Vol. 12 No. 6 - January, 2010

Message from the interim associate vice chancellor

It is hard to believe that it has been almost a year since I was asked to serve as the Interim Associate Vice Chancellor of the Diversity and Equal Opportunity Office (DEOO). Despite how quickly it has passed, it has been another very productive year for the DEOO. Our Web site has been redesigned to provide updated information on the activities of two key standing committees: the Council on Equal Opportunity and Diversity (CEOD) and the Women’s Faculty Committee. The site also has calendars for programs of inclusion and educational offerings for managers and staff. And of course, there is updated information about UMass Medical School (UMMS) policies, procedures and guidelines. We encourage you to explore the DEOO Web site at www.umassmed.edu/deoo.

The DEOO, in collaboration with Human Resources and a taskforce

charged by Chancellor Michael F. Collins, have worked diligently in designing new recruitment and selection processes for faculty, staff and post doctoral scholars.

Over this winter, we will be introducing new Web-based educational sessions: Sexual Harassment Awareness Training for managers, supervisors and staff as well as Understanding the ADA Accommodation Process. We want to make sure that managers and supervisors are able to respond to issues related to these topics and that employees are knowledgeable about these topics in order to ensure the workplace is comfortable and safe for all members of the UMMS community.

The Office of Federal Contract Compliance Programs (OFCCP) is responsible for ensuring that contractors doing business with the federal government do not discriminate and take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as a Vietnam era or special disabled veteran. UMMS is a federal contractor. About two years ago, we anticipated a visit from the OFCCP. Based on the information provided to them by UMMS, the OFCCP waived their on-site visit. The OFCCP issued four recommendations to help the Medical School improve its recruitment and selection processes as well as requirements for UMMS to reach out to diverse communities in an attempt to broaden our applicant pool and workforce. The DEOO, in collaboration with Human Resources and a taskforce c. The new processes will ensure that the Medical School is in compliance with the federal government’s requirements. In addition, DEOO and HR will institute regular monitoring and communication programs related to our hiring practices and results.