Trend in African American Staff Leaving DePaul?

July 2007 issue

Recently, I noticed there have been several prominent African American staff members that have left the University. What is going on? And how are going to be “A Model of Diversity” when we can’t keep these talented people? Is there a problem with upward mobility for people of color and what is Staff Council going to do about it?

Response

Source: Elizabeth Ortiz
Title: Vice President
Unit/Department: Office of Institutional Diversity & Equity (OID)
Email: eortiz4@depaul.edu

Response: Attrition is a natural phenomenon within any large organization. Unfortunately, when we are observing the turnover of diverse employees in many cases it can and does create a negative perception that there is a revolving door when it comes to underrepresented groups. Also, when we look at certain racial and ethnic groups, because of smaller percentages of representation within the workforce, we notice and feel the separation of these friends and coworkers more acutely, raising natural concerns about equal opportunity, fairness, and equity.

In looking at these concerns, we must also explore why individuals are leaving DePaul. Is it due to climate or a better job opportunity or promotion? Although a loss is a loss, a successful or self selected transition is considered a positive outcome while an employee leaving due to climate or lack of opportunity is a negative outcome. Finding out the “why” can assist DePaul in developing proactive strategies to address the retention of staff of color. The OID through the strategic planning process is developing programs, practices, and collecting data to begin to examine attrition across all groups in order to adopt systems and practices that will help DePaul University retain our diverse employees.

Highlighted below are several of these strategies.

• The implementation of the President’s Diversity Council as a mechanism to research, discuss, recommend, and implement strategies, programs, and practices, to recruit and retain the best staff, and to provide a climate where they can grow and succeed. The PDC includes a subcommittee on Staff Recruitment, Retention, and Climate to specifically address the needs of staff.

• The creation of Constituency Support Networks (similar to DPUBLC) to provide support and community among diverse communities.

• The development and implementation of Staff Exit Survey’s that will help DePaul ascertain why key staff are exiting the institution.

• The development of an Affirmative Action Plan, which will track from year to year the promotions of DePaul employees with an analysis of equal opportunity for underrepresented employees.

• Work in collaboration with Human Resources, Office of Compliance, and other units to establish a training program where diverse employees can gain the skills they need to move up within the organization.

• Development of “accountability mechanisms” that will make managers aware that they are responsible for implementing diversity objectives as articulated in Goal 3 of Vision Twenty12. The PDC is working with Human Resources to build in accountability for the recruitment, retention, and climate for diverse staff into the annual performance evaluation process.

These are just some of the steps the OID has taken to address the issue of African American and diverse staff. We welcome ideas and participation from Staff Council and will continue to work with SC to explore, develop, and implement, strategies that will enrich the climate and opportunities for all DePaul staff.

For more information of any of the above initiatives please do not hesitate to contact any one of the OID’s staff listed below.

Elizabeth Ortiz
Vice President

Barbara Schaffer
Assistant Vice President Diversity Investigations

Kevin Collins
Assistant Vice President

Jay Jones
Senior Investigator

AnJanette Hosley
Business Manager