• CEO Greeting
• Our Mission
• Our History
• Our Staff
• Long-Range Plans
• Annual Report
• Diversity
  • Chamber of Commerce Diversity Award
  • Friends of Iowa Civil Rights Award
  • NoDis Campaign
  • Hispanic Folklore Dancers
  • International Partnerships
  • YSS Diversity Training
  • Diversity Letters From the CEO
  • Inventory of YSS Diversity Library
  • Diversity Plan for Minority Recruitment
  • YSS Diversity Policies
  • Useful Diversity Links
• Speaker Request
• Board/Committee Materials
• 35th Anniversary
• Accountability/ Disclosure
• Family Life Center Dedication
• Holiday Luncheon
• McCay Achievement Awards

YSS Cultural Competency and Diversity Plan for Minority Recruitment of YSS Staff

YSS recognizes that we are becoming a more diverse culture every day. According to the Census Bureau, a million new immigrants enter the United States every year. Add that to the 80 million multicultural Americans who are already here. Then, expand your thinking about diversity to include sexual orientation, gender differences, generational issues and individuals with disabilities and you start to realize the impact that diversity has on our organization and the powerful workforce that is available to YSS and we want to embrace it. The following minority recruitment plan/objectives will help identify and address disparities to ensure that YSS is addressing the presenting needs of YSS clients/participants in a way that is racially and culturally sensitive.

• On October 4, 2010, a diversity survey was sent out to YSS staff and volunteers/interns to establish a baseline.  Once the baseline is established, YSS will introduce up to 3 strategic objectives per year regarding improved recruitment/hiring of minority staff.
• The established objectives will be monitored and evaluated at the end of each fiscal year to determine the effectiveness of these objectives in recruitment/hiring of minority staff.
• Every July 1st (starting with July 1, 2011) HR Staff will re-survey all YSS staff and volunteers/interns regarding diversity.
• New and/or revised objectives will be set for each consecutive year, based on the survey results.
• The baseline survey, annual objectives and results of future surveys will be reviewed by YSS Management Team and/or Quality Assurance Team and subsequently reviewed with the Board Executive Committee and Personnel Practices Committee.

Goals through June 2012

1. Increase the number of racial minority staff at YSS by 5%.
2. Revise the staff survey on diversity by July 1, 2011, having one survey for full-time and one for part-time so that we can better track questions/answers. Re-survey staff July 1st.
3. Increase by 5% the number of part-time racial minority staff that becomes full-time.