President s Commission on the Status of Women Guidelines

President’s Commission 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

President’s Commission on the Status of Women 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) Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM

President’s Commission on the Status of Women Workload and Work/Life Balance • Remedy 3: Charge the Life. Balance 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 Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM

President’s Commission on the Status of Women 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. Open minds. Open doors. TM

President’s Commission on the Status of Women 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. Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM

President’s Commission on the Status of Women Salary Equity • Concern: There has not been a salary equity study involving nontenure track employees • Remedy: Conduct ongoing salary equity studies at the College/ Administrative Unit level annually with an all-university study every three-five years Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM

President’s Commission on the Status of Women 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) Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM

President’s Commission on the Status of Women 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. Open minds. Open doors. TM

President’s Commission on the Status of Women Professional Development and Advancement • Concern: Implementation of promotion and tenure guidelines fails to reward “service” and nontraditional scholarship • Remedy: Refer this to the Faculty Senate Promotion and Tenure Committee for action in 2006 -07 Open minds. Open doors. TM

President’s Commission on the Status of Women Institutional Culture: Inclusion 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. DAP’s, climate assessment) Open minds. Open doors. TM

President’s Commission on the Status of Women 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. Open minds. Open doors. TM

President’s Commission on the Status of Women Sample Diversity Action Plan 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 Open minds. Open doors. TM

President’s Commission on the Status of Women Sample Diversity Action Plan 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 Open minds. Open doors. TM

President’s Commission on the Status of Women Sample Diversity Action Plan 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. Open minds. Open doors. TM

President’s Commission on the Status of Women Sample Diversity Action Plan 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 Open minds. Open doors. TM

President’s Commission on the Status of Women Sample Diversity Action Plan Goal: Assign college representative to review consistency in tenure clock delay, family care issues and other work-life balance factors. Outcome: To ensure junior tenuretrack faculty (and other employees) have an adequate opportunity to be successful. Open minds. Open doors. TM

President’s Commission on the Status of Women 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 Open minds. Open doors. TM