Social Organization and Strategy

Injury and Illness Prevention Program: The Injury and Illness Prevention Program (IIPP) outlines health and safety management for employees, visitors and students. The Safety and Emergency Preparedness Coordinator and Human Resources Director oversee the health and safety regulations required of all supervisors. The entire campus is inspected annually by the coordinator. Supervisors maintain a safe workplace by reporting and investigating all injuries, and assisting injured employees. In addition, the CMC Safety Committee meets quarterly to monitor the program, as well as inform employees regarding changes to safety requirements. The Safety Committee, along with the Safety and Emergency Preparedness Coordinator an the Human Resources Director, continuously monitors and improves the IIPP program.

Communication creates safe working conditions. IIPP training stresses that there are no repercussions for reporting injuries or hazardous conditions. Safety concerns can be submitted anonymously to the CMC Safety Committee. The Return to Work Program, which creates modified work for injured employees, guarantees employees will not sacrifice working hours by reporting an injury.

Incident Statistics

Figure 1. Total number of employee injuries or illnesses (multiplied by 200,000) normalized by total work hours.

Figure 2. Total number of incidents that resulted in lost workdays (multiplied by 200,000), normalized by total work hours.

Health and Safety Citations and Fines: From 2001 through 2006, the College received one citation in November 2004. This was a two part citation, alleging one serious and one general violation. The Environmental, Health and Safety office filed a Notice of Contest. At an informal conference, the State withdrew the alleged serious violation. The College paid $225 in civil penalties for the general violation.

Demographic Nature of the College

Equal Opportunity and Non-Discrimination
Claremont McKenna College follows legal requirements to avoid discrimination in the administration of its admission, educational, or employment policies and practices. The specific policies dealing with harassment and discrimination may be obtained from the Director of Human Resources, the Dean of Students, or the Dean of Admission. Claremont McKenna College is an equal opportunity employer.

Within this framework, the College is attempts to maintain a community that is broadly diverse with respect to a broad range of characteristics and to providing a safe, welcoming, and open environment for the entire campus community.

Student Body: CMC’s commitment to diversity is reflected in the Fall 2005 student body. 45% of students are women. Students come from 42 different states and 27 different countries. A variety of services and scholarships encourage diversity. In affiliation with the POSSE Foundation, the college offers full-tuition scholarships for 10 low income public school students. This program began in 2003. International Place (I-Place) serves as an active multicultural center for international students, scholars and faculty. I-Place is dedicated to increasing understanding and friendship across cultures by hosting educational programs and cultural events for the entire community. In addition, the college supports various cultural communities that offer social and academic support; these include the Asian Pacific American Mentoring Program, Office of Black Student Affairs, the Chicano/Latino Student Affairs, and the CMC Women’s Forum.

Demographic Facts and Figures:
Management : 52% of all staff management positions are held by females, 45% males. Minorities make up 24% of management.
Faculty: Faculty at CMC is 69% male, 31% female with the following racial makeup:

Figure 3. Racial diversity of the student body in 2006.

Figure 4 . Racial diversity of faculty in 2006.

Figure 5 . Percentage of females hired for faculty in the last five years.

Figure 6 . Percentage of minorities (Asian, Black, Hispanic) hired for faculty over the last five years.

Figure 7. Racial diversity of staff in 2006.

Figure 8 . Percentage of minorities (Asian, Black, Hispanic) hired as staff (for both management and non-management positions) in the last five years.

Figure 9. Racial diversity of staff management in 2006.

Figure 10. Percentage of minorities (Asian, Black and Hispanic) hired for staff management in the last four years (2006 data irrelevant at time of publication).

Figure 11. Percentage of females hired for management in the last four years (2006 data irrelevant at time of publication).

Figure 12. Parental Income Distribution Chart.

Social Organization and Strategy

Emergency Plan: The Incident Management System (IMS) structures CMC’s emergency preparedness program. An Incident Manager oversees all responses with the aid of an Operations, Planning, Logistics, Finance and Administration manager. Resident Assistants and Building Coordinators have been trained to manage and account for students. Two groups, medical and search and rescue, have been assembled. All response is coordinated at the designated Emergency Operations Center. The college has also created a shelter plan to house and feed 1,000 people for up to 5 days. The emergency plan is available on the web at http://hr.claremontmckenna.edu/emergency/.

Social Initiatives

Tuition Scholarship for Children of Employees: Claremont McKenna College offers a scholarship for dependent children of CMC employees. The program covers up to half of the tuition cost for students pursuing an Associate of Arts or Bachelor’s Degree. Awards are given to those students who demonstrate outstanding scholastic ability. The scholarship is available for any full-time employee who has worked at least two years for the College. This scholarship represents one of CMC’s efforts to promote employee satisfaction and retention.