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Civil Rights - Affirmative Action and Equal Employment (Socorro County)

Plan Goal

Civil Rights compliance by New Mexico State University Cooperative Extension Service is mandated by federal laws and is directly tied to Extension's receipt of federal funding. Noncompliance may lead to loss of funding from our Federal partner.

Situation Statement

Socorro County Extension Service recognizes the importance of diversity and inclusion in the development and implementation of Extension programs. Title VI of the Civil Rights Act of 1964 states that no person on the grounds of race, color, religion, sex or national origin will be excluded from participation in or benefits of any program receiving federal funding. Title VII of the Civil Rights Act of 1964 states that no person on the grounds of race, color, religion, sex or national origin will be excluded from selection, trainings, advancement, and other benefits of employment. New Mexico State University Cooperative Extension Service has the responsibility to provide programming to all residents of New Mexico. These Extension programs must be handled in a manner that treats every customer and employee with fairness, equality, and respect. This applies to all aspects of Extension programs including identifying needs, setting priorities, allocating resources, selecting and assigning staff, conducting programs, and receiving feedback.

Target Audience and Actions

Civil rights compliance work is ongoing. Programming outreach will expand to all citizens of Socorro County. All persons will be given equal access to the services/programs available through the Socorro County Extension Service. Program participation will be documented to ensure nondiscrimination has taken place with specific attention paid to under-served and under-represented audiences.

Short-Term Objectives

County Extension Agent will participate in equal opportunity/diversity training as offered.

County Extension Agent will make all reasonable efforts to reach underserved audiences by targeting specific needs of specific audiences.

Medium-Term Objectives

1. Internal and external advisory boards and committees are diverse with respect to gender, ethnicity, and community representation and are representative of the population in the geographic areas being served.
2. Plans to solicit diverse nominations for committees and advisory boards are established and practiced.
3. Agents and staff know where to locate procedures for handling program and employment complaints from clientele and office personnel.
4. Published program and employment complaint procedures are available to all employees, volunteers, and to the public. All staff members and volunteers have received training in program complaint concerns.
5. Agents and staff understand the complaint process and those issues of compliance and noncompliance.
6. Agents, staff and volunteers understand the basis on which program discrimination is prohibited in Extension programs.
7. The USDA “…And Justice for All” poster showing the nondiscrimination policy statement and how to file a civil rights complaint is prominently displayed in office areas visited by the public.
8. Office entrances, routing of clients are such that discrimination on the basis of race, color, national origin, sex, age, or disability does not occur.
9. Secretarial help and other support resources are available on a nondiscriminatory basis.
10. All reasonable efforts are carried out to ensure equal access and integration of clubs. Where program delivery methods are by club:
a. In cooperation with Extension staff members, clubs are responsible for their own public notification efforts, i.e., existence of the club, dates, time, and location of organizational meetings.
b. In cooperation with Extension staff members, clubs are responsible for inviting all potential members without regard to race, ethnicity, or gender.
c. Extension staff members have communication with club members, officers, leaders, and volunteers regarding the value of diversity and the expectations for equal opportunity requirements.
d. Equal opportunity requirements will apply to any setting where clubs meet collectively within a county, region, state, or nationally.
e. Geographic boundaries established for program planning and implementation are done in a nondiscriminatory manner.
f. Membership in all clubs is open to both males and females.
g. 4H recruitment committees are diverse by race and gender.

Long-Term Objectives

1. A county civil rights plan identifies the frequency of conducting internal civil rights reviews with all program units, including plans for taking appropriate corrective measures, and Extension’s recognition of staff members’ successes for addressing equal opportunity issues.
2. County Director receives administrative support and direction sufficient enough to maintain a high level of visibility for compliance with civil rights laws, rules, and regulations.
3. Where and when appropriate, educational materials are published in a language other than English.
4. Established procedures are in place to guide staff in ensuring that education assistance is not provided to any organization or group that excludes individuals because of their race, ethnicity or gender.
5. There is equality, fairness, and respect in the use of Extension work facilities, including support for educators, paraprofessionals, secretarial and support staff.
6. Office quarters and related facilities, supplies, educational materials, electronic technology (computers, telephone, etc.) are assigned and available to all staff on a nondiscriminatory basis.
7. Procedures are in place to mainstream participants into other Extension programs to ensure total inclusion.
8. Internal civil rights review plans are in place for assuring program compliance by Extension staff members, on an equal opportunity basis.
9. All CES employees will understand the NMSU CES file guide system.

Evaluation Plan

Every five years each county and/or Native American Extension office is required to conduct a civil rights review. Civil rights program efforts will be reviewed by a team of trained reviewers representing different program areas and areas of expertise. The evaluation will consist of an examination of the completeness of office civil rights compliance files, discussions on successes and problems in carrying out civil rights compliance and reviewing the importance of the task. Counties, as a team, will establish five-year goals for outreach to underserved audiences within their communities. If compliance is not complete, recommendations will be made that will outline corrective actions needed. A timeline for completion of those corrective actions will be established and a follow-up examination of those corrective steps will take place with the civil rights specialist.