Diversity Committee. The Union recognizes that the Employer has made meaningful progress in recent years with regard to increasing and improving employment and promotional opportunities for women and minority employees. To continue and enhance this progress, the Labor-Management Committee shall meet quarterly or more frequently as determined by the Labor-Management Committee to address matters of mutual concern with regard to diversity, hiring and retention of women and minority employees and make such recommendations, as it deems appropriate. The Labor-Management Committee shall report to the Executive Director.
Diversity Committee. The District and the Union agree to work to increase recruitment of female employees and members of minority groups and to promote a diverse workforce reflective of the community the District serves. The District and the Union agree to mutual cooperation and support of the principle of affirmative action. Following publication of the annual Workforce Diversity Report, a committee comprised of 2 members of the Board of Directors, 2 representatives of the Union and 2 District Management representatives shall, upon the written request of the Union, meet to review the status of diversity efforts within the District based on the report. The District and the Union agree that one of the goals of the Diversity Committee is to promote and work toward proportional representation in its occupational groupings.
Diversity Committee i. A Diversity Committee of both bargaining unit members and editorial management will continue to meet quarterly to discuss, assist and partner with Human Resources and management on current and potential diversity and inclusion initiatives at The Intercept with regard to recruitment, selection, retention, mentorship, and advancement, as well as diversity and inclusion issues related to editorial coverage. The committee will also discuss and make recommendations with respect to the use of resources budgeted for such initiatives.
Diversity Committee. The parties share a commitment to diversity, parity, and inclusion in both unit staff and coverage. The Employer shall make strong and sustained efforts, including the commitment of resources to recruitment, mentorship, and trainings. A subcommittee of the labor management committee shall convene as an addendum to the labor management committee and shall meet at least quarterly, to guide, assist and monitor the progress of diversity, parity, and inclusion with regard to recruitment, selection, retention, mentorship, advancement, and editorial coverage. The Committee shall have a budget of $100,000 per calendar year funded by the Company. The Diversity Subcommittee of the labor management committee shall consist of up to three (3) Company representatives and three (3) representatives appointed by the bargaining unit, who must also serve on the Labor Management Committee. The Company shall make good faith efforts to increase representation of BIPOC and LGBTQ+ employees throughout the Company, including in management positions at Gimlet Media. This provision shall not be subject to the arbitration provisions of this Agreement.
Diversity Committee. The Union may select up to three (3) bargaining unit employees to participate in COFAM’s Diversity, Equity and Inclusion Committee. If Committee meetings are conducted during an employee’s scheduled work hours, the employee will not lose pay. The Committee will determine how often it meets and the content of its agendas.
Diversity Committee. A. Centro Legal will support and maintain a Diversity Committee to strengthen Centro Legal as an organization and to align Centro Legal’s mission with its internal policies and office culture. The goal of the Diversity Committee is to incubate leadership and empowerment among staff through participation in: 1) hiring that acknowledges the overcoming of struggles as assets, 2) recruitment that reflects the diverse composition of Centro Legal’s community, and 3) an emphasis on retention by promoting a respectful, safe, and supportive office culture.
Diversity Committee. The Parties share a commitment to diversity, equity, and inclusion in both editorial staff and coverage. The Company shall make strong and sustained efforts to promote diversity, committing resources to recruitment, mentorship, and training. A Diversity Committee made up of three (3) Union members and three (3) management members shall convene within ninety (90) days of the ratification of this Agreement. The Committee shall meet every 3 months, to guide, assist, and monitor the progress of diversity, equity, and inclusion with regard to recruitment, selection, retention, mentorship, and advancement. Editorial management also shall hold quarterly editorial meetings in which concerns or ideas regarding diversity and equity issues in editorial coverage may be addressed. The Diversity Committee shall promulgate a mission statement setting forth its goals. The spending of the funds will be by consensus of the bargaining unit and management Diversity Committee members. A Guild representative may attend Diversity Committee meetings. At least once a year, the Diversity Committee will discuss and determine the need, if any, for staff-wide training on diversity and inclusion. Topics for such training may include but are not limited to anti-oppression, anti-discrimination, and unconscious bias. Upon such determinations, the Committee will identify an appropriate trainer and/or curriculum and implement the training in a timely manner.
Diversity Committee i. The parties share a commitment to diversity, parity, and inclusion in the editorial staff. The Employer shall continue to make sustained efforts in this regard.
Diversity Committee. Centro Legal will support and maintain a Diversity Committee to strengthen Centro Legal as an organization and to align Centro Legal’s mission with its internal policies and office culture. The goal of the Diversity Committee is to incubate leadership and empowerment among staff through participation in: 1) hiring that acknowledges the overcoming of struggles as assets, 2) recruitment that reflects the diverse composition of Centro Legal’s community, and 3) an emphasis on retention by promoting a respectful, safe, and supportive office culture. The Diversity Committee shall work in coordination with the HR Director to plan trainings, events, and any other activities that further the goals. The HR Director shall be allocated an annual budget to conduct such trainings, events and activities. The Diversity Committee shall be composed of at least four bargaining unit members and no more than two members of management. Each bargaining unit member shall be elected to a term of 12 months by the members of the bargaining unit. Only bargaining unit members no longer in the introductory period shall be eligible to serve as bargaining unit representatives. Although there shall be no quota of the Committee membership, the composition of the Diversity Committee is intended to reflect the current Centro Legal staff, particularly program areas and positions. The Diversity Committee shall participate in job interviews as detailed in the Posting and Filling Vacant/New Positions section of this contract. Diversity Committee members may participate in exit interviews when requested by bargaining unit members, in accordance with the Exit Interview section of this agreement, and use information gathered from exit interviews to promote policies and practices that would improve retention and further advance the goals of the Diversity Committee.
Diversity Committee. Section 29.1 - The company will participate in meetings with an editorial diversity committee on a regular basis to discuss diversity in hiring and ongoing concerns at the company.
