Section 1: Commitment of Purdue Agriculture to Civil Rights
Overall Goal from College Strategic Plan: Strengthen a community and a climate where diverse and unique contributions, talents, and skills of faculty, staff, and students are acknowledged, valued, respected, and rewarded, and where service for the good of the College is valued and excellence in discovery, learning, engagement, and their integration is pursued.
Purdue Agriculture is committed to creating and maintaining an environment that understands, promotes and values diversity and the inherent value of all individuals. University policy prohibits discrimination on the basis of race, color, sex, religion, national origin, age, marital status, parental status, sexual orientation, or disability. Purdue Agriculture adheres to Purdue University’s Nondiscrimination Policy statement:
Purdue University is committed to maintaining a community which recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of academic excellence, the University seeks to develop and nurture diversity. The University believes that diversity among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas, and enriches campus life.
Purdue University views, evaluates, and treats all persons in any University related activity or circumstance in which they may be involved, solely as individuals on the basis of their own personal abilities, qualifications, and other relevant characteristics.
Purdue University prohibits discrimination against any member of the University community on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or status as a veteran. The University will conduct its programs, services and activities consistent with applicable federal, state and local laws, regulations and orders and in conformance with the procedures and limitations as set forth in Purdue’s Equal Opportunity, Equal Access and Affirmative Action policy which provides specific contractual rights and remedies. Additionally, the University promotes the full realization of equal employment opportunity for women, minorities, persons with disabilities and veterans through its affirmative action program.
Purdue Agriculture embraces diversity among faculty, staff, support staff, county partners, clientele, and cooperating agencies and is committed to the principles of affirmative action and equal opportunity in education and employment and inclusive programming.
We live in a global society experiencing major demographic, technologic, and economic change. Purdue Agriculture personnel and programs strive to provide the leadership to equip Indiana residents to effectively deal with differing ideas and views which will enable them to interact with diverse people and cultures in meaningful and constructive ways.
As a land-grant university and a direct recipient of federal funds, Purdue Agriculture is required to comply with all civil rights laws and regulations related to programming and employment.
Civil rights program and employment compliance reviews by the Office of Equal Opportunity Cooperative State Research, Education and Extension Service, USDA were conducted in 1995 (full research and Extension program review) and 2002 (Extension only). Following these reviews, we revised our Civil Rights Performance Plans. In January 2012, an integrated research and Extension plan was developed to reflect our Integrated NIFA Plan of Work as well as our routine operational model of integrating research and Extension whenever possible and appropriate.
This revised plan is now called the Combined Civil Rights Performance Plan for Research and Extension Activities of the Purdue University College of Agriculture and reflects the overall Strategic Plan for the College started in 2009. It supplements the University Affirmative Action Plan and integrates our College and Office of Multicultural Program strategic plans by outlining initiatives and directives for assuring that we are carrying out both the letter and spirit of the laws related to nondiscrimination in program access for Indiana residents and equal employment opportunity. This Purdue Agriculture Research and Extension Civil Rights Performance Plan became effective March 10, 2012 and is designed to help implement the strategic initiatives outlined by the College:
- Understand and promote diversity within the College of Agriculture.
- Recruit and retain a diverse group of faculty, staff, and students.
- Enhance Purdue Agriculture's climate as a welcoming and inclusive community.
- Create and promote a statement of ideals of citizenship in Purdue Agriculture to be aspired to by all faculty, staff, and students.
Purdue Agriculture has established a number of programs and resources to help us inform and advance our commitment to diversity including:
All Extension Educator position announcements are distributed to the following groups:
- Purdue Native American Educational and Cultural Center – positions are posted to their listserv
- Purdue Latino Cultural Center – positions are posted to their listserv
- Purdue Ag Grad School Coordinators - for posting in their respective areas
- Purdue HHS Grad School Coordinators - for posting in their respective areas
- Purdue Ag Academic Programs - Agriculture Career Services Student page
- Purdue ‘CES Everyone’ listserv
- Purdue ‘Extension Specialists’ listserv
- Indiana State High School Agriculture Teachers (ANR & 4-H positions only)
Purdue Extension participates in career fairs that attract many racial/ethnic groups:
- Purdue Grad Student Career Fair
- University of Kentucky Spring Employer Showcase
- Purdue Ag Career Fair
- Southern IL All Majors Fair
- Ohio State University Food, Ag, and Environmental Sciences
- Big10 Career Expo
- University of Louisville All Campus Career Fair
- University of Illinois All Campus Career Fair
- Purdue Just In Time Career Fair (all campus)
Purdue Extension Educator positions are posted with the following schools/organizations/websites:
- Epsilon Sigma Phi
- Employment Crossing
- Association of Public and Land Grant Universities
- Indiana Dietetic Association
- American Association of Family & Consumer Sciences
- Indiana Economic Development Association
- The Journal of Extension
- Purdue University – CCO Express
- Michigan State University – Career Network
- Ohio State University – Career Exploration Office, College of Public Health and College of Food, Ag & Environmental Sciences
- University of IL – Alumni Site & College of Ag, Consumer and Environmental Sciences
- Illinois State University
- Southern IL University
- University of KY – Wildcat CareerLink
- Western KY University
- University of Louisville – Cards CareerLink, Dept. of HHS, Kornhauser Health Sciences Library
- University of TN
- University of MO
- Ball State University
- Indiana State University
- Diversity Action Team in Agriculture – faculty-led group that increases awareness of diversity issues among the faculty and staff
- Purdue Women Faculty in Agriculture - led by college faculty to discuss issues pertaining to women faculty.
- Dean conducts exit interviews with all departing faculty.
- Efforts are underway to strengthen mentoring programs for faculty, post-doctoral and graduate students
- In 2005, the Intercultural Action Committee for Extension (IACE) was formed to help address some of the emerging challenges and opportunities our university and state faced regarding diversity and inclusion. IACE was reorganized and renamed the “Extension Diversity Committee” in 2011.
- Purdue Extension has established a network of 20 EEO Counselors across Indiana (2/Area). Their responsibilities are to:
- Help increase awareness of area educators about our commitment to EEO, ADA and Civil Rights Laws.
- Conduct Civil Rights/Affirmative Action training for new educators within their first six months of employment.
- Establish an open channel for employees to raise questions, discuss grievances.
- Get answers to questions and on an informal basis gain resolution to problems.
- Serve as bridges between employees (or applicants) and administration in helping to guide the employee or applicant to the correct resource if needed.
- Keep complete records of interactions (it should be understood that counselors do not attempt to resolve formal complaints).
- Conduct Exit Interviews with employees who voluntarily leave Extension.
Objective: Strengthen accountability
In order to effectively monitor Research and Extension program planning implementation, and documentation, we plan to take the following actions
- Implement actions that resulted from the recently completed mentoring survey in the college.
- Assess results from the COACHE survey of faculty once it is completed.
- Continue to utilize the Affirmative Action Plan for 2011-12 to track progress and set hiring goals for faculty and staff.
- Strengthen County Affirmative Action Plans and implementation strategies.
- Update County Civil Rights Plans to aid in assuring that changing county demographics are noted and that affirmative action, equal employment and civil rights compliance have been reviewed with the goal of assuring equal access in employment and program are achieved.