Sec.46a-68-92. Good Faith Efforts

An agency has demonstrated good faith efforts when it has engaged in the initiatives articulated in subsections (a) to (d), inclusive, of this section:

(a) Promoted equal opportunity to achieve a workplace that is free of discrimination;

(1) communicate the agency's commitment to equal employment opportunity and affirmative action to all employees;

(2) ensure that employees are aware of nondiscrimination policies and procedures; post policies in a visible location.

(3) ensure that departmental processes, procedures, and systems are nondiscriminatory and free of bias;

(4) evaluate supervisors for making good faith efforts in equal employment opportunity and affirmative action; document in performance appraisals;

(5) ensure that reasonable accommodations are made for disabled employees;

(6) take appropriate and timely action when there has been an allegation of sexual harassment; and,

(7) provide training to employees to enhance their knowledge of non-discrimination.

(b) Developed recruitment strategies that ensure opportunities for all qualified applicants, including underutilized groups;

(1) identify affirmative action placement goals for all job openings.

(2) make efforts to attract a large and diverse pool of qualified applicants, particularly inclusive of groups associated with affirmative action recruitment goals.

(3) develop a contingency strategy if the initial recruitment effort does not bring in a sufficiently diverse pool.

(4) contacting special interest organizations, groups and individuals.

(5) or other means of outreach utilized to hire goal candidates.

(c) Ensured a fair and nondiscriminatory selection process; and

(1) review the selection process to ensure that it treats each applicant fairly and consistently.

(2) review the interview format and questions for possible bias.

(3) ensure that reasonable accommodations are made for applicants.

(4) if using a group interview process; create a diverse selection panel.

(5) assess all applicants using the same selection criteria.

(6) consider all skills that qualify the applicant, including volunteer and professional experience.

(7) interview as many applicants as possible to increase opportunity.

(8) keep written records of all applicants interviewed and be certain that the information recorded relates to the individual's ability to perform the duties.

(9) ensure that selection panel members are aware of the impact of common biases such as stereotyping, unsubstantiated first impressions that may influence a decision, and assessments based on different "comfort levels" with people of dissimilar groups.

(10) document the selection process fully. Retain all records.

(d) Provided career development opportunities to all interested and qualified employees, with emphasis on those groups found to be underutilized in the workforce;

(1) encourage staff to participate on agency committees to enhance development.

(2) inform all staff of internal staff development and promotional opportunities.

(3) promote and support employee training and development for all employees.

(4) provide career counseling.

(e) Nothing in this section shall be construed to absolve an agency of its obligations under sections 46a-68-78, 46a-68-79, 46a-68-80, 46a-68-81, 46a-68-85, 46a-68-87, 46a-68-89, and 46a-68-90 and 46a-68-92 of the Regulations of Connecticut State Agencies.

(Effective April 17, 2015)