Plan for Diversity in Employment

This document outlines the plan and procedures by which Trinity Christian College seeks to fulfill our 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 Section 6 of the Faculty and Administrative Handbook, 7th Edition.  Trinity affirms her 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. (Section 5.1 of the Faculty and Administrative Handbook, 6th Edition, January 2001)

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 its jurisdiction.  Members of the Administrative Council or other persons who are in charge of hiring for a particular department or other unit, should generally use the following process for the search:

1. College personnel should be notified of the vacancy. 

2. Vacant positions should be advertised in ways that are appropriate for the open position and designed to reach underrepresented minority persons.  Examples include: local papers, church bulletins, Chicagoland newspapers, newspapers with specific broadcast or circulation in particular minority communities such as Chicago Defender or La Raza, The Banner, The Church Herald, The Chronicle of Higher Education, Black Issues in Higher Education, and on websites such as the one maintained by the Council for Christian Colleges and Universities.  Position advertisements should contain 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.

The annual, written report, written by the director of ethnic diversity and submitted to the president through the provost, will include a summary of the process used for open positions.  The report should include a description of the Reformed Christian perspective of each candidate, the general requirements of the position and 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. 
 

Legal Compliance

Trinity Christian College, in accordance with Title VI of the Civil Rights Act of 1964, operates in a non-discriminatory manner with regard to race, color, age, or national origin. Furthermore, as required by Title IX of the 1972 Education Amendments, Trinity Christian College does not discriminate on the basis of sex in its educational programs, activities, or employment policies. Trinity Christian College also provides equal opportunity for qualified handicapped persons in accordance with the requirements of Section 504 of the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990.

Trinity Christian College supports the Famiy Educational Rights and Privacy Act (FERPA) of 1974 and the rights accorded and the privacy guaranteed the student by this Act. Students who are currently enrolled at Trinity or formerly enrolled students, regardless of their age or status in regard to parental dependency, are protected under FERPA.