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Training programs are a proactive and preventative instrument used to assist the university’s compliance with sexual harassment and discrimination prevention laws and policies. They also serve as a tool in response to discrimination and harassment complaints. OEOD education programs focus on an array of issues affecting the environment of the university, including sexual harassment, diversity, discrimination, cultural awareness and affirmative action.
The 2005-2006 fiscal year was one of transition in regard to Sexual Harassment Prevention Programs. Because AB1825 became effective during that time, the Office of the President contracted with an outside vendor, Workplace Answers, to provide a compliant online module. OEOD developed a new in-person workshop that meets AB1825 requirements. Supervisors had the option of completing the online module or attending the OEOD workshop. In addition to staff supervisors, all academic appointees (excluding post-docs and academic student appointees) were identified as having supervisory authority for the purposes of this law, and as such, are required to receive the training. New supervisory employees must receive the training within six months of their assumption of a supervisory position. The law requires that employers provide two hours of follow up training and education for all supervisory employees every two years for as long as the individual has supervisory authority.
In addition, OEOD continued to use the vendor New Media for non-supervisory employees and students. During the first part of the fiscal year, supervisory staff and faculty used this educational component. When the AB1825 on-line program became available in November, all supervisory components were removed from the New Media training. A total of 272 individuals completed the New Media online training.
OEOD conducted 50 sexual harassment/discrimination prevention programs, reaching an audience of nearly 2000 throughout the campus and the medical center. The chart below shows the percentage of faculty, staff and students who attended in-person sexual harassment prevention programs.
Specific programs are listed in Appendix B.
Departments and units took advantage of the on-line and in-person sessions for Sexual Harassment Prevention for Supervisors. Following is a snapshot of compliance on June 30, 2006.
Nineteen diversity-related trainings were provided to the campus and the medical center in 2004-2005. (See Appendix C.) The OEOD also coordinated several major events and series, including the Diversity in Medicine course, the Diversity Development Program, and the Religious Diversity Forum. The following two charts indicate the distribution of diversity-related programs by coordinating point and by type of audience.
Twenty-seven diversity-related programs were provided to the campus and the medical center in 2005-2006. The OEOD also coordinated several major events and series, including
- the Diversity in Medicine course that provided insight on administering healthcare to culturally diverse patients. Seventy attended this valuable program.
- the Diversity Development Program in which 28 staff and faculty from the campus and medical center were selected to participate in and discuss diversity-related issues with featured speakers.
- the Religious Diversity Forum, sponsored by OEOD, which was held at Chapman College this year because of the Student Center construction occurring on the UCI campus. Approximately 200 were in attendance at this event, with an OEOD staff member acting as a panelist for one session.
The following two charts indicate the distribution of diversity-related programs by coordinating point and by type of audience.
In addition to the above UCI-related diversity trainings, OEOD provided outreach in presentations to groups and organizations in the greater community, such as:
- Los Angeles Unified School District
- Court Appointed Special Advocates (CASA)
- Northrup Aerospace Company
- State Department of Disability Services
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