Upload
claribel-mcdonald
View
214
Download
0
Tags:
Embed Size (px)
Citation preview
Open minds. Open doors.TM
President’s Commissio
n on the Status of Women
Guidelines for Including Gender Equity Issues
in Diversity Action Plans
President’s Commission on the Status of Women
May 2006
Open minds. Open doors.TM
Workload and Work/Life Balance
• Concern: Women in all employment categories experience disproportionate challenges with family leave and other life responsibilities
• Remedy 1: Examine family leave policies at the University level and make sure there is clarity and consistency with various processes (leave with/without pay, tenure clock issues, children in workplace, childcare)
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Workload and Work/Life Balance
• Remedy 2: Each college should have someone who acts as liaison with Human Resources to provide information to faculty, staff, graduate assistants that might be pertinent to family leave, work/life balance and workload inequity
President’s Commission
on the Status of Women
Open minds. Open doors.TM
Workload and Work/Life Balance
• Remedy 3: Charge the LifeBalance OSU Committee to examine best practices at Research I Universities and find ways that colleges and administrative units can create practices that support those faculty, staff and students who have family leave issues
President’s Commission
on the Status of Women
Open minds. Open doors.TM
Workload and Work/Life Balance
• Concern: Spouse/partner employment is not adequately addressed
• Remedy: Find ways of enhancing partner hires, researching what other campuses are doing, and regularly communicating with regional colleges, universities and companies about employment opportunities
President’s Commission
on the Status of Women
Open minds. Open doors.TM
Workload and Work/Life Balance
• Concern: Women faculty report spending a higher percentage of their time in teaching, advising and service
• Remedy: Conduct an analysis of faculty time at the college level and correct inequities; and/or develop a reward process for service.
President’s Commission
on the Status of Women
Open minds. Open doors.TM
Representational Parity
• Concern: OSU often cannot compete for top women because of salary limitations, the homogeneity of Corvallis, inadequate family friendly policies and lack of dual career employment program
• Remedy: Immediately correct those concerns that we are able to correct and invest time/money now to be able to attract excellent faculty in the future.
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Salary Equity
• Concern: There has been no salary equity study since 1997, nor has OSU looked at non-salary compensation (start-up packages, research lab space, support staff, travel funds, office space)
• Remedy: Conduct a university-wide salary equity study and a study of other forms of compensation
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Salary Equity
• Concern: There has not been a salary equity study involving non-tenure track employees
• Remedy: Conduct ongoing salary equity studies at the College/ Administrative Unit level annually with an all-university study every three-five years
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Salary Equity
• Concern: Women in classified ranks are missing from the highly compensated, skilled crafts
• Remedy: Make a concerted effort to hire more women in these positions
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Professional Development and Advancement
• Concern: There are few mentors for women, particularly women of color, in leadership positions at OSU
• Remedy 1: Establish an annual administrative internship for a woman faculty member who wishes to develop leadership capacity (Cost: .5 FTE buy-out)
President’s
Commission on the Status of Women
Open minds. Open doors.TM
Professional Development and Advancement
• Remedy 2: Develop a mentor program for new faculty within each college to encourage and guide them through the P & T process
• Remedy 3: Develop a mentor program for classified staff and professional faculty to assist them in their professional development
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Professional Development and Advancement
• Concern: Classified staff and professional faculty face difficulties in identifying opportunities for professional development as well as inconsistent policies for release time
President’s Commission
on the Status of Women
Open minds. Open doors.TM
Professional Development and Advancement
• Remedy: Assist staff in finding professional development opportunities (post opportunities on Human Resources website) and strongly encourage supervisors to provide release time. Ask supervisors to document and report professional development at end of each fiscal year.
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Professional Development and Advancement
• Concern: Implementation of promotion and tenure guidelines fails to reward “service” and non-traditional scholarship
• Remedy: Refer this to the Faculty Senate Promotion and Tenure Committee for action in 2006-07
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Institutional Culture: InclusionConcern: Women classified staff feel excluded from full participation in goals of the institution
Remedy: Develop a process for classified staff to more easily join university and college committees, participate in decision making and be a part of department and college strategic planning (i.e. DAP’s, climate assessment)
President’s Commission
on the Status of Women
Open minds. Open doors.TM
Institutional Culture: Inclusion
Concern: Women report that their harassment and bias concerns have been minimized
Remedy: Departments and Colleges should widely publicize the Bias Response Team, sexual harassment policies and campus resources. All employees should engage in sexual harassment training annually.
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Sample Diversity Action Plan Goal
Goal: Provide annually, leadership training support for at least two minority and/or women faculty
Outcome: To recognize the importance of minority/women faculty leadership
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Sample Diversity Action Plan Goal
Goal: Provide professional development opportunities for each professional faculty/classified staff member in department
Outcome: To establish a continuous improvement process and help the advancement of staff within the institution
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Sample Diversity Action Plan Goal
Goal: Perform bi-annual salary analysis of under-represented faculty, staff, administrators (by gender) and make equity adjustments for unexplained deviations from the norm.
Outcome: To ensure pay equity for persons similarly situated.
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Sample Diversity Action Plan Goal
Goal: Revise administrator evaluation tools to hold them accountable for promoting diversity/gender-equity and link their diversity/affirmative action performance to reappointment and performance rewards
Outcome: To tie administrator actions to performance rewards
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Sample Diversity Action Plan Goal
Goal: Assign college representative to review consistency in tenure clock delay, family care issues and other work-life balance factors.
Outcome: To ensure junior tenure-track faculty (and other employees) have an adequate opportunity to be successful.
President’s Commissio
n on the Status of Women
Open minds. Open doors.TM
Submitted by Members of the President’s Commission on the Status of Women
Leadership Team on May 3, 2006
• Beth Rietveld, Women’s Center• Rebecca Concepcion, Nutrition &
Exercise Science• Naomi Hirsch, Environmental Health
Sciences Center• Tina Bull, Music• Karen Higgins, Education• Betu Herrera-Idica, Music
President’s Commission
on the Status of Women