Resolution On Assuring Diversity, Affirmative Action 
Compliance, and Cultural Competency at SFCCC


Policy Statement

Be it resolved:
It is the policy of San Francisco Community Clinic Consortium (SFCCC) to ensure that the factors of race, color, religion, sex, age, marital status, sexual orientation, national origin, disability, or veteran status will constitute no barrier to any hiring, promotion, termination, or condition of employment. Rather, these personnel decisions will be made on the basis of merit and commensurate with standards of excellence.
In addition to a policy of nondiscrimination, SFCCC is committed to affirmative action through diversity as a specific, results-oriented effort to eliminate discrimination by identifying and removing barriers that operate to exclude members of affected groups.

In addition, SFCCC will work to establish, improve and support services that are committed to serving protected groups without discrimination.

Affirmative Action Goal
1. In a collaborative effort between the President’s Advisory’s Committees on Diversity and Personnel, SFCCC’s Affirmative Action and Diversity Goal is to bring the agency into compliance with SFCCC’s definition of Diversity which states the following:

  • Recognizing that power imbalances have historically existed among diverse social and cultural groups, a philosophy of diversity is one that promotes the acknowledgement, appreciation, and integration of cultural diversity as a critical factor in the development and growth of an organization, and works to eradicate social oppression and provide space in which power relations are equalized.
  • Furthermore, through the creation of a work environment where diversity is promoted and practiced, cultural competency is maximized. In turn the level of service that SFCCC provides to our patients, partner health centers and community will be enhanced.
2. SFCCC will work to assure diversity among volunteers and staff that is reflective of San Francisco’s Community Labor Statistics

3. SFCCC will attempt to maintain a staff member fluent in Spanish and Cantonese.
Responsibility/Authority for Implementing Affirmative Action Plan

The President is responsible for implementing the Policy Statement, development of a Plan and for budgeting the resources necessary for the execution of the Plan. Moreover, all supervisors, managers and employees must make consistently diligent efforts to implement this policy in day-to-day program and employment decisions. The Board Chair is responsible for the assuring Policy Compliance and reporting to the Board.

Employment Practices To Support Affirmative Action Policy And Goal
To promote affirmative action, equal employment opportunity, diversity and cultural competency, the following employment practices will be used:

  • Job Announcement - A written job announcement will be prepared from the job description and shall include skills necessary for the completion of those duties. Candidate qualifications will be listed as broadly as possible to allow for flexibility when considering qualified applicants. All announcements shall advise readers that SFCCC is an Affirmative Action/Equal Opportunity Employer.
  • Advertising the Position - The job vacancy will be posted, announced and advertised as soon as possible to allow at least ten days for the receiving of applications.
  • Screening/Interviewing Processes - Clearly unqualified applications will be screened out through a review of resume and/or other credentials. Those individuals having the qualifications for the job will be invited for interviews by the appropriate manager.
Letters of reference or reference interviews must be included with the application’s credentials. Should additional references be required, the candidate will be so informed and asked for permission to contact these references.

Interviewers are responsible for assuring consistency of interview questions asked of the various candidates. Each candidate for a given position will be interviewed by the same personnel.

Questions asked shall follow legal requirements and shall not pertain to national origin, age, race, gender, color, marital status, family plans, dependents, sexual preference or orientation, religious affiliation or other non-job related matters.

  • Postings - SFCCC shall prominently post all appropriate government required posters on non-discrimination and Right to Appeal Notification.
  • Reporting and Documentation - When any position is filled at SFCCC the following information will be reported by the supervisor to the President & C.E.O.: number of applicants, number of people interviewed, and number of known minority candidates. Documentation will occur for all candidates.
  • Training and Dissemination of Information - President & C.E.O. will be responsible for meeting annually with all supervisors and staff involved in volunteer/staff recruitment to review SFCCC recruitment and selection standards and staff evaluation procedures in order to identify and eliminate discriminatory barriers.
Information shall be provided to supervisors outlining recruitment and selection procedures and this Affirmative Action Plan.

A copy of the Personnel Policies and Procedures is given to each employee. These policies include the following statement:

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at SFCCC will be based on merit, qualifications, and abilities. Employment practices will not be influences or affected by an applicant’s or employee’s race, color, religion, gender, national origin, age, disability, sexual orientation, current or previous medical condition or any other physical or personal characteristic protected by law.

  • Staff Development - In Spring of each year the President’s Advisory Committees on Personnel and Diversity shall annually prepare a workplan for trainings, seminars, staff discussion, and retreats to enrich staff knowledge and understanding of Affirmative Action, Equal Opportunity, Diversity and Cultural Competency. The Committees shall work closely with the President & C.E.O. in the implementation of the Agency’s workplan.
The President & C.E.O. will report annually to the Board of Directors on the progress objectives for the coming year.

Adopted: March 14, 2000