Commitment to Campus Diversity

This document outlines the plan and procedures by which Trinity Christian College seeks to fulfill its commitment to diversity.  It is intended to articulate, and not interfere with other aspects and procedures of the hiring process, specifically those laid out in Trinity Christian College Employee Handbook and those specified in the Faculty Handbook.  Trinity affirms its commitment to work toward greater diversity of its faculty, staff, and administrators, particularly with regard to race, ethnicity, gender, and physical abilities. 

Trinity Christian College maintains a policy of nondiscrimination on the basis of race, color, national origin, sex, handicap, or age, as required by title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and the Age Discrimination Act of 1975.

The president is responsible for the overall execution and adherence to the plan.  He/she may designate committees and personnel to develop, implement, assess, and monitor this plan and all that pertains to the commitment to and realization of diversity at Trinity Christian College. 

Each member of the Administrative Council is responsible for job searches within his/her jurisdiction.  Members of the Administrative Council or others who are in charge of hiring for a particular department or unit, should use the following process for the search.

1. College personnel are notified of the vacancy.
   
   
2. Vacant positions are advertised in ways that are appropriate for the open position and designed to include connections with underrepresented minority persons.  Examples include local papers, church bulletins, Chicagoland newspapers, newspapers with specific broadcast or circulation in particular minority communities, The Banner, The Church Herald, ICBCHE (Illinois Committee on Black Concerns in Higher Education, ILACHE (Illinois Latino Council in Higher Education), Latinos in Higher Education, and the Council for Christian Colleges and Universities.  Position advertisements are written to include wording that indicates Trinity’s commitment to hiring a diverse staff and faculty.
   
   
3. The director of ethnic diversity will assist administrative personnel by making appropriate contacts and by encouraging qualified individuals to apply for the open position.
   
   
4. The supervisor in charge of hiring will complete the Report on Interview and Hiring Process form, and return it to the Director of Ethnic Diversity and the Director of Human Resources.
   
   
5. Once each year, most likely in May or June, the Director of Ethnic Diversity will convene an ad hoc meeting to both evaluate the hiring process of the previous year and to collaborate to suggest changes.  The committee appointed, which is by the president, shall include the Director of Ethnic Diversity, the Director of Human Resources, the chair or designee of the Ethnic Diversity Committee, one staff representative, and one faculty representative.

The annual report, written by the Director of Ethnic Diversity, will include the evaluation and suggestions of the ad hoc meeting.  The report should also include a description of the faith commitment of each person hired as appropriate for the position, along with the general requirements of the position, qualifications of the applicants, the availability of underrepresented minority candidates for the position, and the efforts made to notify and advertise in sufficiently broad venues.