Search Process

MCC is an equal employment opportunity/affirmative action employer. In order to ensure that our employees and job applicants are not subjected to unlawful discrimination, it is our policy to comply with all laws and regulations that prohibit employment discrimination and mandate specific actions for the purpose of eliminating the present effects of past discrimination. Equal employment opportunity is the purpose and goal of affirmative action. The college has established equal employment opportunity and affirmative action as immediate and necessary objectives because we are committed to its concepts, principles, and goals.

Equal employment opportunity (EEO) means nondiscrimination - that is, hiring and promoting without regard to race, color, ethnicity, religious creed, age, sex, marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, mental retardation, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification. To attain parity demands affirmative action, a program of purposeful activity undertaken with conviction and effort to overcome barriers to equal employment opportunity. Affirmative action plans and programs are designed to achieve the full and fair participation of women, Asians, Blacks, Hispanics, Native Americans, persons with disabilities, and other protected groups found to be underutilized in the workforce or adversely affected by past policies and practices.

Affirmative action is necessary throughout the employment process, from the posting of job notices through hiring to the termination of employment. The college regularly reexamines all policies and procedures to discover and revoke barriers to access, and to change practices that may have an illegally discriminatory impact. We also seek to accelerate the entry of members of underrepresented groups into the workforce, and to support their mobility once they are hired. We are equally vigilant in ensuring that all terms, conditions, and privileges, including upward and lateral mobility, are equitably administered.

The Affirmative Action Connection: Theory and Practice

The purpose of affirmative action is to provide a way to address the systemic exclusion of individuals of talent, on the basis of their gender or race, from opportunities to develop, perform, achieve and contribute.

Affirmative action provides the chance to develop a systematic approach to open the doors of education, employment, and business development opportunities to qualified individuals who happen to be members of groups that have experienced long-standing and persistent discrimination.  Affirmative action is a program, a process; a means to an end…the larger goal is equal opportunity --- ensuring that people are not disqualified from opportunities based on factors unrelated to job performance.

Essentially, civil rights laws were enacted to rectify both systemic and individual discrimination based on race, color, religion, sex, national origin, age or disability and MCC is committed to eradicating all forms of discrimination.

We are always searching for the best person for a particular position and what this means varies from position to position - it requires a thorough talking-through by the search committee.  As stated in the president’s directions, affirmative action should be looked at broadly in terms of the value to the institution, reflecting the diversity of our society, and providing role models to students.

How does AA relate to the job announcement and filling the position?

  1. All departments, and the college itself, must maintain records of all individuals who apply for a position, who are hired for a position, and who are rejected from a position. These detailed records must be kept for inclusion in the Affirmative Action Plan which is reviewed by the Commission on Human Rights and Opportunities (CHRO).
  2. Each search committee determines how it will accomplish its record keeping responsibilities, including who will maintain records of the search, as well as how and where the records will be kept during the search. If a particular pool of candidates and/or the finalists do not reflect our desired diversity, this should be discussed with the appropriate Dean as well as an Affirmative Action representative to determine the best process for moving forward.
  3. We must be able to demonstrate that, each search committee, has made a "good faith" effort to recruit a diverse pool, including women and minorities.
  4. In looking at the Utilization Analysis page from the Affirmative Action Plan (specifically rows M & N), search goals are developed and calculated using a very well-defined process and, at times, the goals may not always appear to be in line with the college’s commitment to diversity.  Again, it is important to remember that the most important functions of your role, related to Affirmative Action, are numbers 2 and 3 above . . . each committee must consider the needs of students and departments, and look for the best fit for MCC.
Last Update: November 17 2009
For additional information, contact: Debbie Colucci