Guidelines for Including Gender Equity Issues

1

• Guidelines for Including Gender Equity Issues
• in
• Diversity Action Plans
• Presidents Commission on the Status of Women
• May 2006

Presidents Commission on the Status of Women
2
Workload and Work/Life Balance
Presidents Commission on the Status of Women

• 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)

3
Workload and Work/Life Balance
Presidents Commission on the Status of Women

• 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

4
Workload and Work/Life Balance
Presidents Commission on the Status of Women

• 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

5
Workload and Work/Life Balance
Presidents Commission on the Status of Women

• 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

6
Workload and Work/Life Balance
Presidents Commission on the Status of Women

• 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.

7
Representational Parity
Presidents Commission on the Status of Women

• 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.

8
Salary Equity
Presidents Commission on the Status of Women

• 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

9
Salary Equity
Presidents Commission on the Status of Women

• 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

10
Salary Equity
Presidents Commission on the Status of Women

• 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

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Professional Development and Advancement
Presidents Commission on the Status of Women

• 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)

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Professional Development and Advancement
Presidents Commission on the Status of Women

• 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

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Professional Development and Advancement
Presidents Commission on the Status of Women

• Concern Classified staff and professional
  faculty face difficulties in identifying
  opportunities for professional development as
  well as inconsistent policies for release time

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Professional Development and Advancement
Presidents Commission on the Status of Women

• 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.

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Professional Development and Advancement
Presidents Commission on the Status of Women

• 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

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Institutional Culture Inclusion
Presidents Commission on the Status of Women
Concern 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. DAPs, climate
assessment)
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Institutional Culture Inclusion
Presidents Commission on the Status of Women
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.
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Sample Diversity Action Plan Goal
Presidents Commission on the Status of Women
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
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Sample Diversity Action Plan Goal
Presidents Commission on the Status of Women
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
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Sample Diversity Action Plan Goal
Presidents Commission on the Status of Women
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.
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Sample Diversity Action Plan Goal
Presidents Commission on the Status of Women
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
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Sample Diversity Action Plan Goal
Presidents Commission on the Status of Women
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.
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Submitted by Members of the Presidents
Commission on the Status of Women Leadership Team
on May 3, 2006
Presidents Commission on the Status of Women

• Beth Rietveld, Womens Center
• Rebecca Concepcion, Nutrition Exercise Science
• Naomi Hirsch, Environmental Health Sciences
  Center
• Tina Bull, Music
• Karen Higgins, Education
• Betu Herrera-Idica, Music