Recruiting and Retaining Black, Indigenous, and Staff of Color Sample Clauses

Recruiting and Retaining Black, Indigenous, and Staff of Color. The Organization must continue to ensure that all job applicant pools are reflective of the racial diversity of the nation by ensuring that at least 30% of the candidates interviewed in the in-person interview stage for any open unit position self-identify as Black, Indigenous, or people of color. The Organization also believes the interview process and new staff orientation must address racial justice and equity, convey the Organization’s commitment to building an anti-racist organization, and emphasize the candidates’ roles in building a more anti-racist organization. They must also provide opportunities to alert new employees that internal resources are available to them, such as Employee Resource Groups, specific training opportunities centered on building racial justice and equity competencies, and monthly events. An additional new staff orientation session focused on the history of the environmental and conservation movement, and the Organization’s role in this history, with an anti-racist frame will be added to the Organization’s onboarding process. The Organization will also make investments to create additional pathways for Black, Indigenous, and people of color to access job opportunities within the Organization. The Organization is committed to providing support to assist Black, Indigenous, and people of color, and people with other subordinated/otherwise marginalized identities access leadership opportunities and succeed and grow at the Organization. Once the Agreement is in effect, the Organization must work with the Labor Management Committee to make justice and equity-related improvements to its recruitment and retention strategies. The Organization’s retention strategy must include developing pathways for growth. The Human Resources Department shall develop a proposal for a $50,000 budget explicitly used for recruitment in spaces that serve Black, Indigenous, and people of color, and people with other subordinate/otherwise marginalized identities by January 2021.
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Related to Recruiting and Retaining Black, Indigenous, and Staff of Color

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

  • Training and Orientation (a) No employee shall be required to work on any job or operate any piece of equipment until he/she has received proper training and instruction.

  • TRAINING AND RELATED MATTERS The parties recognise that in order to increase the efficiency and productivity of the company a significant commitment to structured training and skill development is required. Accordingly the parties commit themselves to:

  • Training and Professional Development C. Maintain written program procedures covering these six (6) core activities. All procedures shall be consistent with the requirements of this Contract.

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  • Training and Education SECTION 1 – Law Enforcement Supervisors’ Training The state and the PBA recognize the importance of supervisor training programs to develop management skills in our law enforcement supervisors. The state will make a reasonable effort to continue existing training programs in law enforcement techniques and to develop new programs in performance review techniques, supervisory skills, and managerial techniques.

  • VOLUNTEERS AND STUDENT WORKERS The Employer will utilize volunteers and student workers only to the extent they supplement and do not supplant bargaining unit employees. Volunteers and student workers will not supervise bargaining unit employees.

  • Training and Promotion a. The contractor will assist in locating, qualifying, and increasing the skills of minorities and women who are applicants for employment or current employees. Such efforts should be aimed at developing full journey level status employees in the type of trade or job classification involved.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Training Program It is agreed that there shall be an Apprenticeship Training Program, the provisions of which are set forth in Exhibit "C", which is attached hereto and forms part of this Agreement.

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