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Diversity in Action

Shared Responsibility

Diversity at SLAC is achieved by shared responsibility throughout the laboratory.  This collaboration includes individuals and departments at all levels of the laboratory, from the Director to managers, supervisors, and the Human Resources Department. 

• Laboratory Director
• SLAC Management
• SLAC Equal Employment Office
• Human Resources Department
• Laboratory Staff

Laboratory Director

The Laboratory Director is responsible for establishing and administering diversity-related policies that are consistent with the law, the policies of Stanford University, and federal regulations. In order to assist him in carrying out this duty, he will receive regular reports from the Diversity Officer.

All SLAC personnel actions require consensus between the applicable department, the Human Resources Department, and the Diversity Office. In those instances where a consensus cannot be reached, the Director has the responsibility for deciding the unresolved issues.

SLAC Management

Every member of management, from Associate Directors to first line supervisors, has a responsibility for implementing the goals and objectives of the Diversity Program, particularly as they pertain to those employees assigned to them. Special attention is given to the hiring and promotion trends within their respective areas. All members of management are evaluated on the basis of their diversity-related efforts, and their ability to implement SLAC’s EEO policy.

Specific responsibilities include:

1. Assist in identifying problem areas affecting diversity efforts and make recommendations for their solution.
2. Review for diversity in training programs, hiring and promotion patterns; identify and remove obstacles which may impede the attainment of AA goals and objectives.
3. Periodically conduct meetings with employees concerning the Laboratory’s policies and procedures which facilitate effective diversity-related efforts.
4. Conduct periodic reviews to insure that minorities and women are equitably considered for transfers and promotions.
5. Provide career counseling to employees, as appropriate, to enhance upward mobility for all employees.
6. Conduct periodic checks to insure:
   1. Minorities and women are provided a full opportunity to participate in all Laboratory–sponsored educational, training, recreational, and social activities.
   2. Supervisors understand their EEO efforts and results are part of their overall work performance.
   3. Supervisors take appropriate actions to maintain a working environment which is free of racial or sexist overtones.
7. Attend meetings and sessions, as needed, when diversity-related information is being disseminated or discussed.
8. Participate annually in setting goals and timetables for SLAC’s Diversity Plan.
9. Advise and involve the Diversity Office in any issues that have potential EEO/AA implications within their respective departments/groups.

Diversity Office

The Diversity Office administrates the EEO/AA Programs for the Laboratory. The Diversity Officer is appointed by and reports directly to the Laboratory Director. The primary duties of the Officer are as follows:

1. To recommend to the Laboratory Director any actions that may improve SLAC’s compliance with federal regulations or the Laboratory’s Diversity Program.
2. To develop an Diversity Plan annually which describes SLAC’s annual “good faith” efforts to diversify its work force.
3. To coordinate and direct Laboratory efforts during federal EEO compliance reviews.
4. To help develop policy statements, diversity–related programs, and internal and external communication mechanisms for implementing the Diversity Program at SLAC.
5. To assist in the identification of EEO–related problem areas, make recommendations for their possible solution, and facilitate the implementation of such recommendations as needed.
6. To monitor the consistency of SLAC’s diversity-related activities with the University's policies and procedures.
7. To act as a liaison among and between SLAC’s Human Resources Department, line departments, the Director’s office, minority and women organizations, concerned individuals, University representatives, and pertinent government organizations; providing technical expertise as needed.
8. To investigate all allegations of discrimination and make appropriate recommendations for their resolution.
9. To monitor all employment, compensation, and employee relations activities to assure equitable access and fair handling of employee concerns.
10. To keep management informed of the status of the Diversity Program and the latest developments and trends in the EEO area.
11. To maintain an open and accessible communication system which will allow SLAC employees to get information on the equal opportunity commitments made by SLAC.
12. To design and implement audit and reporting systems which will:
    1. Measure effectiveness of SLAC’s EEO/AA programs,
    2. Identify areas in need of corrective action,
    3. Determine the degree to which the Laboratory’s goals and objectives are being met.
13. To participate in and provide input to the Laboratory’s staff salary review process by evaluating the EEO and Affirmative Action performance and efforts of the material staff and by raising and solving salary equity issues affecting protected class members.
14. To be responsible for designing, maintaining, and monitoring EEO/AA programs (e.g., Apprenticeship, Work Study Program, etc.) which will increase opportunities for women and minorities in occupational areas where they have been historically excluded.

Human Resources Department

The Human Resources Director is charged with the responsibility for the department’s and the Laboratory’s equitable and consistent application of diversity-related principles in employment, compensation, employee relations, and staff development. Periodic reviews will be conducted by the Human Resources Department to assure this is the case. The Director is responsible for assuring that staff completes and maintains all necessary Human Resources/EEO records. Specific diversity-related functions within each area of Human Resources are outlined below.

Employment

The staff members responsible for the Employment function are charged with working with hiring departments to assure that the recruitment and selection process adheres to affirmative action policies and procedures. They are responsible for the design of a systematic approach to identifying external recruitment sources to identify internal and external candidates for referral to open vacancies.

Internal and external recruiting is undertaken with the goal of establishing a diverse applicant pool from which an employee is selected.

The Employment staff is also responsible for assuring that employment and selection procedures and practices are applied consistently, equitably, and without adverse impact on protected groups. In this regard, they will work with respective departments to effectively meet affirmative action goals and EEO guidelines while filling all positions with qualified applicants.

The Diversity Office approves all staff employment selections. Employment actions and issues involving protected class members require consultation and input from the Diversity Office prior to action taken.

The Employment staff assures that selections are appropriate and all documents generated from this process are accurate, complete and in “audit ready” format. Periodic reviews will be conducted to ascertain the validity and appropriateness of existing recruitment and employment practices and to identify any possible issues that impact on affirmative action objectives.

Periodic reviews will be conducted on the recruitment and selection process (e.g., adverse impact analysis). Such reviews are to be maintained and made available during an official audit.

Compensation and Reclassification

The Compensation staff members are responsible for the Compensation function and verify that all SLAC employees are paid in accordance with applicable University Classification and Pay Plan structures and SLAC policies and contractual requirements.

This means that all positions are to be classified correctly and that the rate of pay is consistent with that job classification. The terms “correct job classification” and “correct rates of pay” imply an objective evaluation of the duties and responsibilities within jobs and the equitable application of classification and pay without regard to race, color, religion, national origin, sex or age, except where sex or age can be proven to be a bona fide occupational qualification. Providing for an appropriate in-hire rate for new employees, doing salary and job market reviews, performing reclassification reviews are some of the duties associated with compensation.

Compensation issues (e.g., classification action denied) involving protected class members require consultation and input from the Diversity Office prior to implementation.

Periodic reviews are conducted to identify salary and wage problems which may impact on EEO or affirmative action objectives.

Employee Relations and Performance Evaluations

Employee Relations staff members are responsible for assuring all employee relations actions are fair and just and consistent with EEO/AA policies and guidelines. They handle job performance evaluations and work with employees and supervisors in the event there are issues or problems associated with performance. All employee relations actions involving protected class members (especially termination/layoff actions) require consultation and input from the Diversity Office prior to implementation.

The Employee Relations section is also responsible for the tuition refund and training program at SLAC and will assure that all employees have equal access to benefits associated with tuition and training.

Periodic reviews will be conducted to assure all employees are equitably treated during their employment. Such reviews are to be maintained and made available during an official audit.

Benefits

Benefits staff administers a wide range of benefit programs such as medical, dental, and retirement plans. They are responsible for assuring all employees are afforded equal access to available benefits options.

Periodic reviews are to be conducted assuring this is the case. All associated records are to be maintained and made available during an official audit.

Links to Human Resources Sites:

• Employment
• Compensation
• Employee Relations
• Benefits

Laboratory Staff

Each employee has a responsibility for assuring that their working environment is free of prejudicial views and tensions which might undermine the productivity of their co-workers or create a distraction which would detour employees from their scientific mission. Every employee must do its part to create a respectful, collaborative and inclusive workplace for all employees. As an international facility, we value diversity and respect all contributions that each of us can bring to the scientific mission.