during this period.
    Recommendations:

    • The category will continue to be monitored to assure that the selection process is non- discriminatory and that recruitment outreach activities become more strategic.
  3. Promotions and Transfers
    Faculty promotions in 2017-2018 (effective for the 2018-2019 academic year) consisted of the following for Purdue University Northwest: A total of 11 faculty members were promoted, 8 female and 3 male.
  4. Layoffs and Recalls
    If the University has any layoffs, or recalls, the Office Equity, Diversity and Inclusion and Human Resources staff will monitor the proceedings to ensure fair application of those procedures. In addition, all employee areas would be analyzed yearly to identify areas of adverse impact.
    Findings:

    • There were no faculty layoffs.
  5. Resignations , Retirements, TerminationsTerminations are monitored by Human Resources and the Office of Equity, Diversity and Inclusion. In the case of faculty termination the Office of Equity, Diversity and Inclusion would review the case with the Vice Chancellor for Academic Affairs and Provost.

    Findings:

  • 8 Ladder Rank faculty members separated from the Hammond campus in 2017-2018.
  • 5 of the 8 faculty members separated from the Hammond campus in 2017-2018 as official retirees.
  • There were no terminations

Recommendations:

  • Human Resources monitors terminations.

Changes in Workforce for Non-Tenure-Track Instructional Faculty

For the period between October 2017 and September 2018, data for the Hammond campus shows the following for non-tenure-track instructional faculty:

  • For 2018, there are 292 total Non-Ladder Rank Instructional faculty.
  • There are 175 female and 38 minority Non-Tenure-Track Instructional faculty.

Changes in Workforce for Clinical and Professional Faculty

There is not a sufficient number of clinical and professional faculty employed by Purdue University Northwest to adequately study this category.

Between October 2017 and September 2018, the University hired 2 Clinical Instructors of which both are female.

Progress toward Placement Goals for Tenured and Tenure-Track Faculty

The final step in the analysis of problem areas in employment is to establish placement goals for the elimination of underutilization and the action to be taken to achieve placement goals. The applicable regulations provide that “placement goals may not be rigid and inflexible quotas which must be met,” but must be “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.” (41 CFR 60-2.16.)

The establishment of such timetables requires specific consultation with those who have primary hiring responsibility, asking them to establish reasonable estimates of placement goal attainment in light of the magnitude of the discrepancy and their anticipated vacancies.

Ladder Rank Faculty:

For the period of October 2017 through September 2018:

  • Nursing no longer has an underutilization of Hispanic as in previous years.
  • There continues to be an underutilization of female and multiple minorities in the various colleges.

The Office of Equity, Diversity, & Inclusion has continued to review and revise the tools used to assist the faculty in achieving its placement goals. Over the last three years, the Office of Equity, Diversity, & Inclusion has accomplished the following:

  • Met with faculty search and screen committees as needed.
  • Met with the Chancellor, Vice Chancellor of Academic Affairs and Provost, and respective Deans to discuss search strategies.
  • Posted position vacancies in non-traditional minority-focused national publications.

Changes in the Workforce for Executive, Administrative, and Managerial

Workforce Composition

For the period between October 2017 and September 2018 data for the Hammond campus shows the following for executive, administrative, and managerial staff:

  • There are a total of 72 employees in the job group of Executive, Administrative, and Managerial level.
  • There are 45 females at the Executive, Administrative, and Managerial level.
  • There are 8 Black, 3 Hispanic, and 8 Asian at the Executive, Administrative, and Managerial level.

Findings:

  • There is no campus underutilization of women or minorities for the Executive, Administrative, and Managerial staff. Placement goals for each unit is as follows:
    • Chancellor: No underutilization present
    • Academic Affairs: 2 Black, 1 Hispanic
    • Information Services: No underutilization present
    • Administrative Services: 1 Asian
    • Enrollment Management and Student Affairs: No underutilization present
    • Institutional Advancement: No underutilization present

Recommendations:

  • The Office of Equity, Diversity and Inclusion and Human Resources staff will recommend recruitment strategies to the hiring supervisor(s) with the intent to target females in the applicant pool for searches at the Executive, Administrative, and Managerial level.
  • As positions become available, the Chancellor and Vice Chancellors will be made aware of applicable placement goals

Promotions and Transfers

It is University policy to encourage transfers and promotions to further employee growth and development. Whenever a regular vacancy occurs, including promotion and transfer opportunities, the department head and/or supervisor must make this known to his/her regular staff members by the most effective means available.

Findings:

  • There were no promotions in this category.

Recommendations:

  • The category will continue to be monitored to ensure that equitable evaluation of women and minorities occurs.

Layoffs and Recalls

Findings:

  • There were no layoffs at the executive, administrative, and managerial level.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion will continue to review layoffs for adverse impact.
  • The Human Resources Department is advised to provide a list of staff placed in RIF (reduction in force) status on an ongoing basis.

Resignations, Terminations and Retirements

The Human Resources Department and the Office of Equity, Diversity, & Inclusion reviews resignations, retirements and terminations. In addition, all cases of involuntary termination are referred to Employee Relations for review.

Findings:

  • From October 2017 – September 2018, 2 white males separated due to official retirement at the Executive, Administrative, and Managerial level.

Progress toward Three-Year Placement Goals for Executive, Administrative, and Managerial

The final step in the analysis of problem areas in employment is to establish placement goals for the elimination of underutilization and the action to be taken to achieve these placement goals. The applicable regulations provide that “placement goals may not be rigid and inflexible quotas which must be met,” but must be “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.” (41 CFR 60-2.16.) The establishment of such timetables requires specific consultation with those who have primary hiring responsibility, asking them to establish reasonable estimates of placement goal attainment in light of the magnitude of the discrepancy and their anticipated vacancies.

Executive, Administrative, and Managerial:
Overall, the campus remains with no underutilization in the Executive, Administrative, and Managerial category. Individual placement goals for units with an underutilization in the Executive, Administrative, and Managerial groups are as follows:

  • Academic Affairs: 2 Black, 1 Hispanic
  • Administrative Services: 1 Asian

Changes in the Workforce for Non-Executive Staff
Professional Non-Faculty, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance Staff

Workforce Composition

For the period between October 2017 and September 2018, data for the Hammond campus shows the following for staff in the professional non-faculty, clerical and secretarial, technical and paraprofessional, skilled crafts, and service/maintenance job groups.

Findings:

  • The total headcount is 146 for staff in Professional Non-Faculty, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance level positions.
  • Professional staff has a headcount of 53 of which 37 are females. Of the total Professional staff, 2 are Black, 4 are Hispanic and 1 is Asian. The campus underutilization for professional staff consists of 1 minority. Placement goals for each unit is as follows:
    • Chancellor: 2 female
    • Academic Affairs: 1 Black
    • Information Services: 2 Female
    • Administrative Services: 1 Hispanic.
    • Enrollment Management and Student Affairs: No underutilization present
    • Institutional Advancement: No underutilization present
  • Secretarial/ Clerical staff has a headcount of 53 of which 37 are females. Of the total Professional staff, 2 are Black, 4 are Hispanic and 1 is Asian. There is no campus
    underutilization of women or minorities for the Secretarial/Clerical positions. Placement goals for each unit is as follows:

    • Chancellor: No underutilization present
    • Academic Affairs: No underutilization present
    • Information Services: No underutilization present
    • Administrative Services: No underutilization present
    • Enrollment Management and Student Affairs: No underutilization present
    • Institutional Advancement: 1 Black
  • Technical/Paraprofessional staff has a headcount of 25 of which 4 are females. Of the total staff 3 are Black and 1 is Hispanic. The campus underutilization for technical/paraprofessional staff consists of female. Placement goals for each unit is as follows:
    • Academic Affairs: No underutilization present
    • Information Services: 2 Female, 1 Hispanic
    • Administrative Services: 2 Female
    • Enrollment Management and Student Affairs: No underutilization present
  • Skilled Crafts staff has a headcount of 4 of which 1 is female. Of the total staff none are minorities. There is no campus underutilization of women or minorities for the Secretarial/Clerical positions. Placement goals for each unit is as follows:
    • Chancellor: No underutilization present
    • Academic Affairs: No underutilization present
    • Information Services: No underutilization present
    • Administrative Services: No underutilization present
    • Enrollment Management and Student Affairs: No underutilization present
    • Institutional Advancement: 1 Black
  • Service/Maintenance staff has a headcount of 28 of which 8 are females. Of the total staff 2 are Black and 2 are Hispanic. The campus underutilization for  service/Maintenance staff consists of female. Placement goals for each unit is as follows:
    • Chancellor: No underutilization present
    • Information Services: No underutilization present
    • Administrative Services: 3 Female

Recommendations:

  • The Office of Equity, Diversity and Inclusion will continue to work with Human Resources staff to determine recruitment strategies for searches in the categories of  Professional Non- Faculty, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance staff.
  • Human Resources will continue to enhance the networking, outreach, and advertising methods for staff position vacancies.

Promotions and Transfers

During the timeframe of October 2017 – September 2018, four female employees in the Professional Non-Faculty, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance level positions were transferred into positions that were considered as promotions.

Layoffs and Recalls

If the University has any layoffs or recalls, the Office of Equity, Diversity, & Inclusion should monitor the proceedings to ensure fair application of those procedures.

Findings:

  • In 2017-2018, there were 3 layoffs within the Professional Non-Faculty, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance job groups. Of the 3, 2 were female.

Recommendations:

  • The Office of Equity, Diversity, & Inclusion will continue to monitor layoffs for adverse impact.

V. Progress toward Placement Goals for Non-Executive Staff Professional Non-Faculty, Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance Staff

The final step in the analysis of problem areas in employment is to establish placement goals for the elimination of underutilization and the action to be taken to achieve these placement goals. The applicable regulations provide that “placement goals may not be rigid and inflexible quotas which must be met,” but must be “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work.” (41 CFR 60-2.16.)

The establishment of such timetables requires specific consultation with those who have primary hiring responsibility, asking them to establish reasonable estimates of placement goal attainment in light of the magnitude of the discrepancy and their anticipated vacancies.

See 2018 Utilization and Underutilization Charts for each organizational unit and Placement Goal Charts set forth below.

PART VII – CHANGES IN WORKFORCE AND PROGRESS TOWARDS PLACEMENT GOALS

TABLE 1

Status of Female and Minority Employees
Purdue University Northwest
UTILIZATION BY GENDER AND RACE/ETHNICITY

2018

Position Type

Total Hammond Employees

Female

Black

Hispanic

Asian

American Indian/ Native Alaskan

Ladder Rank Faculty

198

94

8

11

46

0

Non-Ladder Rank Instructional

292

175

10

9

17

0

Student Assistants

216

124

16

35

30

0

Exec., Administrative, Managerial

72

45

8

3

8

0

Professional

150

103

22

10

1

1

Secretarial and Clerical

110

108

14

25

1

0

Technical and Paraprofessional

59

16

7

3

2

0

Skilled Crafts

10

1

1

0

0

0

Service and Maintenance

59

17

17

12

0

0

Total

1166

683

103

108

105

1

2017

Position Type

Total Hammond Employees

Female

Black

Hispanic

Asian

American Indian/ Native Alaskan

Ladder Rank Faculty

196

94

9

11

44

0

Non-Ladder Rank Instructional

274

168

13

16

14

0

Student Assistants

191

106

10

18

33

0

Exec., Administrative, Managerial

65

40

8

3

6

0

Professional

145

104

23

11

1

1

Secretarial and Clerical

118

114

15

27

1

0

Technical and Paraprofessional

59

16

7

4

2

0

Skilled Crafts

9

1

1

0

0

0

Service and Maintenance

60

16

18

14

0

0

Total

1117

659

104

104

101

1

 

TABLE 2

Status of Female and Minority Employees
Purdue University Northwest
FACULTY RANK

Hammond Faculty Rank by Gender – 2018

Rank

Total Faculty

Female

Female

%

Male

Male

%

Dean*

6

4

66.7

2

33.3

Department Head*

11

4

36.3

7

63.6

Professor

71

30

42.3

41

57.7

Associate Professor

75

36

48

39

52

Assistant Professor

52

28

53.8

24

46.2

Total

215

102

47.4

113

52.6

Hammond Faculty Rank by Race/Ethnicity – 2018

Rank

Total

Faculty

W#

W%

B#

B%

H#

H%

A#

A%

N#

N%

Dean*

6

3

50

1

17

0

0

1

17

0

0

Department Head*

11

4

36

0

0

0

0

6

55

0

0

Professor

71

45

63

1

1.4

5

7

19

27

0

0

Associate Professor

75

47

63

3

4

6

8

18

24

0

0

Assistant Professor

52

33

64

4

7.7

0

0

9

17

0

0

Total

215

132

61

9

4.2

11

5.1

53

25

0

0

W=White; B=Black; H=Hispanic; A=Asian; N= American Indian/ Native Alaskan

*The Deans and Department Heads work on both the Westville and Hammond campuses.

 

TABLE 3

Status of Female and Minority Faculty
Purdue University Northwest
COLLEGE DISTRIBUTION BY GENDER AND RACE/ETHNICITY

2018 Hammond

COLLEGE

Total Faculty

Female

Black

Hispanic

Asian

American Indian/ Native

Alaskan

Humanities, Education & Social

Sciences

71

37

2

5

9

0

Engineering &

Sciences

48

16

2

1

18

0

Technology

24

2

1

3

12

0

Business

27

11

2

1

7

0

Nursing

28

28

1

1

0

0

Total

198

94

8

11

46

0

 

TABLE 4

Status of Female and Minority Staff
Purdue University Northwest
STAFF DISTRIBUTION BY GENDER AND RACE/ETHNICITY

2018 Hammond

Job Group

Total Staff

Female

Black

Hispanic

Asian

American Indian/ Native Alaskan

Executive, Administrative and Managerial

72

45

8

3

8

0

Professional

150

103

22

10

1

1

Secretarial and Clerical

110

108

14

25

1

0

Technical and Paraprofessional

59

16

7

3

2

0

Skilled Crafts

10

1

1

0

0

0

Service and Maintenance

59

17

17

12

0

0

Total

460

290

69

53

12

1

 

PART VIII – UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT

TABLE 5

Status of Female and Minority Staff
Purdue University Northwest
UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT

ACADEMIC AFFAIRS AND PROVOST HAMMOND – FEMALE

Position Type

Total Employees

Total Female Employees

Total % Females

Total % Females Available

Under- utilized?

Ladder Rank Faculty, Humanities, Education & Social Sciences

61

29

47.5

56.4

Yes

Ladder Rank Faculty, Education

10

8

80

67.6

No

Ladder Rank Faculty, Engineering & Sciences

48

16

33.3

43.3

Yes

Ladder Rank Faculty, Technology

24

2

8.3

17.5

Yes

Ladder Rank Faculty, Business

27

11

40.7

34

No

Ladder Rank Faculty, Nursing

28

28

100

91.2

No

Executive, Administrative, Managerial

31

17

54.8

47.8

No

Professional

48

39

81.3

60.3

No

Secretarial and Clerical

46

45

97.8

95.9

No

Technical and Paraprofessional

19

7

36.8

30.3

No

Skilled Crafts

1

1

100

10.4

No

ACADEMIC AFFAIRS AND PROVOST HAMMOND – MINORITY

Position Type

Total Employees

Total Minority

Employees

Total % Minorities

Total % Minorities

Available

Under- utilized?

Ladder Rank Faculty, Humanities, Education & Social Sciences

61

14

23

18.9

No

Ladder Rank Faculty, Education

10

2

20

24.9

Yes

Ladder Rank Faculty Engineering, Math, Science

48

21

43.8

22

No

Ladder Rank Faculty, Technology

24

16

66.7

26

No

Ladder Rank Faculty, Business

27

10

37

23.2

No

Ladder Rank Faculty, Nursing

28

2

7.1

15.7

Yes

Executive, Administrative and Managerial

31

7

22.6

16.6

No

Professional

48

9

18.8

16.2

No

Secretarial and Clerical

46

11

23.9

32.9

Yes

Technical and Paraprofessional

19

4

21.1

15.2

No

Skilled Crafts

1

0

0

27.5

No

 

TABLE 6

Status of Female and Minority Staff
Purdue University Northwest
UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT

FINANCE AND ADMINISTRATION HAMMOND – FEMALE

Position Type

Total Employees

Total Female Employees

Total % Females

Total % Females Available

Under- utilized?

Executive, Administrative, Managerial

11

8

72.7

47.8

No

Professional

19

14

73.7

60.3

No

Secretarial and Clerical

21

21

100

95.9

No

Technical and Paraprofessional

10

1

10

30.3

Yes

Skilled Crafts

9

0

0

10.4

Yes

Service and Maintenance

49

15

30.6

29.7

No

FINANCE AND ADMINISTRATION HAMMOND – MINORITY

Position Type

Total Employees

Total Minority Employees

Total % Minorities

Total % Minorities Available

Under- utilized?

Executive, Administrative and Managerial

11

2

18.2

16.6

No

Professional

19

1

5.3

16.2

Yes

Secretarial and Clerical

21

8

38.1

32.9

No

Technical and Paraprofessional

10

2

20

15.2

No

Skilled Crafts

9

1

11.1

27.5

Yes

Service and Maintenance

49

24

49

47.9

No

 

TABLE 7

Status of Female and Minority Staff
Purdue University Northwest
UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT INSTITUTIONAL ADVANCEMENT

INSTITUTIONAL ADVANCEMENT – FEMALE

Position Type

Total Employees

Total Female Employees

Total % Females

Total % Females Available

Under- utilized?

Executive, Administrative and

Managerial

5

5

100

47.8

No

Professional

9

6

66.7

60.3

No

Secretarial and Clerical

3

3

100

95.9

No

INSTITUTIONAL ADVANCEMENT – MINORITY

Position Type

Total Employees

Total Minority Employees

Total % Minorities

Total % Minorities Available

Under- utilized?

Executive, Administrative and

Managerial

5

1

20

16.6

No

Professional

9

1

11.1

16.2

Yes

Secretarial and Clerical

3

1

33.3

32.9

No

 

TABLE 8

Status of Female and Minority Staff
Purdue University Northwest
UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT CHANCELLOR

CHANCELLOR HAMMOND – FEMALE

Position Type

Total Employees

Total Female Employees

Total % Females

Total % Females Available

Under- utilized?

Executive, Administrative and Managerial

6

3

50

47.8

No

Professional

17

6

35.3

60.3

Yes

Secretarial and Clerical

3

3

100

95.9

No

Service/Maintenance

2

0

0

29.7

Yes

CHANCELLOR HAMMOND – MINORITY

Position Type

Total Employees

Total Minority Employees

Total % Minorities

Total % Minorities Available

Under- utilized?

Executive, Administrative and Managerial

6

2

33.3

16.6

No

Professional

17

1

5.9

16.2

Yes

Secretarial and Clerical

3

0

0

32.9

Yes

Service/Maintenance

2

0

0

47.9

Yes

 

TABLE 9

Status of Female and Minority Staff
Purdue University Northwest
UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT ENROLLMENT MANAGEMENT AND STUDENT AFFIARS

ENROLLMENT MANAGEMENT AND STUDENT AFFAIRS HAMMOND – FEMALE

Position Type

Total Employees

Total Female Employees

Total % Females

Total % Females Available

Under- utilized?

Executive, Administrative and Managerial

14

8

57.1

47.8

No

Professional

45

31

68.9

60.3

No

Secretarial and Clerical

29

29

100

95.9

No

Technical and Paraprofessional

4

3

75

30.3

No

Service/Maintenance

6

1

16.7

29.7

Yes

ENROLLMENT MANAGEMENT AND STUDENT AFFAIRS HAMMOND – MINORITY

Position Type

Total Employees

Total Minority Employees

Total % Minorities

Total % Minorities Available

Under- utilized?

Executive, Administrative and Managerial

14

5

35.7

16.6

No

Professional

45

19

42.2

16.2

No

Secretarial and Clerical

29

15

51.7

32.9

No

Technical and Paraprofessional

4

0

0

15.2

Yes

Service/Maintenance

6

4

66.7

47.9

No

 

TABLE 10

Status of Female and Minority Staff
Purdue University Northwest
UTILIZATION AND UNDERUTILIZATION BY ORGANIZATIONAL UNIT INFORMATION SERVICES

INFORMATION SERVICES HAMMOND – FEMALE

Position Type

Total Employees

Total Female Employees

Total % Females

Total % Females Available

Under- utilized?

Executive, Administrative and Managerial

5

4

80

47.8

No

Professional

12

7

58.3

60.3

Yes

Secretarial and Clerical

8

7

87.5

95.9

Yes

Technical and Paraprofessional

26

5

19.2

30.3

Yes

Service/Maintenance

2

1

50

29.7

No

INFORMATION SERVICES HAMMOND – MINORITY

Position Type

Total Employees

Total Minority Employees

Total % Minorities

Total % Minorities Available

Under- utilized?

Executive, Administrative and Managerial

5

2

40

16.6

No

Professional

12

3

25

16.2

No

Secretarial and Clerical

8

5

62.5

32.9

No

Technical and Paraprofessional

26

6

23.1

15.2

No

Service/Maintenance

2

1

50

47.9

No

 

PART IX – PLACEMENT GOALS BY ORGANIZATIONAL UNIT

TABLE 11

Status of Female and Minority Employees
Purdue University Northwest
2018 PLACEMENT GOALS ACADEMIC AFFAIRS AND PROVOST

ACADEMIC AFFAIRS AND PROVOST HAMMOND

Position Type

Female

Black

Hispanic

Asian

Native American

Total Minority

Ladder Rank Faculty

Humanities, Education & Social Sciences

5

3

0

0

0

3

Education

0

0

0

0

0

0

Engineering & Sciences

5

2

1

0

0

3

Technology

2

0

0

0

0

0

Business

0

1

0

0

0

1

Nursing

0

1

0

1

0

2

Executive, Administrative & Managerial

0

2

1

0

0

3

Professional

0

0

0

1

0

1

Clerical

0

4

0

0

0

4

Technical/Paraprofessional

0

0

1

0

0

1

Skilled Crafts

0

0

0

0

0

0

 

TABLE 12

Status of Female and Minority Employees
Purdue University Northwest
2018 PLACEMENT GOALS FINANCE AND ADMINISTRATION

FINANCE AND ADMINISTRATION HAMMOND

Position Type

Female

Black

Hispanic

Asian

Native American

Total Minority

Executive, Administrative & Managerial

0

0

0

0

0

0

Professional

0

0

0

0

0

0

Secretarial and Clerical

0

0

0

1

0

1

Technical and Paraprofessional

2

0

0

0

0

0

Skilled Crafts

1

1

1

0

0

2

Service and Maintenance

0

0

0

0

0

0

 

TABLE 13

Status of Female and Minority Employees
Purdue University Northwest
2018 PLACEMENT GOALS INSTITUTIONAL ADVANCEMENT

INSTITUTIONAL ADVANCEMENT HAMMOND

Position Type

Female

Black

Hispanic

Asian

Native American

Total Minority

Executive, Administrative & Managerial

0

0

0

0

0

0

Professional

0

0

0

0

0

0

Clerical

0

1

0

0

0

1

 

TABLE 14

Status of Female and Minority Employees
Purdue University Northwest
2018 PLACEMENT GOALS CHANCELLOR

CHANCELLOR HAMMOND

Position Type

Female

Black

Hispanic

Asian

Native American

Total Minority

Executive, Administrative & Managerial

0

0

0

0

0

0

Professional

4

1

1

0

0

2

Secretarial and Clerical

0

1

0

0

0

1

Service/Maintenance

1

1

0

0

0

1

 

TABLE 15

Status of Female and Minority Employees
Purdue University Northwest
2018 PLACEMENT GOALS ENROLLMENT MANAGEMENT AND STUDENT AFFAIRS

ENROLLMENT MANAGEMENT AND STUDENT AFFAIRS HAMMOND

Position Type

Female

Black

Hispanic

Asian

Native American

Total Minority

Executive, Administrative & Managerial

0

0

0

0

0

0

Professional

0

0

0

1

0

1

Clerical

0

0

0

0

0

0

Technical/Paraprofessional

0

0

0

0

0

0

Service and Maintenance

1

1

0

0

0

1

 

TABLE 16

Status of Female and Minority Employees
Purdue University Northwest
2018 PLACEMENT GOALS INFORMATION SERVICES

INFORMATION SERVICES HAMMOND

Position Type

Female

Black

Hispanic

Asian

Native American

Total Minority

Executive, Administrative & Managerial

0

0

0

0

0

0

Professional

0

0

0

0

0

0

Clerical

1

0

0

0

0

0

Technical/Paraprofessional

3

0

0

0

0

0

Service and Maintenance

0

0

0

0

0

0

 

TABLE 17

Affirmative Action Placement Goals October 2018
Purdue University Northwest

All Hammond Campus

Ladder Rank Faculty, Humanities, Education & Social Sciences

Female, Black

Ladder Rank Faculty, Education

None

Ladder Rank Faculty, Engineering and Sciences

Female, Black, Hispanic

Ladder Rank Faculty, Technology

Female

Ladder Rank Faculty, Business

Black

Ladder Rank Faculty, Nursing

Black, Asian

Ladder Rank Faculty, Library

None

Executive, Administrative & Managerial

None

Professional

Asian

Secretarial and Clerical

Black

Technical and Paraprofessional

Female

Skilled Crafts

Black, Hispanic

Service and Maintenance

Female

Academic Affairs and Provost – Hammond

Ladder Rank Faculty, Humanities, Education & Social Sciences

Female, Black

Ladder Rank Faculty, Engineering and Sciences

Female, Black, Hispanic

Ladder Rank Faculty, Technology

Female

Ladder Rank Faculty, Business

Black

Ladder Rank Faculty, Nursing

Black, Asian

Ladder Rank Faculty, Education

None

Executive, Administrative & Managerial

Black, Hispanic

Professional

Asian

Secretarial and Clerical

Black

Technical and Paraprofessional

Hispanic

Skilled Crafts

None

Chancellor – Hammond

Executive, Administrative & Managerial

None

Professional

Black, Female, Hispanic

Secretarial and Clerical

Black

Service and Maintenance

Female, Black

Finance and Administration – Hammond

Executive, Administrative & Managerial

Asian

Professional

Black, Hispanic

Secretarial and Clerical

Black

Technical and Paraprofessional

Female, Black

Skilled Crafts

Female, Hispanic

Service and Maintenance

Hispanic

Institutional Advancement – Hammond

Executive, Administrative & Managerial

None

Professional

None

Secretarial and Clerical

Black

Enrollment Management and Student Affairs – Hammond

Executive, Administrative & Managerial

None

Professional

Asian

Secretarial and Clerical

None

Technical and Paraprofessional

None

Service and Maintenance

Female, Black

Information Services – Hammond

Ladder Rank Faculty, Library

None

Executive, Administrative & Managerial

None

Professional

None

Secretarial and Clerical

Female

Technical and Paraprofessional

Female

Service and Maintenance

None

 

PART X – Development and Execution of Programs

Monitoring of Position Specifications

Staff

The Employment Team within the Human Resources Department reviews all non-faculty position specifications for job-relatedness and non-discrimination on the basis of race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression, except where age, sex or national origin is a bona fide occupational qualification.

Faculty

Each academic department is responsible for monitoring its respective faculty job specifications for job- relatedness and non-discrimination on the basis of race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression, except where age, sex or national origin is a bona fide occupational qualification. The Office of Equity, Diversity, & Inclusion assists in this evaluation process.

Distribution of Position Announcements

All openings posted through the Human Resources Department are available for viewing on the Human Resources Department web site. Applicants having trouble accessing information on the Human Resources Department web site because of a disability are directed to contact Purdue’s Taleo Help desk at taleohelp@purdue.edu. Printed copies of the vacancies are also available in the Human Resources Department. Each job opening announcement is sent to Workforce Development, the NAACP, the Urban League, Goodwill Industries, HigherEdJobs and ARC Bridges. Additionally Administrative/Professional and Management/Professional position vacancies are sent to an array of websites in an effort to increase diversity among the applicant pool including individuals with disabilities and veterans.

The Office of Equity, Diversity, & Inclusion monitors each faculty position announcement for an adequate search and recruitment plan. The office also checks for compliance with equal employment opportunity and affirmative action guidelines and disclaimers.

Faculty postings are available for viewing on the Human Resources Department web site. Applicants having trouble accessing information on the Human Resources Department web site because of a disability are directed to contact Purdue’s Taleo Help desk at taleohelp@purdue.edu.

Each advertisement and search plan is also reviewed to see that it includes mechanisms likely to reach protected class members. When efforts appear inadequate, the Office of Equity, Diversity, & Inclusion immediately calls the search chair, dean, or department head to urge additional and/or alternative strategies, including networking with those colleges and universities with minority predominance.

Selection Process

Education of Selection Personnel
All employees involved in the hiring process are taught equal employment opportunity requirements in open workshops offered by the Office of Equity, Diversity, & Inclusion. This includes the “Faculty Search & Screen Procedures.”

Adherence to Uniform Guidelines on Employee Selection
The Human Resources Department adheres to the Uniform Guidelines on Employee Selection in its screening and referral process. Close communication is maintained between the Human Resources Department staff handling employment and the hiring supervisors. Visits with hiring supervisors are conducted regularly by recruiters to ensure compliance with the University’s policies and procedures.

Recruitment and Referral Sources

The Office of Equity, Diversity, & Inclusion will provide recruitment and referral sources by female and minority classification and academic discipline. These sources of information grow through networking and identifying appropriate organizations that advocate minority and female opportunities in employment.

In an effort to address our underutilizations in the EEO6 categories within the various departments, the Office of Equity, Diversity, & Inclusion will continue its efforts assist departments with attracting more female and minority applicants when a position has opened up. Departments will be given lists of additional advertising sources that will address underutilizations specific to their area.

Human Resources maintains a list of sources for recruitment in all non-faculty job groups. In addition, representatives regularly attend a variety of job fairs and other activities designed to recruit and to raise the level of awareness of employment opportunities at Purdue University Northwest.

Advertising

Advertisements are prepared by the respective school or department. The Office of Equity, Diversity, & Inclusion monitors all faculty advertisements for possible discriminatory language and the inclusion of the statement: “Purdue University is an EEO/AA employer fully committed to achieving a diverse workforce. All individuals, including minorities, women, individuals with disabilities, and protected veterans are encouraged to apply.” 

The Human Resources Department and, when requested, the Office of Equity, Diversity, & Inclusion, monitors the non-faculty advertisements for inclusion of this statement. The phrase “an equal access/equal opportunity university” is used for advertising in publications pertaining to special events, programs, and activities. The Office of Equity, Diversity, & Inclusion advises and assists colleges, departments or units regarding wording and tone that might have greater recruitment appeal for women and minorities.

Publications

The Purdue Marketing Communications office ensures that University publications contain the phrase“an equal access/equal opportunity university.” They also check to see that where there are pictures of students, staff, or visitors, there is a balanced representation of women, minorities, veterans, and individuals with disabilities.

Social and Recreational Opportunities

For all University sponsored social and recreational functions, the University offers equal opportunity to all employees without regard to race, color, sex, disability, age, veteran status, religion, national origin, ancestry, genetic information, marital status, parental status, sexual orientation, or gender identity and expression.

Also, institutional facilities will continue to be provided for all employees on an equal basis. Where segregation is necessary by sex, for example locker rooms or rest rooms, facilities will be substantially equal for males and females.

A Gender Equity in Sports committee composed of selected employees, including Title IX Coordinators from the Westville and Hammond campuses and student athletes was developed by the Athletic department to ensure equity in PNW sports teams, practices and guidelines.

Career Counseling

The Office of Equity, Diversity, & Inclusion will periodically monitor these activities to determine if a significant number of protected class members are enrolling in these programs and to ensure that counseling sessions address informal lines of progress, upward mobility, and transfer opportunities which enhance development for protected class members.

Special Initiatives by Organizational Units

The following is a list of some of the special initiatives colleges and departments have engaged in to promote equal opportunity for women and minorities. The list is not exhaustive, but can be considered representative. Additional initiatives specific to veterans and individuals with disabilities are included in the Purdue University Northwest “Affirmative Action Plan for Veterans and Individuals with Disabilities.”

Office of Equity, Diversity, & Inclusion:
The Office of Equity, Diversity, & Inclusion conducted Equity and Diversity and Title IX training with several areas of the Purdue University Northwest campus. The training sessions included resident advisors in University housing, coaches and athletes, camp directors, Deans and Department Heads, students.

Staff within the Office of Equity, Diversity, & Inclusion conducted personalized one-on-one training in specific situations as needed and made presentations to various classes and departments regarding harassment prevention. New employees and new students regularly receive training regarding the University’s Nondiscrimination and Anti-Harassment policies at their respective orientations.

The Office of Equity & Diversity initiated Title IX training for all newly admitted students to Purdue University Northwest starting in August 2014 and continuing through each academic year. The online mandatory training entitled “Respect Boundaries” is administered through Blackboard and is system- wide. It contains three learning modules focusing on different aspects of sexual violence. The training also discussed awareness, prevention and guidelines regarding how to report and support victims of sexual violence. Sexual Violence Awareness Training is now administered by the Office of the Dean of Students.

The Office of Equity, Diversity, & Inclusion also administers the Mandatory Reporters training for Purdue University Northwest employees designated as such. All “Responsible Employees” are Mandatory Reporters under Title IX. Mandatory Reporters include those people who have authority and responsibility to remedy harassment, or those whom a student would reasonably believe has such authority. Mandatory Reporters include, the chancellor, vice chancellors (including associate and assistant vice chancellors), deans, department heads, directors (including associate and assistant directors), faculty members (both tenure-track and non-tenure-track), athletic department staff, employees in supervisory or management roles, student affairs professionals, residential life administrators, resident assistants, police department staff, and academic advisors.

The Office of Equity, Diversity, & Inclusion continues to work towards finalizing a mandatory Diversity & Inclusion training for all employees. The purpose of the training is to acquaint employees (faculty, staff and student workers) on workplace inclusivity best practices. This Diversity & Inclusion training will be customized in its relevance to Purdue University Northwest. At the request of the Dean of the College of Nursing, the Office of Equity and Diversity facilitated a “Microaggressions 101: Eliminating Microagressions in the Classroom and On Campus” for nursing faculty from both Hammond and Westville locations. The Office of Equity, Diversity, & Inclusion also presented, “Who You Gonna Call” at both the Hammond and Westville campuses. The two hour workshop focused on identifying unconscious bias, as well as recognizing, responding to, and ultimately
eliminating such conduct and behaviors within academia.

Training for members of the Chancellor’s Equity Panel members was led by Vice President Alysa Rollock and her team at the Hammond campus in November 2017. The training gave equity panel members an opportunity to learn or review University policies regarding Non-Discrimination, Anti-Harassment, and Equal Opportunity, Equal Access, and Affirmative Action, as well as the Procedures for Resolving Complaints. Participants also had an opportunity to apply what they learned by participating in a simulated Equity Panel Meeting.

Multicultural Campus Council:
The Multicultural Campus Council was established on September 16, 2005. The purpose of the Multicultural Campus Council is to encourage a more engaged, multicultural campus by supporting and promoting cultural and diversity events on campus and identifying programming opportunities in the areas of diversity and inclusion. The mission of the Multicultural Campus Council is as follows: “As change agents we seek to educate and engage the campus community on the value of respecting and embracing cultural difference while promoting inclusion.”

Among events supported and sponsored by the Multicultural Campus Council was the Celebration of the Legacy of Dr. Martin Luther King Jr. which took place at both campus locations and featured a keynote address by the Honorable Gonzalo P. Curiel, United States District Judge. Additionally, The Multicultural Campus Council also sponsored: LGBTQ101 Competency Training, the Chinese Moon Festival, Mother’s Against Police Violence discussion which featured two African American mothers who lost their sons, Women’s History Month Celebration, College of Nursing Summer Camp which promotes nursing careers to students of color, Drepung Gomang Monastery Sacred Arts Tour, Mexican Independence Celebrations, Brother2Brother “13” Documentary viewing and panel discussion, National Society of Black Engineers speaker Runoko Rashidi, the First Generation College Celebration, Handprints for Hope Sexual Assault Awareness Campaign, World Cultural Festival , as well as Hispanic Heritage Month Celebrations.

Building Community through the Arts (BCTA):
This program was established as a community outreach project designed to reach the diverse external communities served by Purdue University Northwest. As a regional university, it is extremely important that we are engaged with our community in a variety of ways. Artistic expression is a universal attribute of human beings. By providing innovative, comprehensive and excellent programs, BCTA facilitates growth by the University community. The initial motivation for this program stemmed from recognizing
that diverse cultures have important perspectives for all of us and it is vital to maintain that framework.

The BCTA program is directed by an advisory committee whose members represent diverse areas from across the campus community. The College of Humanities, Education and Social Sciences (CHESS) sponsors BCTA and as such offers several events and numerous speakers through the CHESS Lecture series. As part of the CHESS Lecture series and in collaboration with the Multicultural Campus Council, Dr. Marc Becker, Professor of Latin American History at Truman State University, was a featured speaker during Hispanic Heritage Month.

Better Together (a System-Wide Program):
Purdue University’s Northwest Campuses had the privilege of hosting Better Together in September 2018. Better Together is a Purdue System-wide summit which is held annually on various Purdue campuses. The goal of the Better Together Summit is to strengthen relations and establish an inclusive collaboration of diversity strategies and faculty development. Each session as well as panel discussions were facilitated and attended by a diverse group of faculty and staff, representing a wide range of departments from each of the campuses in the Purdue system across the state of Indiana.

APPENDIX A – Workforce Distribution Charts

Note: The data provided in some of the charts and graphs excludes insignificant racial/ethnic groups (unknown, multiracial, etc.) and consequently may not be fully indicative of all eeo-6 job categories.

Figure 1 – Distribution of Purdue University Northwest Employees by Job Category

CAMPUS-2018 TOTAL
Ladder Rank Faculty 198
Non-Ladder Rank Instructional 292
Student Assistants 216
Executive, Administrative, Managerial 72
Professional 150
Secretarial and Clerical 110
Technical and Paraprofessional 59
Skilled Crafts 10
Service and Maintenance 59
Totals 1166

Figure 2: Distribution of Purdue University Northwest Employees by Gender and Job Category

CAMPUS-2018 WOMEN MEN TOTAL
Ladder Rank Faculty 94 104 198
Non-Ladder Rank Instructional 175 117 292
Student Assistants 124 92 216
Executive, Administrative, Managerial 45 27 72
Professional 103 47 150
Secretarial and Clerical 108 2 110
Technical and Paraprofessional 16 43 59
Skilled Crafts 1 9 10
Service and Maintenance 17 42 59
Totals 683 483 1166

Figure 3: Distribution of Purdue University Northwest Employees by Race/Ethnicity and Job Category

CAMPUS-2018 WHITE BLACK HISPANIC ASIAN AMERIND TOTAL
Ladder Rank Faculty 125 8 11 46 0 198
Non-Ladder Rank Instructional 196 10 9 17 0 292
Student Assistants 73 16 35 30 0 216
Executive, Administrative, Managerial 48 8 3 8 0 72
Professional 101 22 10 1 1 150
Secretarial and Clerical 59 14 25 1 0 110
Technical and Paraprofessional 41 7 3 2 0 59
Skilled Crafts 8 1 0 0 0 10
Service and Maintenance 21 17 12 0 0 59
Totals 673 103 108 105 1 1166

Figure 4: Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and College

CAMPUS LADDER RANK FACULTY-2018 WOMEN MEN TOTAL
Humanities, Education & Social Sciences 37 34 71
Engineering and Sciences 16 32 48
Technology 2 22 24
Management 11 16 27
Nursing 28 0 28
Totals 94 104 198

Figure 5: Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and College

CAMPUS LADDER RANK FACULTY-2018 WHITE BLACK HISPANIC ASIAN AMERIND TOTAL
Humanities, Education & Social Sciences 54 2 5 9 0 71
Engineering and Sciences 26 2 1 18 0 48
Technology 8 1 3 12 0 24
Management 15 2 1 7 0 27
Nursing 22 1 1 0 0 28
Totals 125 8 11 46 0 198

Figure 6: Distribution of Purdue University Northwest Ladder Rank Faculty by Gender and Rank

CAMPUS LADDER RANK FACULTY-2018 FEMALE MALE TOTAL
Professor 30 41 71
Associate Professor 36 39 75
Assistant Professor 28 24 52
Totals 94 104 198

Figure 7: Distribution of Purdue University Northwest Ladder Rank Faculty by Race/Ethnicity and Rank

CAMPUS LADDER RANK FACULTY-2018 WHITE BLACK HISPANIC ASIAN AMERIND TOTAL
Professor 45 1 5 19 0 71
Associate Professor 47 3 6 18 0 75
Assistant Professor 33 4 0 9 0 52
Totals 125 8 11 46 0 198

Figure 8: Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Gender and College

CAMPUS NON-LADDER RANK FACULTY-2018 WOMEN MEN TOTAL
Humanities, Education & Social Sciences 106 50 156
Engineering and Sciences 16 30 46
Management 11 12 23
Nursing 38 5 43
Technology 4 20 24
Totals 175 117 292

Figure 9: Distribution of Purdue University Northwest Non-Ladder Rank Faculty by Race/Ethnicity and College

CAMPUS NON-LADDER RANK FACULTY-2018 WHITE BLACK HISPANIC ASIAN AMERIND TOTAL
Humanities, Education & Social Sciences 108 10 4 5 0 156
Engineering and Sciences 31 0 0 8 0 46
Management 13 0 1 2 0 23
Nursing 27 0 2 0 0 43
Technology 17 0 2 2 0 24
Totals 196 10 9 17 0 292