Conferences

• State of the State Conference
  15th Annual Conference, March 24, 2011
• American Council on Education
  http://www.acenet.edu/
• American Association for Affirmative Action
  http://www.affirmativeaction.org/
• The Center for Advancement of Racial and Ethnic Equity (CAREE)
  http://www.acenet.edu/programs/caree/
• Does Diversity Make a Difference?
  http://www.acenet.edu/programs/caree/diversity.cfm

Training Programs

• Search Committee Orientation : OED staff present an online training session designed to assist all those who are participating as a member of a search/screening committee. Using a series of video clips, the staff guides the viewer through the expected process and best practices of a legal and affirmative search. The search process is covered from start--getting a position authorized--to finish--completing the Appointment Activity Record recommending a hire. Other topics covered include how to write a good ad, how to recruit from a wide-range of sources, what questions are legal to ask, how to review credentials in a fair and equitable manner, and good practices for conducting on-campus interviews. Also covered are special considerations for the hiring of a foreign national. In addition, extensive recruitment sources for reaching under-represented populations are available at this site.
• Questions for Search Committees : Bernice R. Sandler, Jean O'Gorman Hughes, and Mary DeMouy present a paper titled  "It's All in What You Ask - Questions for Search Committees". The questions are divided into three sections:  general questions to ask both prospective administrators and faculty, questions appropriate for prospective administrators, and questions appropriate for faculty candidates. 
• Preventing Workplace Harassment : an online course developed for the BGSU community
  The goal of this online course is to enable participants to identify sexual harassment behaviors and with this knowledge, keep BGSU free of sexual harassment. The module presents information about sexual harassment behaviors and concludes by asking participants to complete a mastery test. Upon successful completion of the test, the participant will obtain a printed certificate of completion.
• Preventing Employment Discrimination : an online course developed for the BGSU community.  The program is divided into two parts, each approximately 30 minutes in length with a 15-question mastery test at the end of each part.  A score of 80% or greater is required for successful completion.  Part 1 covers federal laws (Title VII of the Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act, Americans with Disabilities Act, and the Pregnancy Discrimination Act); and Part 2 covers other federal employment laws and statutes enforced by the Ohio Civil Rights Commission (Affirmative Action Plan, Fair Labor Standards Act, Family and Medical Leave Act, Rehabilitation Act of 1973, Jobs for Veterans Act, Legal Theories under EEO Law, and Respectful Workplace).  The primary goal of this course is to enable participants to identify, avoid and report behaviors that appear to violate employment discrimination laws. 
• Implicit Association Test : tool to help you gain more awareness of your unconscious preferences and beliefs.
  
  Have you ever thought to yourself or asserted to others that you are "not prejudiced?" Research would suggest that this is likely not true for anyone. Reliable studies at Yale, Harvard and the University of Virginia among other places have dealt with bias in four areas: unconscious bias, bias that favors your group, bias that favors you, and bias that favors those who can benefit you. Researchers have established that it's not only likely that we hold such inherent or implicit bias but that we are not even likely aware of them AND they can and often do affect how we view others and make managerial decisions. Given this, OED believes it is imperative that those who are participating in a search at any level and to any degree understand the powerful affect that unconscious bias has on the outcome of any selection process. To that end, we urge anyone involved in an employment decision--as a member of a search committee, merit or P   T committee, for example, to take, in private, the Implicit Association Test. The IAT has been taken by more than 2.5M people since its development in the mid-1990's as a means of studying the effects of unconscious bias. Understanding how implicit bias affects the outcome of any personnel decision process is a powerful tool in our efforts to be affirmative and to be fully guided by EOC. To access the test, go to http://www.implicit.harvard.edu and click on Demonstration.