Western Illinois University. Submitted by: Andrea Henderson, Director

Transcription

1 Western Illinois University Submitted by: Andrea Henderson, Director FY2012

2 Annual Update Fall 2011 Fall 2012 Introduction Western Illinois University (WIU) is committed to a comprehensive Affirmative Action Program that outlines specific goals, actions, and responsibilities for addressing underrepresentation and ensuring equal opportunity and access in all employment activities, including but not limited to, recruitment, selection, compensation, training, and promotion. Further, WIU is committed to providing an educational and work environment that fosters diversity and is free from discrimination on the bases of sex, race, color, religion, age, sexual orientation, gender identity, gender expression, marital status, national origin, disability, and veteran status. To that end, the University s Affirmative Action Program includes anti-harassment and non-discrimination policies and related complaint procedures as well as diversity initiatives designed to help recruit, hire, train, and retain a diverse workforce. The initiatives include targeted advertising, employment monitoring, affirmative action administrative internships, dissertation fellowships, dual career placements, domestic partner benefits, and civil service intern programs. Reinforcement for our affirmative action program and diversity initiatives is affirmed in the University s Strategic Plan, Higher Values in Higher Education as these efforts support two goals outlined in the Plan: to attract, recruit, retain and develop an excellent faculty representative of the diverse and global society; and to develop strategies to increase the recruitment and retention of staff and administration from traditionally underrepresented groups. This report serves as an update to our affirmative action program and diversity initiatives. Recruitment Effective recruitment strategies are essential to attracting and hiring an excellent faculty and staff representative of the diverse society. The University uses a multi-pronged approach which includes advertising in print and electronic media, including niche publications and websites, referrals, active recruitment through nomination and identification of qualified candidates, and deliberate and defined search procedures. In FY12, the Office of Equal Opportunity and Access provided support and coordination for 227 faculty and administrative vacancies, including 98 waivers*, 122 external, and 7 internal searches. *The majority of waivers were processed for temporary positions of one year or less and appointments no greater than 50%, this included adjuncts and assistant coaches. A review of applicant pools for FY12 shows that 4,068 individuals applied for faculty and administrative positions during the past year. Comparatively, there were 1,648 applicants in FY11 and 3,785 in FY. It is important to note that there were 83 more vacancies filled in FY12 than the previous year. During FY12, females comprised 42% of the applicants for administrative and faculty positions. 2

3 It has been difficult to accurately assess the racial diversity of our applicant pools as submission of the information is voluntary and requested after an application is received. The response rate is currently around 35%. We anticipate that our response rate for voluntary provision of race and gender data will increase with our new online hiring systems because, although still voluntary, the request is integrated in the application process and is easy to provide. This will make our data collection on these metrics, particularly race, more complete. Data - New Hires Tenure Track Faculty Positions Filled Females Individuals from Underrepresented Groups Total FY09 FY FY11 FY12 During FY12, a total of 12 tenure track faculty positions were filled, resulting in the hiring of 4 females (33%) and 4 individuals from underrepresented groups (33%). This reflects a decrease in the percentage of females hired from FY11 from 38% to 33% and a slight increase in the percentage of individuals from underrepresented groups from 31% to 33%. The chart above shows a four-year comparison for tenure track faculty positions filled. Although searches were conducted for 27 tenure track faculty positions for FY12, 6 resulted in the hire of current employees, and 9 were closed or failed. Of the 9 which were closed or failed, 5 were closed due to budget issues, 2 had inadequate candidate pools, 1 was closed due to declined offers, and 1 was a terminated test of the labor market. 3

4 Other Instructional Positions Filled FY09 FY FY11 FY12 Female Individuals from Underrepresented Groups Total In addition to the tenure track searches, 90 other instructional positions were filled. This category includes temporary faculty, associate faculty, faculty assistants, and coaches. Of the new employees in this category, 41 (46%) are female and 15 (17%) are individuals from underrepresented groups. This represents a decrease in the percentage of females hired for other instructional positions in FY11 from 59% to 46% and a slight increase in the percentage of individuals from underrepresented groups from 16% to 17%. The chart above shows a four-year comparison for other instructional positions filled. Administrative Positions Filled Female Individuals from Underrepresented Groups Total 0 FY09 FY FY11 FY12 During the past year, 35 individuals were hired to fill administrative vacancies, including 20 females (57%) and 6 individuals from underrepresented groups (17%). This reflects decreases in the percentages for both females and individuals from underrepresented groups from 64% to 57% and 27% to 17% respectively. 4

5 Civil Service Positions Filled FY09 FY FY11 FY12 Female Individuals from Underrepresented Groups Total Data show that hiring activity for civil service positions on campus during FY12 involved a total of 93 positions. Individuals hired included 51 females (55%) and 4 (4%) individuals from underrepresented groups. The chart above shows a four-year comparison. Data Workforce Summary Minorities Total minority representation in each of the EEO categories: # # % % EEO Category Total Minorities Minorities Expected EEO 1 - Tenured Faculty/Officials & Mangers 522 / / 43 23% / 13% * / 21% EEO 2 - Non-Tenured Faculty % 20% EEO 3 - Administrative Staff/Technicians % 27% EEO 4 - Professional Staff/Protective Service % 23% EEO 5 - Office & Clerical/Paraprofessional % 26% EEO 6 - Skilled Craft % 19% EEO 7 - Service Maintenance % 38% *Expected representation depends on discipline. See placement goals below. Expected representation is equal to the placement goal for those departments/categories where underutilization was found. The expected percentages are calculated from the U.S. Census and the Survey of earned doctorates for EEO 1 and 2, and from the state census for EEO

6 During FY12, the University employed a total of 1,998 employees. Of that total, 242 minorities were employed, representing 12% of the total workforce. The largest percentages of minorities are employed in tenured faculty positions at 23%, followed by service maintenance at 14%, and officials and managers at 13%. EEO Category AA/ Black Hisp Asian Native American Int l 2 or More # % # % # % # % # % # % EEO 1 - Tenured Faculty EEO 1b - Officials & Managers EEO 2 - Non-Tenured Faculty EEO 3 - Admin Staff/Technicians EEO 4 Prof. Staff/Protect. Ser EEO 5 - Ofc & Clerical/ Paraprof EEO 6 - Skilled Craft EEO 7 - Service Maintenance # and % of Total workforce During FY12, the University experienced a slight decrease in the number of African-American/Black employees, from 3 to 1, and International employees, from 26 to 22. The number of Hispanic employees increased by one from 27 to 28 and the number of Asian employees increased from 67 to 71. The number of Native American employees and employees who identify as having two or more races stayed the same at 8 and 12, respectively. A review of the minority employees, by ethnic categories, shows that African Americans/Blacks constitute the highest percentage of minority employees in the following EEO categories: EEO 1b Officials and Managers, EEO 3 - Administrative Staff/Technicians, EEO 4 Professional Staff/Protective Service, EEO 5 - Office & Clerical/Paraprofessional, and EEO 7 - Service Maintenance. Asian Americans constitute the highest percentage of minorities employed as tenured faculty. African Americans, Asian Americans, and International faculty are equally employed in EEO 2 - non-tenured faculty positions; and, Native Americans and employees who identify as having two or more races are equally employed in EEO 6 Skilled Craft. The University will continue to develop strategies to recruit, hire, and retain individuals from underrepresented groups. Departmental placement goal rates for minorities have been set for: EEO 1 Tenured Faculty College of Arts and Sciences o Computer Sciences 20% o English and Journalism 20% o Psychology 17% College of Business and Technology o Agriculture 16% o Management & Marketing 21% 6

7 College of Education and Human Services o Curriculum and Instruction 21% o Social Work 24% College of Fine Arts and Communication o Music 14% Provost/Academic Affairs o Library faculty 21% EEO 2 Non-Tenured Faculty College of Arts & Sciences o Mathematics 20% o Nursing 20% College of Education and Human Services o Law Enforcement and Justice Administration 20% o Communication Provost/Academic Affairs o Western s English as a Second Language 20% Campus placement goal rates for minorities have been set for: EEO 1b Officials and Managers 21% EEO 3 Administrative Staff/Technicians 27% EEO 4 Professional Staff/Protective Service 23% EEO 5 Office & Clerical/Paraprofessional EEO 6 Skilled Craft EEO 7 Service Maintenance EEO Category White AA/ Black Hispanic Asian Native American Int l 2 or More # % # % # % # % # % # % # % EEO 1 - Tenured Faculty EEO 1b - Officials & Managers EEO 2 - Non-Tenured Faculty EEO 3 - Admin Staff/Tech EEO 4 Prof. Staff/Protect. Ser EEO 5 - Ofc & Clerical/ Para EEO 6 - Skilled Craft EEO 7 - Service Maintenance # and % of Total workforce

8 The University employed 1,040 women, representing 52% of the University s workforce. Of the 1,040 women employed, 4, or %, were women of color, representing 5% of the total workforce and 43% of the total minority workforce. EEO Category All AA/ Black Hispanic Asian Native American Int l 2 or More # % # % # % # % # % # % # % EEO 1 - Tenured Faculty EEO 1b - Officials & Managers EEO 2 - Non-Tenured Faculty EEO 3 - Admin Staff/Tech EEO 4 Prof. Staff/Protect. Ser EEO 5 - Ofc & Clerical/ Para EEO 6 - Skilled Craft EEO 7 - Service Maintenance # and % of Total workforce The greatest percentages of women are employed in Office & Clerical/Paraprofessional positions. Of the minority women, Asian women are employed at the highest percentage in EEO 1 Tenured Faculty at 4.2%, followed by African American women in EEO 2 Officials and Managers at 3.1%, followed by Asian women again in EEO 3 Administrative Staff/Technicians at 3.0%. White women are employed at the highest percentages in all EEO categories. are well represented in all EEO categories with the exception of EEO 1 Tenured Faculty and EEO 6 Skilled Craft. Goal placement rates for women have been set for: EEO 1 Tenured Faculty College of Arts and Sciences o Biological Sciences o Geography o Physics o Psychology College of Business and Technology o Accounting and Finance o Agriculture o Computer Sciences o Management and Marketing College of Education and Human Services o Instructional Design and Technology o Educational and Interdisciplinary Studies o Educational Leadership o Recreation, Parks, and Tourism Administration College of Fine Arts and Communication o Art 8

9 o Broadcasting o Music o Theatre and Dance Provost/Academic Affairs o Libraries EEO 2 Non-Tenured Faculty College of Education and Human Services o Law Enforcement and Justice Administration Discrimination Complaints The University s compliance with Affirmative Action and Equal Opportunity includes providing a means for reporting and resolving complaints of harassment or discrimination. During the past year, 11 discrimination and/or harassment complaints were filed and resolved under the University s Discrimination Complaint Procedures. This compares to 23 complaints in FY11. Of the 11 complaints made in FY12, 3 were based on racial discrimination, 3 were based on sexual harassment, 2 were claims of retaliation, and the remaining three were based on religion, national origin, and age. Of the 11 complaints investigated two respondents were found in violation of the University s Anti- Harassment Policy. Individuals found in violation of University policy were disciplined in accordance with employment regulations and relevant collective bargaining agreements. Employees with Disabilities The Office of Equal Opportunity and Access provides coordination for the University s compliance with the Americans with Disabilities Act (ADA). ADA compliance includes administering procedures that allow individuals with disabilities to request and receive reasonable job accommodations. All employees are surveyed annually to collect information about medical conditions that may require an accommodation in the workplace. During FY12, 148 employees self-identified as individuals with disabilities. This equates to 7.4% of the total workforce, which is in line with OFCCPs proposed goal of 7% for compliance in hiring individuals with disabilities. Workplace accommodations were provided to 81 employees. Accommodations provided include ergonomic or modified office furniture, modified work schedules, specialized equipment, voice amplifying systems, workstation evaluations and modifications, temperature monitoring and stabilizing units, modification of office lighting, and the coordination of designated accessible parking. Training During FY12, 4,398 university employees completed the annual sexual harassment prevention training. Participation in this training is an important step in ensuring all employees understand their rights and responsibilities as defined in the University s Anti-Harassment Policy. Employees may access this training at any time during the year; however, every employee who has not completed the training by the first week in February receives notification that they are required to complete the training within 30 days of the notification. Members of the Office of Equal Opportunity and Access also provided diversity, cultural competency, Affirmative Action, and Sexual Harassment training to campus organizations, 9

10 student employee groups, graduate assistants, and classes. Committees It is important to note that while the Office of Equal Opportunity and Access provides leadership and support in efforts to diversify faculty and staff, and to create a campus climate that is respectful and welcoming for all individuals, regardless of background, success depends on a strong commitment from all members of the campus community. The ADA Advisory Committee, Affirmative Action Internship Committee, Gender Equity Committee, University Committee on Sexual Orientation, University Diversity Council, with membership representing faculty, administration, civil service employees, and the student body, as well as the Web Accessibility Committee continue to work on identifying and resolving issues which affect campus climate, and our ability to recruitment and retain an excellent faculty and staff. It is believed that campus wide collaborative efforts will best help address any barriers and ensure access and equity in educational programs, activities, and employment. ADA Advisory Committee ADA Advisory Committee members serve as constituent representatives to evaluate and develop strategies for addressing physical and program barriers for students and employees with disabilities. During FY12, the advisory committee identified physical barriers to access in Memorial Hall. While the exterior building doors were equipped with automatic openers, the exterior door to the Disability Support Center was not. The Advisory Committee recommending installing the automatic door openers. This project was completed. The Advisory Committee s FY13 goals include revising the Service Animal Policy and beginning a needs assessment. Affirmative Action Internship Committee During FY12, 4 interns completed experiences, each in areas which represented their administrative interests. The Office of Institutional Research and Planning, University Union Administration, College of Business and Technology Advising Administration, and the Liberal Arts and Sciences Program hosted and mentored the interns. Since completing their experiences, two of the four interns have been promoted to administrative positions. The committee continues to assist interns in their professional endeavors in any way possible. FY13 goals include organizing professional development opportunities for the interns and securing funding to provide stipends for future interns. Gender Equity Committee The Intercollegiate Athletics Gender Equity Committee (GEC), including the Director of Intercollegiate Athletics, Senior Woman Administrator, Vice President for Student Services, Assistant Director of Equal Opportunity and Access, and the campus Title IX Coordinator, continue to provide oversight for Title IX compliance through a quarterly review of the University s compliance with the NCAA Commitment to Equity and Minority Opportunities plans as a part of the Intercollegiate Athletics Certification Program. During FY12, the committee continued to investigate the 8 factors for measuring Prong Three compliance and reviewed data to measure participation in club/intramural sports; participation in HS sports, amateur athletic association, and community sports leagues. Results of the review indicate that WIU is currently meeting students interests and abilities in athletics, but should continue to

11 monitor interests and ability in bowling in particular. University Committee on Sexual Orientation The University Committee on Sexual Orientation continues to monitor the campus climate for the LGBTQA community and to make recommendations for changes to existing policy or additional policies to address campus issues. During FY12, the committee awarded a $1,000 Mukti/Dupuis Scholarship for LGBT student leadership in the WIU community. The Committee is currently working on developing an academic minor in sexuality. University Diversity Committee During FY12, the University Diversity Committee embarked on projects to draft a campus climate survey, to create a diversity website, and to implement an EOA partners program. In addition, the UDC coordinated the President s Reception for Excellence in Diversity. A draft of the Campus Climate Survey has been completed and will come before the full UDC for review. It is hoped that the survey can be distributed during FY13. Content is being collected for the diversity website. Requests were sent to faculty and staff for information on diversity related events. The goal is to have one diversity website with complete listings. The EOA Partners Program structure was approved by the sub-committee, but is currently on hold. The new online applicant system may negate the need for EOA partners or require revision of the current proposal. During the President s Reception for Excellence in Diversity 13 individuals were recognized for their contributions to diversity. Web Accessibility Committee The University Web Accessibility Committee continues to evaluate protocols and practices in web development to enhance accessibility and to provide general awareness training to the campus community. The volunteer captioning pool has captioned over 50 videos. This is a valuable service as it creates a more inclusive campus environment and assists the University with maintaining compliance for videos placed on the web for public view. Goal FY13 Our FY13 goal is to fully implement an online application system which will impact our recruiting by making our application process more user friendly. The online system will also allow for more in-depth monitoring of the selection process by the Office of Equal Opportunity and Access. We also endeavor to re-engage our active recruitment through attendance at 11

12 appropriate job fairs and recruiting events and to begin using social networks to expand our recruiting outreach. In addition to the subscriptions already purchased for the Chronicle of Higher Education, InsideHigherEd.com, and HigherEdJobs.com, the Office of Equal Opportunity and Access will purchase and/or complete subscriptions to the following advertising sites to increase the visibility of our vacancy notices: Diverse: Issues in Higher Education, Latinos in Higher Ed, Vet Success.Gov, Ability Links.Org Through the University Diversity Committee, we have also established goals to implement the campus climate survey, to create and propose an exit survey/process. FY12 Due to budgetary challenges during FY12, it was our goal to maintain our recruiting efforts to the maximum extent possible while conserving financial resources. Progress Despite difficult economic times, the Office of Equal Opportunity and Access, with support from the President s Office and in partnership with the Provost s Office, continued to commit advertising dollars such that recruitment efforts reached the broadest audience possible and maximized opportunities to attract diverse well qualified applicant pools. While we made limited progress during FY12, we were able to successfully retain the diversity of our previous year s workforce. However, there is much work to be done in order to reach the level of representation as indicated by the availability data. 12