Equal Employment Opportunity & Diversity Plan |
Approved by the Colorado Supreme Court: February 2002 Statement of Policy The Colorado Judicial Branch values the individual diversity of all employees, applicants, volunteers, citizens and court users. Differences in age, race, ethnic heritage, religion, appearance, sexual orientation or any number of other distinguishing factors provide experiences, viewpoints, and ideas that can strengthen and enrich our work environment. Our goal is to create an environment that is inclusive, respectful, and equitable, and to employ the talents of people with different backgrounds, experiences, and perspectives to accomplish the various missions of the Colorado Judicial Branch. Any person who feels that he or she has been denied further employment opportunities or benefits or who has been harassed because of race, national origin, gender, age, sexual orientation, religion, socioeconomic status or disability may:
Complaints may be submitted to the Chief Judge, Judicial District Administrator, Chief Probation Officer, or Human Resources Division of the State Court Administrator’s office. Duties and Responsibilities Chief Justice and State Court Administrator
Director of Human Resources
Local Administrative Authorities
These duties may be delegated to the Judicial District Administrator, Chief Probation Officer, or the Clerks of Court for the Supreme Court and Court of Appeals. The State Court Administrator or the Director of Human Resources shall perform these functions for the Office of the State Court Administrator. Plans shall be maintained locally, available to interested parties for review upon request, and updated every two years when new employment statistics are released. Judges and Supervisors
Communication of the Judicial Branch Equal Employment Program Internal Communication Concerning the Program Articles concerning the EEO/Diversity Plan shall be featured periodically in the Branch’s newsletters and publications as appropriate, and shall be included in management handbooks, annual reports, and policy manuals. Training related to diversity in the workplace, harassment, and sexual harassment shall be provided to all employees and judges. The promotion of a diverse workforce will be included as a core criteria and organizational value within the Judicial Branch’s performance appraisal program. External Communication Concerning the Program The Branch’s EEO/Diversity Plan shall be published on the Judiciary’s web site (at www.courts.state.co.us). The Human Resources Division shall send job announcements to recruitment sources that have contact with potential job applicants who would increase the Judicial Branch’s diversity. These sources shall be kept informed of the EEO/Diversity Plan and encouraged to make employment referrals. All Judicial Branch job vacancy notices and job advertisements shall contain the statement “The Colorado Judicial Branch is an Equal Opportunity Employer.” Program Components: State and local plans will include an equal employment component focused on ensuring fairness and equity in all employment practices, as well as a diversity component that will encourage and promote the idea that differences in the workplace contribute to the success of the judicial branch mission. The analysis may also consist of studies that review the degree to which employees feel valued and included in their work environment. Plans will be evaluated on a regular basis to identify areas of success and areas for improvement. It will be the goal of this plan to have EEO/Diversity initiatives in each judicial district by Calendar Year 2002. The Judicial Branch, through the Office of the State Court Administrator and the Human Resources Division, will provide guidance to local judicial district authorities to aid them in defining EEO/Diversity initiatives and creating plans appropriate for their locations. These plans will be created based upon a review of data specific to their location(s). To increase public trust and confidence in the judicial branch, information concerning court users will be gathered so that their needs and concerns may become a part of local diversity planning. Each plan will describe methods to be used to increase diversity in the workforce, and to promote awareness and sensitivity to diversity issues related to employees and those who use the various programs, activities, and facilities within the Colorado Judicial Branch. Each plan will contain a review of past accomplishments, and suggestions for improvement where needed. Every other year on December 31st, each Judicial Location will file an updated EEO/Diversity Plan describing the efforts, accomplishments, and shortfalls of the previous year, and describing plans for the coming year. Statistical information will be provided by the Human Resources Division of the State Court Administrator’s office prior to completion of this report. Reports will be filed with the Human Resources Division, which will summarize the reports and submit the summary to the Supreme Court for its review. Specific training programs will be created to increase awareness and sensitivity to diversity issues for all employees and judicial officers within the judicial branch. Diversity issues will be considered in the creation of new programs. Trainers and faculty will consider diversity issues when learning to be trainers. All new employees and supervisors hired or promoted after the implementation of this plan will be required to take diversity training within two years of their hire or promotion date. The performance appraisal program will evaluate supervisors on their ability to promote a diverse workforce. |
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EEO & Diversity Plan/EEOP Utilization Report
Equal Employment Opportunity & Diversity Plan
Home
Administration
Human Resources
EEO & Diversity Plan/EEOP Utilization Report
Equal Employment Opportunity & Diversity Plan