| second generation Hmong coming of age and coming into our workforce, and the Baby Boom population is aging," Fisher said. The role of affirmative action has also grown over the years. While it was originally implemented as a means to address histories of prior discrimination, it was now evolving into a mechanism through which state government could continue to provide quality services." When Martin Luther King Jr. marched and wanted inclusion into society, they probably didn't think of diversity at the time because the world looked so different," Fisher said. "But what many corporations and we have found is diversity also means use of talents we never traditionally used before. Corporations all over the United States are finding out that if they use diverse talent, they can actually sell products better and faster globally. Now we have global markets and being able to think in a global way with diverse cultures and interests, to create labor pools that are competitive in a global economy, diversity actually helps that happen. It was an inadvertent good thing that came from what was a sound idea in the first place." It was now a matter of survival. AA is responsible for promulgating and regulating affirmative action planning in all state agencies and departments and state universities. Fisher felt it was time for an overhaul of the state affirmative action planning mechanism. "The way we planned 30 years ago probably isn't as effective as the way we could be doing it. So in an effort to bring things up to date, to bring things current and be more visionary in our way of thinking, and to make things more strategic, it became necessary to reevaluate what we are doing, to put a new light on it and come away with ideas that will be more forward thinking in the planning for the 21st century." AA extended the existing affirmative action plans by one year in order to look at and revamp the affirmative action planning process. On December 5-6, AA sponsored "Constitutional Convention: New AA/EEO Planning for the 21st Century" at The Pyle Center on the UW-Madison campus. Fisher wanted a very inclusionary process that would reflect the complexity of Wisconsin's labor market and allow the complexity of the different environments facing Wisconsin's agencies and campuses to impact the process. So over 50 affirmative action officers, human relations professionals, and other experts were invited to attend the conference. Essentially, the convention was a series of focus groups that explored different factors that impact the affirmative action planning process such as technology, demographic trends, and budget cuts. This information will be compiled into a single document. "We intend to circulate that document among the broader civil rights community in state service," Fisher said. "Our intent there is to pour over it once last time and formulating a new direction because we are making new standards for affirmative action planning. We want to get the highlights. We want to get the top ten points or needed things and incorporate that material into our new standards for affirmative action planning. Then whenwe release those new standards to the agencies, it will include the ideas they brought forward here." Fisher anticipates that the entire process will be completed -- including the issuance of new affirmative action plans by the agencies and campuses -- by fall 2007. Fisher heard many good ideas coming out of the focus groups. "One of the things we were hearing was the need for flexibility," Fisher said. "Different state agencies and university campuses are addressing such unique audiences because population demographics actually vary in geographic regions in the state. The one size does not fit all voice came through loud and clear that there might be some unique features that they have to do to attract workers in one part of the state. They might need more bilingual services in another part of the state. We need to be more flexible in how we require them to plan so they can meet their various needs. We need to be flexible and nimble in how we require them to do their affirmative action planning." Another possible advance that may occur is the implementation of electronic filing. "The university is already using electronic filing," Fisher observed. "We've had some barriers to utilizing electronic filing. But we heard from the group that electronic filing would make it easier for them to function and concentrate more on programming. It takes a lot of administrative time to prepare, copy, and send documents back and forth in the mail. A lot of that time could be saved through electronic filing. It promotes efficiency." Fisher also noted during the interview that Ward Connerly, the most visible advocate for the anti-affirmative action initiatives that passed in California, Washington, and most recently, in Michigan, was coming to Madison December 19 to give testimony before a senate legislative committee on affirmative action headed by State Senator Glenn Grothman. "We are concerned about the reason Grothman is bringing Ward Connerly here to Wisconsin. We're letting individuals know who have some special interest in this matter. It's an open hearing. It's our government at work. We want to let people know which direction our government is taking. We want to get the word out about that." While Fisher is concerned about a wave of anti-affirmative action measures being passed throughout the country, he feels that the impact is less than has been advertised because of the relationship of the state and federal governments. "The federal government still requires that affirmative action occur in organizations that directly or indirectly receive federal funds," Fisher said. "Even though the states themselves can say that they will not do affirmative action under certain circumstances, the fact is federal dollars are almost everywhere. And so, affirmative action continues in those states regardless as to what the press says." Despite the opposition and barriers, affirmative action continues to help make our state workplaces more diverse and reflective of the state's population. And now, through the Constitutional Convention, it will more likely be done more efficiently and effectively than ever before. |
| New AA/EEO Planning for the 21st Century Modernizing affirmative action By Jonathan Gramling |
 |
| Demetri Fisher, director of the Division of Affirmative Action (AA) within the Office of State Employment Relations |
| Since the 1960s when affirmative action and equal opportunity were dynamic and innovative programs used to counter the effects of past discriminatory practices, dramatic shifts have occurred in the U.S.'s labor market and demographic composition. Demetri Fisher, director of the Division of Affirmative Action (AA) within the Office of State Employment Relations, is cognizant of these shifts and their impact on how they and advances in technology affect how AA conducts its business. "Now there are so many changes happening in the state with immigration, |
 |