Western Illinois University
Submitted by: Andrea Henderson, Director
FY2012
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 FY10. 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.
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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
40
37
34
35
30
26
Females
25
21
20
Individuals from
Underrepresented Groups
16
15
13
11
12
Total
10
10
8
4 4
5
0
FY09
FY10
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
Other Instructional Positions Filled
100
90
90
80
72
70
Female
60
51
50
41
40
Individuals from
Underrepresented Groups
41
37
30
Total
30
20
16
15
8
10
8
4
0
FY09
FY10
FY11
FY12
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
45
40
40
37
35
35
30
25
Female
22
20
20
Individuals from
Underrepresented Groups
16
15
Total
11
10
10
5
5
7
6
3
0
FY09
FY10
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
Civil Service Positions Filled
100
93
90
78
80
70
Female
60
51
50
50
Individuals from
Underrepresented Groups
38
40
Total
30
20
10
19
18
11
4
3
FY09
FY10
7
4
0
FY11
FY12
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:
#
Total
522 / 321
#
Minorities
120 / 43
%
Minorities
23% / 13%
%
Expected
* / 21%
EEO 2 - Non-Tenured Faculty
145
11
8%
20%
EEO 3 - Administrative Staff/Technicians
133
14
11%
27%
EEO 4 - Professional Staff/Protective Service
237
6
3%
23%
EEO 5 - Office & Clerical/Paraprofessional
EEO 6 - Skilled Craft
EEO 7 - Service Maintenance
349
74
217
16
2
30
5%
3%
14%
26%
19%
38%
EEO Category
EEO 1 - Tenured Faculty/Officials & Mangers
*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 3 – 7.
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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
#
%
#
%
#
EEO 1 - Tenured Faculty
29
5.6
11
2.1
EEO 1b - Officials & Managers
21
6.5
9
EEO 2 - Non-Tenured Faculty
3
2.1
EEO 3 - Admin Staff/Technicians
7
5
11
0
25
101
EEO 4 – Prof. Staff/Protect. Ser
EEO 5 - Ofc & Clerical/ Paraprof.
EEO 6 - Skilled Craft
EEO 7 - Service Maintenance
# and % of Total workforce
Native
American
Int’l
2 or More
%
#
%
#
%
#
%
56
10.7
4
.8
15
2.9
5
1
2.8
7
2.2
0
0
4
1.2
2
.6
1
.7
3
2.1
0
0
3
2.1
1
.7
5.3
2
1.5
5
3.8
0
0
0
0
0
0
2.1
3.2
0
11.5
5.1
0
4
0
1
28
0
1.1
0
.5
1.4
0
0
0
0
71
0
0
0
0
3.6
1
0
1
2
8
.4
0
1.4
.9
.4
0
0
0
0
22
0
0
0
0
1.1
0
1
1
2
12
0
.3
1.4
.9
.6
During FY12, the University experienced a slight decrease in the number of African-American/Black
employees, from 103 to 101, 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
o English and Journalism
o Psychology
• College of Business and Technology
o Agriculture
o Management & Marketing
20%
20%
17%
16%
21%
6
•
•
•
College of Education and Human Services
o Curriculum and Instruction
o Social Work
College of Fine Arts and Communication
o Music
Provost/Academic Affairs
o Library faculty
21%
24%
14%
21%
EEO 2 – Non-Tenured Faculty
• College of Arts & Sciences
o Mathematics
o Nursing
• College of Education and Human Services
o Law Enforcement and Justice Administration
o Communication
• Provost/Academic Affairs
o Western’s English as a Second Language
20%
20%
20%
20%
Campus placement goal rates for minorities have been set for:
EEO 1b – Officials and Managers
EEO 3 – Administrative Staff/Technicians
EEO 4 – Professional Staff/Protective Service
EEO 5 – Office & Clerical/Paraprofessional
EEO – 6 Skilled Craft
EEO 7 – Service Maintenance
21%
27%
23%
Women
White
Women
AA/
Black
Women
Hispanic
Women
#
%
#
%
#
EEO 1 - Tenured Faculty
158
30.3
10
1.9
EEO 1b - Officials & Managers
146
45.5
10
EEO 2 - Non-Tenured Faculty
88
60.7
EEO 3 - Admin Staff/Tech.
54
141
287
1
56
931
EEO Category
EEO 4 – Prof. Staff/Protect. Ser
EEO 5 - Ofc & Clerical/ Para
EEO 6 - Skilled Craft
EEO 7 - Service Maintenance
# and % of Total workforce
Asian
Women
Native
American
Women
Int’l
Women
2 or
More
Women
%
#
%
#
%
#
%
#
%
7
1.3
22
4.2
2
.4
9
1.7
1
.2
3.1
5
1.6
4
1.2
0
0
0
0
1
.3
1
.7
0
0
3
2.1
0
0
2
1.4
1
.7
40.6
1
.8
2
1.5
4
3.0
0
0
0
0
0
0
59.5
82.2
1.4
25.8
46.6
1
10
0
6
39
.4
2.9
0
2.8
2.0
0
4
0
0
18
0
1.1
0
0
.9
0
0
0
0
33
0
0
0
0
1.7
1
0
0
0
3
.4
0
0
0
.2
0
0
0
0
11
0
0
0
0
.6
0
1
0
1
5
0
.3
0
.5
.3
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The University employed 1,040 women, representing 52% of the University’s workforce. Of the
1,040 women employed, 104, or 10%, were women of color, representing 5% of the total workforce
and 43% of the total minority workforce.
All
Women
AA/
Black
Women
Hispanic
Women
#
%
#
%
#
EEO 1 - Tenured Faculty
158
30.3
10
1.9
EEO 1b - Officials & Managers
146
45.5
10
EEO 2 - Non-Tenured Faculty
88
60.7
EEO 3 - Admin Staff/Tech.
54
141
287
1
56
931
EEO Category
EEO 4 – Prof. Staff/Protect. Ser
EEO 5 - Ofc & Clerical/ Para
EEO 6 - Skilled Craft
EEO 7 - Service Maintenance
# and % of Total workforce
Asian
Women
Native
American
Women
Int’l
Women
2 or
More
Women
%
#
%
#
%
#
%
#
%
7
1.3
22
4.2
2
.4
9
1.7
1
.2
3.1
5
1.6
4
1.2
0
0
0
0
1
.3
1
.7
0
0
3
2.1
0
0
2
1.4
1
.7
40.6
1
.8
2
1.5
4
3.0
0
0
0
0
0
0
59.5
82.2
1.4
25.8
46.6
1
10
0
6
39
.4
2.9
0
2.8
2.0
0
4
0
0
18
0
1.1
0
0
.9
0
0
0
0
33
0
0
0
0
1.7
1
0
0
0
3
.4
0
0
0
.2
0
0
0
0
11
0
0
0
0
.6
0
1
0
1
5
0
.3
0
.5
.3
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. Women 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
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•
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,
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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 t he 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
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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
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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.
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