Leadership Academy
Academic Affairs
January 2013
Recruiting and retaining the most
diverse and talented faculty
Today’s Session will focus on:
 Creating a Family Friendly Department: A Toolkit for Academic
Administrators
 Greater Oregon Higher Education Recruitment Consortium
(GO HERC)
 Office of Work Life: Welcome to Robynn Pease
From the Chronicle of Higher Education, Jan. 3, 2013
In May 2010, my 39-year-old spouse contracted a rare form of
bacterial meningitis. After six days in an unresponsive state, 10
days in intensive care out of 19 total days in the hospital, four
weeks of home care, and three months of additional physical
therapy, he was able to return to work. As I look back on that
ordeal, what strikes me about my own response is that I never
considered taking advantage of the paid family medical leave
offered by my university.
Ann Green, Professor of English, Saint Joseph’s University
Why would faculty members not use FMLA (or request a tenure
clock extension)?
• They don’t know about the policies.
Over half of faculty do not know if they are allowed temporary relief with no
loss of pay to attend to family and personal duties under certain circumstances.
(ACE/OSU survey, fall 2011)
• They don’t believe they will get support from their supervisor.
• They are concerned about promotion and/or tenure.
48% of eligible faculty who did NOT extend the tenure said they were afraid if
would hurt their chances for tenure. (ACE/OSU survey, fall 2011)
• They worry about their reputation.
55% of those eligible to extend the tenure clock and chose not to feared
it would make them appear less committed to their career. (ACE/OSU
survey, fall 2011)
• They are concerned about consequences for salary increases.
A recent study found that faculty who use tenure clock extension
policies for family reasons experience a wage penalty which could not
be explained by differences in productivity. (Manchester et. al)
Why should units be family friendly?
Healthy People: Work life issues can hamper productivity and
interfere with relationships (spillover)
Healthy University: Work life pressures can lead to retention
issues for the university (costs of recruitments can easily reach
$100k)
What role do academic administrators play?
As an agent of the University, one of your major responsibilities is carrying out
our policies and procedures. (see pp. 24-25 of Handbook)
1.
Key laws:
• Federal Family Medical Leave Act (FMLA)
• Oregon Family Leave Act (OFLA)
• Oregon Breastfeeding Law
2.
OSU Policies
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OSU Expressing Milk in the Workplace
OSU Sick Leave
Resources:
OSU Vacation Leave
• Short-term and Long-term Disability
OSU Parental Leave
• Flexible Spending Accounts
Leave without pay
• Childcare Subsidies
OSU Policies (continued)
• OSU Tenure Clock Extension
Under extenuating circumstances, such as personal or family
illness, a faculty member can request of the Provost and
Executive Vice President that the tenure clock be extended. A
one-year extension will be granted for leave taken under the
Family and Medical Leave Act that extends for 3 month or more.
http://oregonstate.edu/admin/aa/faculty-handbook-promotionand-tenure-guidelines
When the tenure clock is extended:
OSU Associate dean (p. 12): perceptions of extra time.
In sample letter to external reviewers:
Professor X received approval for a tenure clock extension of [ ]
year[s] in accordance with Oregon State University policy.
Therefore, it is important that you evaluate the dossier without
prejudice, as if Professor X had been on probationary status the
standard five years.
Note: The FS P&T committee is addressing similar language in guidelines to unit
and college level tenure committees.
Ten Essential Steps for Academic Administrators
1.
2.
3.
4.
5.
6.
7.
Make being family friendly a priority.
Review and assess current practices and climate.
Become conscious about unconscious biases.
Know relevant policies and laws.
Actively advertise and support your unit’s practices.
Make family friendly practices standard business.
Establish a standard of collegiality that supports a family friendly
department.
8. Recruit and hire diverse faculty.
9. Maintain transparency in the P&T process; support those with
different paths.
10. Implement a number of small changes that can affect culture.
Case Studies: Establishing Best Practices
(Case studies were distributed to each table and discussed.)
We are not recruiting individuals anymore.
Clayman Institute August 2008
Most comprehensive dual-career study
• Unresolved partner predicament is one of the most cited causes of
recruitment failure, especially for women candidates.
• 88% of dual hires surveyed would not have accepted offers if not for
attention to the spouse’s predicament.
• The majority of dual-career survey responders are unaware of any
dual-career policies or supports available to them; institutions with
written policies are perceived as offering the most support.
-- From the Clayman Institute for Gender Research
“Managing Academic Careers Survey"
(Stanford University, 2008)
University of Virginia 2010 Faculty Declination Study confirms
Clayman findings:
• Of the 74 individuals who declined tenure track positions
between 2005-2009, who had a spouse/partner, dual-career
concerns ranked #1 (61%) in reasons why they declined the
offer.
• Second to dual-career concerns (42%) was salary.
• Underrepresented minorities found dual-career concerns to
be even more important (83%) than the white respondents
(53%).
Why not go it alone?
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One campus might be able to offer a few job options at best
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Many campuses collaborating together can offer many job
options
It takes COLLABORATION: GO HERC
HERC: Jobs at Smart Places
Vision: To promote equity and excellence in higher
education recruitment worldwide.
Mission: HERC advances member institutions’ ability
to recruit and retain the most diverse and talented
workforce and to assist dual-career couples.
VIDEO: What is HERC?
Regional HERCs
15 Regions + National HERC Office
2000: Northern California
2003: Southern California
2005: NJ/Eastern PA/DE
2006: New England
2007: National HERC
2007: Metro NY & Southern CT
2007: Upstate NY
2007: Greater Chicago Midwest
2007: Michigan
2007: St. Louis
2008: Mid-Atlantic
2008: Upper Midwest
2011: North Texas
2012: Greater Oregon
2012: South-Gulf-Central Texas
2012: Greater Colorado (in development)
2013: Upper Northwest (pending core institutional support)
Regions represent 25 states
and the District of Columbia
HERC Core Program Areas
Dual-career
Resource
Diversity
Recruiting
HERC
Cost Savings
Professional
Development
Old paradigm: Dual Career couple viewed as problem
Dual-career: Regional & National Jobs Websites & Search
Technology & Resources
New England HERC Website
Dual-career: Formal Network of Campuses within a
Commutable Distance: GO HERC
Oregon University System:
EOU, OHSU, OSU, OUS, PSU, SOU, UO,WOU
Community Colleges:
Blue Mountain CC, Mount Hood CC, Portland CC
Private Colleges:
Birthingway C of Midwifery, Marylhurst, Linfield C, Pacific U,
Willamette U
Washington:
Lower Columbia C, Whitman C, WSU-V
Diversity Recruiting:
Outreach at Diversity Conferences
HERC reaches out to
scientists, scholars, and
other professionals who are:
• Women
• Minorities
• Veterans
• People with disabilities
• And members of the GLBT community
Diversity Recruiting: Race Distribution
38% of HERC’s Registered Jobseekers are Minorities - 15% more than US faculty
90%
80%
70%
HERC-wide Registered
Jobseekers (2011)
60%
50%
40%
Faculty at US Colleges and
Universities (2010)
30%
20%
10%
0%
American Indian
Asian
Black
Hispanic
White
Sources:
1 HERC-wide registered jobseeker survey data represents 182,000 cumulative registered users as of 2011, and was completed by
National HERC staff.
2. Faculty at US Colleges and Universities completed by the Chronicle of Higher Education (CHE):
http://chronicle.com/article/Percentage-of-Full-Time/128518
Diversity Recruiting: Gender Distribution
66% of HERC’s Registered Jobseekers are Female - 25% more than US faculty
70%
60%
50%
HERC-wide Registered Jobseekers
(2011)
40%
30%
20%
Faculty at US Colleges and
Universities (2010)
10%
0%
Male
Female
Sources:
1. HERC-wide registered jobseeker survey data represents 182,000 cumulative registered users as of 2011, and was completed by
National HERC staff.
2. Faculty at US Colleges and Universities completed by the Chronicle of Higher Education (CHE):
http://chronicle.com/article/Percentage-of-Full-Time/128518
Professional Development:
Regional Member Meetings/Speakers
Professional Development: Free Member Webinars
The PhD Project: Advancing Your Career in Academe
Alicia Jackson, PhD, Dean of the Sigmund Weis School of Business, Susquehanna
University
Placing Diversity in the Academic Mission: Institutional Strategies for Faculty
Diversity
Sheila O'Rourke, JD, Director of Faculty Equity Initiatives, Division of Equity and
Inclusion, UC Berkeley
Academic Couples: Opportunities and Strategies
Andrea Rees Davies, PhD, Director of Programs and Research, The Clayman Institute
for Gender Research at Stanford University
Recruiting and Retaining Generation X
Cathy Trower, PhD, Co-Principal Investigator, COACHE/Harvard University
Cost Savings: Select Partnership Discounts
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AccessibleEmployment.org – 15% off ads
AllDiversity.com – 50% off ads
American Psychological Association (APA) – 10% off ads
Bright Horizons – 10% off consulting
DisABLEDperson.com – 20% off ads
Diverse Issues in Higher Education – 10 % off ads
Graystone Advertising – 2-10% rebate
Hispanic Outlook – 15% off ads
Insight Into Diversity – 10% off ads
Job Opportunities for Disabled American Veterans – 20% off ads
Latinos in Higher Ed – 15% off ads
MilitaryVetJobs.com – 50% off ads
Monster – exclusive pricing up to 46% discount
NAACPJobFinder.com – 15% off ads
National Black MBA Association – 15% off ad packages
National Urban League Jobs – 15% off ads
PeopleAdmin – 2.5% off entire contract for new customers
WorkPlaceDiversity.com – 50% off ads
Cost Savings: Jobs Cross Posted on Indeed & SimplyHired
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HERC has negotiated cross-posting arrangements with Indeed & SimplyHired.
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These arrangements stretch member institution recruitment dollars by broadcasting
all of their jobs to a highly educated and diverse jobseeker population.
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Indeed is the #1 job site worldwide, visited by 50 million people in over 50 countries
monthly.
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SimplyHired is in the top 10 of job sites worldwide and is visited by 10 million people in
over 50 countries monthly.
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Both sites are top referrers to the regional and National HERC websites.
Contact Information
Robynn Pease, Ph.D.
Work Life Coordinator
Director, GO HERC
472 Waldo Hall
541.737.4852
robynn.pease@oregonstate.edu
Becky Warner
Senior Vice Provost for
Academic Affairs
628 Kerr Administration Building
541.737.0732
becky.warner@oregonstate.edu