Affirmative Action at the UConn Health Center
One Way to Build a Diverse Workforce
Each year the UConn Health Center produces an Affirmative
Action Plan according to the federal government and
Connecticut General Statutes. UConn Health Center leaders
are committed to the spirit and purpose of Affirmative
Action.
Our plan consists of narrative sections that outline the
employment process, programs, and procedures to ensure that our
workforce represents the people in our recruitment areas. The
plan also consists of various statistical reports that calculate
hiring and promotion objectives and demonstrate the effect and
impact of our employment process. The process is one of
self-analysis with corresponding action plan implementation.
Although the plan is produced and communicated annually, the
Office of Diversity and Equity regularly monitors hiring and
promotion objectives, and reviews employment practices for
Affirmative Action compliance. Affirmative Action communications
are prepared and distributed to the Health Center community by
our office.
Another very important aspect of affirmative action is
‘Contract Compliance.' As a state agency we are required to
apply 25 percent of our construction, purchasing and services
expenditures to certified small businesses, 6.25 percent of
which must be certified business minority enterprises.
Certification eligibility for such small businesses is granted
by the Department of Administrative Services. The Office of
Diversity and Equity works with the UConn Health Center
Purchasing Department to ensure that expenditure objectives
under the Affirmative Action Plan are met. UConn Health Center
leadership is committed to being economically and socially
responsible to the State of Connecticut and Greater Hartford
area.
A third integral component of Affirmative Action is
leadership commitment to establish employment opportunities for
women and minorities that lead to career advancement. Under the
leadership of the Affirmative Action Specialist, Human Resources
and other Health Center departments work together to identify,
plan and implement upward mobility opportunities.
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