Diversity in ActionShared ResponsibilityDiversity 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 DirectorThe Laboratory Director is responsible for establishing and administering equal employment, affirmative action, and diversity policies that are consistent with the law, the policies of Stanford University, and federal regulations. In order to assist her in carrying out this duty, she will receive regular reports from the Human Resource Director. 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.
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SLAC Management
Every member of management, from Associate Directors to first line supervisors, have responsibility for implementing the goals and objectives of the EEO/AA/Diversity effort, particularly as they pertain to those employees to be hired and to those assigned to them. Special attention is given to the hiring, treatment, compensation, and promotion trends within their respective areas. All members of management are evaluated on the basis of their EEO/AA/Diversity efforts and their ability to help the Laboratory successfully meet its EEO/AA/Diversity goals and objectives. Specific responsibilities include: 1. Assist in identifying problem areas affecting EEO/AA/Diversity efforts and recommend solutions. 2. Review diversity in training programs, hiring and promotion patterns; identify and remove obstacles that may impede the attainment of EEO/AA/Diversity goals and objectives. 3. Periodically conduct meetings with employees concerning the Laboratory’s policies and procedures that facilitate effective EEO/AA/Diversity efforts. 4. Periodically conduct internal reviews to ensure all employees are equitably considered for transfers, compensation, benefits, and promotions. 5. Provide career counseling to employees to enhance upward mobility for all employees. 6. Conduct periodic checks to ensure: a. All employees have access to full participation in educational, training, recreational, and social activities sponsored by the Laboratory. b. Supervisors understand their EEO/AA/Diversity efforts and results are included as part of their overall work performance. c. Supervisors maintain a work environment that is free of racial or sexist overtones. 7. Stay current on EEO/AA/Diversity matters and attend all training and meetings where such information is being disseminated or discussed. 8. Participate annually in setting goals and timetables for the Laboratory’s Affirmative Action Plan and in outlining diversity-related efforts for the Diversity Plan. 9. Advise and involve the Human Resource Department in any issues that have potential EEO/AA/Diversity implications within their respective departments/groups.
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Diversity OfficeThe Diversity Office administers the day-to-day EEO/AA/Diversity Programs for the Laboratory and reports to the Human Resource Director. The primary duties of the Office include: 1. Develop an annual Affirmative Action Plan outlining the Laboratory’s “good faith” efforts to diversify its work force. 2. Act as a resource to Laboratory staff and management as they develop EEO/AA/Diversity programming within their respective functions and areas (e.g., best practices, diversity programs research, etc.) . 3. Assist in the development of policy statements and EEO/AA/Diversity programs within the Laboratory. 4. Assist in the identification of EEO/AA/Diversity–related problem areas, recommend solutions, and facilitate the implementation of recommendations as needed. 5. Assist in the investigation of discrimination cases and make appropriate recommendations for resolution. 6. Keep management informed of the latest developments and trends in the field of EEO/AA/Diversity. 7. Maintain an open and accessible communication system, which will allow employees to get information on the Laboratory’s EEO/AA/Diversity efforts. 8. Assist in the design, maintenance, and monitoring of EEO/AA/Diversity programs (e.g., Graduate Engineering, Work Study Program, etc.) that increase opportunities for employees in all occupational areas. 9. Assist in the design and implementation of a fully integrated diversity program within the Laboratory. -- return to top --Human Resources DepartmentThe Human Resources Director is responsible for equitable and consistent application of equal employment, affirmative action, and diversity principles in the Laboratory’s functions of employment, compensation, employee relations, and staff development. The Human Resources Department will conduct periodic reviews to ensure this is the case and provide updates to senior and managerial staff members. The Human Resource Director is responsible for ensuring staff has systems and procedures in place that would enable the Laboratory to successfully pass internal and external compliance audits and maintains all necessary records. Specific EEO/AA/Diversity responsibilities are fully integrated within each Human Resource function as outlined below.
EmploymentThe Employment Office is responsible for ensuring recruitment, selection and hiring adheres to EEO/AA/Diversity policies and procedures. Employment staff works directly with departments throughout the hiring process and is responsible for integrating the EEO/AA/Diversity effort within employment and recruitment efforts at the Laboratory. This includes the integration of a systematic approach to identifying external recruitment sources and referring internal and external candidates to open vacancies. The ability of line departments to meet their workforce diversity goals is determined in part by the success of the Employment Office in recruiting a diverse applicant and interview pool. The Employment Office will develop recruitment strategies that will enable the Laboratory to diversify its labor force and to successfully meet its annual workforce diversity goals. Internal and external recruitment is conducted to establish a diverse applicant pool for the selection process. The Employment Office is responsible for ensuring that employment and selection procedures and practices are applied consistently, equitably, and without adverse impact on protected groups. Employment staff works directly with departments to effectively meet affirmative action goals and EEO guidelines and fill all positions with qualified candidates. Employment staff ensures that selections are appropriate and all documents generated from this process are accurate and complete. 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 EEO/AA/Diversity objectives. The Employment Office will align its systems and procedures to ensure the Laboratory’s employment activities will successfully pass internal and external compliance audits. Regular internal reviews will be conducted on the recruitment and selection process (e.g., adverse impact analysis) to ensure compliance and EEO/AA/Diversity regulatory obligations. These reviews are to be maintained and made available for official audits. -- return to top --CompensationThe Compensation Office is responsible for ensuring all employees are compensated in accordance with University Classification and Pay Plan structures, Laboratory policies and contractual requirements, and all EEO/AA/Diversity guidelines related to compensation. Compensation staff is also responsible for the full integration of the EEO/AA/Diversity requirements within the compensation system. This requires the correct job classification of positions and the correct rates of pay at the time of hire and for each subsequent pay change thereafter. Compensation staff is responsible for objectively evaluating duties and responsibilities for every position in the Laboratory and the equitably applying classification and pay without regard to race, color, religion, national origin, sex, or age. The Compensation Office will align its systems and procedures to ensure the Laboratory’s compensation activities will successfully pass internal and external compliance audits. Regular internal reviews will be conducted (e.g., adverse impact analysis, multiple regression analysis, etc.) to ensure compliance and EEO/AA/Diversity regulatory obligations. These reviews are to be maintained and made available during official audits. -- return to top --Employee Relations and Performance EvaluationsThe Employee Relations Office is responsible for ensuring all employee relation actions are consistent with EEO/AA/Diversity policies and guidelines. The Employment Relations Office ensures that managers review employee performance fairly and equitably, and actively works to maintain a non-discriminatory work environment and eliminate conditions that could adversely affect the ability of employees to perform their jobs. The Employee Relations Office will align its systems and procedures to ensure the Laboratory can successfully pass internal and external compliance audits. Regular internal reviews will be conducted to ensure all employees are treated fairly throughout their employment. These reviews and all records related to performance by employees are to be maintained and made available for official audits. -- return to top --BenefitsThe Benefits Office administers a wide range of benefit programs including medical, dental, and retirement plans. Benefits staff also oversees tuition refund and training programs. The Benefits Office ensures employees are afforded equal access to benefit options and that practices and procedures are consistent with EEO/AA/Diversity requirements. Regular reviews will be conducted to ensure compliance. All associated records will be maintained and made available for official audits. Links to Human Resources Sites:
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Laboratory StaffEach 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.
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