Report finds lack of employee diversity

Wednesday, March 1, 1995

Report finds lack of employee diversity

Few minorities at higher levels of ASUCLA staffing

By Patrick Kerkstra

Daily Bruin Staff

Do the career employees of the students' association reflect UCLA's and Southern California's diversity? That's the question some members of ASUCLA's Board of Directors were asking on Friday after hearing the organization's affirmative action report for 1994.

In accordance with university policy, the association evaluates its affirmative action program annually. At last Friday's meeting, some members found satisfaction in the results while others still saw a need for reform.

Executive director of the association, Jason Reed, reported that overall minority representation in the organization is now at 52.3 percent. However, minorities hold only 31.5 percent of management positions, according to the report.

The disparity between minority representation in management and lower levels caused concern among some board members.

"Overall the association has about 50 percent minority representation, but that representation tends to be bottom heavy," said graduate student board member Peary Brug at Friday's meeting.

Discussion centered on the lack of minorities in positions of genuine power and authority in ASUCLA.

"Dorothy (Webster, an administration representative) Tamara (Carr, an undergraduate representative) and Peary (Brug) were all pointing out that when you look around at the higher levels of management, there doesn't seem to be a lot of diversity," said Karol Dean, a graduate representative on the board.

Officials in the association partially attributed that to the organization's financial difficulties. The lack of funds has prevented the association from creating new positions and hiring new people.

"Our recruiting level right now is low, so there has not been a big push to hire minorities, because we haven't been able to hire anybody," Valerie McCormick, association director of human resources said Friday.

"However, affirmative action remains a priority and a top interest for us," McCormick continued.

According to Carr, there are areas in the association's affirmative action program that can be improved. Carr urged the association to pursue equality between the management population and general association staff.

"While the breakdown is about 50 percent minority, when you break (minority representation) down into divisions, you had quite a bit less than the average of 50 percent in upper management. In clerical work and food service, you had quite a bit more," said Brug.

"It would be nice to see that 50 percent represented throughout," he added.

Brug suggested that the association appeal to minority centered publications such as Black Enterprise, an African-American business publication, when searching for employees in the future. Promotions would also be a way to put minorities in more positions of authority, Brug said.

"It's important to create a pool of qualified minority middle managers. From there you could possibly draw on employees for larger positions," Brug said.