Latina/o Staff Task Force

Latina/o Staff Recruitment and Retention Task Force

Latina/o representation within IUPUI staff – at all ranks – is of concern. Less than 1% of all executive/admin/managerial staff members at IUPUI are Latina/o. Per Affirmative Action / Equal Opportunity planning, we should expect 4% of IUPUI full-time staff to be Latina/o given our recruitment area. Applicant data suggests no systematic bias in the interviewing process as the percentage of applicants, those interviewed, and those hired are consistent. Rather, it may be a problem in getting members of the community to apply to begin with.

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  • Recruitment

    Members of the Latina/o Staff Recruitment and Retention Task Force reviewed the current recruitment initiatives focused on Latina/o staff and provided the following recommendations:

    • Have HR work with hiring units to identify intentional recruitment efforts to attract Latino staff (i.e. targeted advertising, expos, job fairs, etc.)
    • Create job descriptions that contain cultural competencies, making it an integral part of positions
    • Promote the Latino community on campus more via the main website
    • Continue to collaborate with the Office of Equal Opportunity to emphasize the existence of underutilization of the Latino population across all job groups for professional and staff searches to deans and vice chancellors during annual meetings
    • Increased compensation for positions requiring bilingual speaking skills
    • Collaborate with OEO and provide training to hiring managers and search and screen committee participants to recognize unconscious biases

    Given information collected from Institutional Research and Decision Support, there is some concern regarding Latina/o staff retention once they are recruited and hired. The 2016 IUPUI Staff Survey indicates that Latina/o staff (n=28) may be less satisfied with opportunities for training and professional development, with autonomy and independence, and with civility, and with their jobs overall on campus compared to others. The Staff Survey also indicates that Latina/o staff who do not have a mentor are more likely than other groups to want someone to serve in that role for professional development. Just over one in four Latina/o staff members often think of quitting their job (compared to 22% of other groups). Furthermore, data from exit interviews suggest many Latina/o staff who have left IUPUI reveal experiencing some sort of bias related to race/ethnicity.

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  • Retention

    Members of the Latina/o Staff Recruitment and Retention Task Force reviewed the current retention initiatives focused on Latina/o staff and provided the following recommendations:

    • Provide professional investment and mentorship opportunities (formal and informal mentorship programs)
    • Promoting civic engagement opportunities
    • Incorporate ways to engage the family
    • Provide leadership developmental opportunities
    • Develop Leadership program for women and people of color
    • Partnership and sponsorship with Community agencies and organizations
    • Provide opportunities for Latina/o staff to advance in their career
    • Offer compensation or opportunities to be rewarded for Latina/o community engagement
    • Offer competitive salaries