Western Illinois University
Equal Opportunity and Access
Affirmative Action Program
Annual Update
Submitted by: Andrea Henderson, Director
FY 2011
Equal Opportunity and Access
Affirmative Action Program
Annual Update
November 2011
Western Illinois University (WIU) is committed to a comprehensive Affirmative Action program
that ensures access and equity in educational programs, activities, and employment. Further,
WIU is committed to providing equal opportunity and access through an educational and work
environment that is free from discrimination based on sex, race, color, sexual orientation, gender
identity, gender expression, religion, age, marital status, national origin, disability, and veteran
status. To that end, the University’s Affirmative Action/Equal Opportunity and Access program
includes diversity initiatives designed to help recruit, hire, train, and retain a diverse workforce.
These initiatives include training and education programs, organizational policies that mandate
non-discrimination and equal opportunity, non-discrimination compliance oversight and support,
Americans with Disabilities Act and Title IX compliance. Support for these efforts is affirmed in
the University’s Strategic Plan, Higher Values in Higher Education. These efforts also 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.
WIU’s workforce diversity initiatives which include affirmative action administrative
internships, dissertation fellowships, dual career placements, domestic partner benefits, and
trainee programs, are designed to seek out and take advantage of opportunities to remove barriers
which restrict opportunities for individuals from underrepresented groups.
Despite difficult economic times, the Office of Equal Opportunity and Access in partnership with
the Provost’s Office continues to commit advertising dollars such that recruitment efforts reach
the broadest audience and maximizes opportunities to attract diverse well qualified applicant
pools. These advertising strategies include the use of niche publications, major higher education
employment websites, affirmative action blasts, and association listservs. Due to the challenging
cash flow issues the university continued to face during FY11 many vacancies went unfilled.
In FY11, the Office of Equal Opportunity and Access provided support and coordination for 144
faculty and administrative vacancies, compared to 175 vacancies for FY10.
Success in increasing faculty and staff diversity starts with the development of diverse applicant
pools. A review of applicant pools for FY11 shows that 1,648 individuals applied for faculty and
administrative positions during the past year. Comparatively, there were 3,785 applicants in
FY10 and 2,626 in FY09. During FY11, females comprised 43 percent of the applicants for
administrative and faculty positions. Of the applicants who self-identified, individuals from
underrepresented groups comprised 23 percent of administrative and faculty applicant pools.
This data reflects a decrease in the number of applicants and the percentage of female (down
from 52%) and minority (down from 24% candidates). Some of this may be attributed to a
decrease in recruitment activities. Due to cash flow challenges, the Office of Equal Opportunity
and Access has not attended recruitment/job fairs as they had in the past.
2
During FY11, a total of 26 tenure track faculty positions were filled, resulting in the hiring of 10
females and 8 individuals from underrepresented groups. The table below shows a four-year
comparison for tenure track faculty positions filled.
Tenure Track
Positions Filled
FY08
# %
FY09
#
%
Females
Individuals from
Underrepresented
Groups
18
38
21
62
13
35
10
38
15
31
11
32
16
43
8
31%
Total
48
FY10
#
%
34
FY11
#
%
37
26
In addition to the tenure track searches, 51 other instructional positions were filled. This
category includes temporary faculty, associate faculty, faculty assistants, and coaches. Of the
new employees in this category, 30 (59%) are female and 8 (16%) are individuals from
underrepresented groups. The table below shows a four-year comparison for other instructional
positions filled.
Other Instructional
Positions Filled
FY08
# %
FY09
#
%
Females
Individuals from
Underrepresented
Groups
26
55
16
39
37
51
6
13
8
20
4
.6
Total
47
FY10
#
%
41
FY11
#
%
30
8
16
72
51
During the past year, 11 individuals were hired to fill administrative vacancies, including 7
females 64%) and 3 individuals from underrepresented groups (27%).
Administrative
Positions Filled
Females
Individuals from
Underrepresented
Groups
Total
FY08
# %
33
49
FY09
#
%
22 55
13
10
67
19
40
25
FY10
#
%
16
43
5
14
37
FY11
#
%
7
64
3
27
11
3
Data show that hiring activity for civil service positions on campus during FY11 involved a total
of 78 positions. Individuals hired included 38 females and 7 individuals from underrepresented
groups. The table below shows a four-year comparison.
Civil Service
Positions Filled
Females
Individuals from
Underrepresented
Groups
Total
FY08
#
%
42
54
5
6
78
FY09
#
%
19 38
FY10
#
%
11
61
FY11
#
%
38
49
4
3
7
8
50
16
18
9
78
Despite the modified rules restricting trainee placement to no more than 10% of total positions in
a classification, the University continues to successfully utilize the trainee program to enhance
workforce diversity within civil service job groups.
Trainee programs allow individuals an opportunity to receive “on-the-job” training. This
procedural provision allows the University to hire individuals who possess career potential, but
lack one or more of the minimum qualifications required to test for a particular classification.
Trainee programs can be utilized when the Civil Service exam has not provided a diverse pool of
candidates for a particular job classification.
Interest in Trainee programs continues to remain high. There are currently 358 applicants on the
trainee register. During the past year there were 24 active trainee placements. Of these 24
individuals, 9 are African-American, 1 is American Indian, and 13 are women. The tables below
display trainee placements by job classification for FY08, FY09, FY10 and FY11. It is notable
that of these classifications, several are professional level positions.
Trainee Placements
Administrative Assistant
Assistant Bursar
Assistant Superintendent Bldg Ser
Budget Analyst II
Building Service Worker
Business Manager I
Clerical Assistant
Construction Project Coordinator
Equipment Attendant
Financial Aid Advisor IV
Insurance Risk Manager
Intercollegiate Athletics Equip.
FY08
FY10
FY09
1
0
0
0
6
0
0
0
0
0
0
1
1
0
0
1
0
0
0
1
0
1
0
1
FY11
1
0
0
1
0
1
1
1
0
1
0
1
0
1
1
0
11
1
0
0
1
1
1
0
4
Spec.
Library Assistant
Maintenance Worker
Medical Records Tech
Night Supervisor University Union
Office Support Assistant
Office Support Associate
Press Technician I
Stationary Fireman Helper
Web Specialist I
Total
0
0
1
0
1
5
3
0
0
1
0
1
0
3
2
1
0
1
1
1
0
0
3
2
0
2
0
1
0
0
1
2
2
0
1
0
15
15
16
24
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, 23 discrimination and/or harassment complaints were filed and resolved under the
University’s Discrimination Complaint Procedures. This compares to 24 complaints in FY10. Of
the 23 complaints made in FY11, 4 respondents were found in violation of the University’s AntiHarassment Policy. Individuals found in violation of University policy were disciplined in
accordance with employment regulations and relevant collective bargaining agreements.
During FY11, 5,543 individuals completed the university’s sexual harassment prevention
training. This number includes 1175 faculty, 1,740 civil service and administrative employees,
and 2,628 graduate and undergraduate student employees. This is a 44% increase over last year.
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.
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 NCAA Commitment to Equity and Minority Opportunities plans
as a part of the Intercollegiate Athletics Certification Program. During FY11, the committee
investigated the 8 factors for measuring Prong Three compliance and reviewed data to measure
participation in club/intramural sports; participation in HS sports, amateur athletic assoc., and
community sports leagues. The committee will continue to monitor interest in bowling and sand
volleyball. The committee also reviewed data for participation in intercollegiate sports in the
institutions in our normal competitive range and made plans to administer the Survey of
Students’ Athletic Interest and Abilities during the fall semester 2011.
5
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 FY11,
workplace accommodations were provided to 83 individuals. 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.
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. Most recently the committee completed trainings to help users understand
and learn how to create accessible documents in Word and portable document formats. The
committee has also created a volunteer captioning pool to help assist with maintaining captioning
compliance for videos placed on WIU’s public web space.
The university’s annual evaluation of the sufficiency of the Affirmative Action and Equal
Opportunity program includes several factors and action steps. In order to test for adverse
impact in our hiring practices, we reviewed the 80% Impact Ration Analysis of the hires and
offers versus applicants as well as the Standard Deviation Tests. For the majority of positions,
there was no indication of significant disparities in selection rates. The Office of Equal
Opportunity and Access will continue to review areas where a disparity was noted in effort to
determine the cause. We also completed a Utilization Analysis of Western Illinois University
Instructional and Non-Instructional Employees for Fiscal Year 11. (Reports attached). The data
show underutilization of females, Hispanics, Blacks/African Americans, and American Indians
in many areas as well as some underutilization of Asians and Whites in some areas. We will use
the information collected from both analyses to monitor recruitment and selection during the
upcoming year and to assist the department with establishing goals.
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 University Diversity
Council, with membership representing faculty, administration, civil service employees, and the
student body, as well as the University Committee on Sexual Orientation, the ADA Advisory
Committee, continue to work on identifying and resolving issues which affect campus climate,
and recruitment and retention. 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.
6
Utilization Analysis of Western Illinois Universtiy Non-Instructional Employees - Fiscal Year 11
Total WIU Employees
Availability %
Minority
Job Group
Officials & Managers (L0 L5)
Administrative
Staff/Technicians (C4, P1 P7)
Professional
Staff/Protective Service
(C3, C5, C6)
Office &
Clerical/Paraprofessional
(C1&C2)
Skilled Crafts (C7)
Service/Maintenance (C8)
Total
Total
Employees
#
Female
%
#
Minority
Female
Underutilization
Minority
Female
Goal
Min.
Total WIU New Hires
Fem.
Total
New
Hires
%
Minority
#
Availability %
Female
%
#
Minority
Goals Met
Female Minority
Female
%
320
46
14.4
167
52.2
24.7
46.1 Yes
No
24.7
46.1
37
4
10.8
16
43.2
24.7
46.1 No
No
133
4
3.0
118
88.7
6.7
60.6 Yes
No
6.7
60.6
24
4
16.7
7
29.2
6.7
60.6 Yes
No
228
9
3.9
137
60.1
8.8
18.2 Yes
No
8.8
18.2
16
1
6.3
10
62.5
8.8
18.2 No
Yes
366
90
21
6
5.7
6.7
313
1
85.5
1.1
8.4
3.0
76.8 Yes
11.4 No
No
Yes
8.4
3.0
76.8
11.4
25
10
4
1
16.0
10.0
23
0
92.0
0.0
8.4
3.0
76.8 Yes
11.4 Yes
Yes
No
214
1351
34
120
15.9
8.9
59
795
27.6
10.1
60.9 No
Yes
10.1
60.9
24
5
20.8
58.8
136
19
14.0
Data for Exec/Admin/Managerial job group collected from 2010 Survey of Earned Doctorates
Data for all other groups collected from 2011 McDonough County Workforce Availability Information
5
61
0.0
44.9
10.1
60.9 Yes
No
Availability Analysis Worksheet for Instructional Employees (2011 Summary Report)
College
Department
Total
WIU
No.
Arts & Sciences
TOTAL
Business & Tech.
TOTAL
Edu. & Human Serv.
TOTAL
Fine Arts& Comm.
TOTAL
4
22
14
53
11
17
7
15
37
9
9
8
15
26
25
4
Nat'l
No.
114
7,513
2,247
1,421
627
435
458
969
1,400
505
871
1,586
822
3,361
1,296
114
276
African American Studies
Biological Sciences
Chemistry
English & Journalism
Foreign Language & Literature
Geography
Geology
History
Mathematics
Nursing
Philosopy & Religious Studies
Physics
Political Science
Psychology
Sociology & Anthropology
Women's Studies
Accountancy & Finance
Agriculture
Computer Science
Economics & Decision Sciences
Engineering
Engineering Technology
Management & Marketing
Art
Broadcasting
Communication
Comm. Sciences & Disorders
Museum Studies
Music
Theatre & Dance
Nat'l
3
7
7
37
8
4
2
5
14
9
3
1
7
14
14
4
23,739
139
50.4
21
140
7
33.3
12
1,051
1
8.3
23
1,605
4
17.4
16
1,091
6
3
281
0
12
281
3
38
857
5,306
No.
12
33
No.
WIU
No.
%
0
1
4.5
0
0
2
18.2
0
0
0
0
0
0
1
12.5
0
0
0
0
-
84.0
3,790
768
894
406
158
165
409
433
461
249
294
356
2,362
790
84
%
73.7
50.4
34.2
62.9
64.8
36.3
36.0
42.2
30.9
91.3
28.6
18.5
43.3
70.3
61.0
73.7
11,703
49.3
4
1.4
67
47.9
0
-
447
42.5
0
-
333
20.7
0
-
37.5
374
34.3
0
-
80
28.5
0
25.0
80
28.5
0
31.6
26.4
Black/ African
American
Hispanic
WIU
%
75.0
31.8
50.0
69.8
72.7
23.5
28.6
33.3
37.8
100.0
33.3
12.5
46.7
53.8
56.0
100.0
125
Counselor Education (Special Educ.)
Curriculum & Instruction
DFMH
Educational Leadership
EIS
Health Sciences
IDT
Kinesiology
LEJA
RPTA
Social Work
Female
342
1,723
39.9
32.5
0
0
Nat'l
No.
11
302
72
51
69
5
12
43
29
14
25
23
27
276
73
11
9.6
4.0
3.2
3.6
11.0
1.1
2.6
4.4
2.1
2.8
2.9
1.5
3.3
8.2
5.6
9.6
No.
19
180
50
41
12
6
5
53
30
29
41
15
34
165
73
19
%
16.7
2.4
2.2
2.9
1.9
1.4
1.1
5.5
2.1
5.7
4.7
0.9
4.1
4.9
5.6
16.7
772
No.
0
16
6
47
4
8
7
14
30
9
9
3
11
24
19
3
%
72.7
42.9
88.7
36.4
47.1
100.0
93.3
81.1
100.0
100.0
37.5
73.3
92.3
76.0
75.0
3.3
210
76.1
1
0.7
0
-
2
1.4
16
76.2
22
2.1
0
-
29
2.8
11
91.7
19
1.2
0
-
18
1.1
15
65.2
-
16
1.5
1
6.3
16
1.5
12
-
7
2.5
0
-
12
4.3
2
-
7
2.5
0
-
12
4.3
9
14
86
1.6
1.6
1
2
2.6
1.6
50
139
Other/Unknown Race
Nat'l
21
-
7.6
White
WIU
Nat'l
4.4
0.0
1,043
%
WIU
No.
%
4 100.0
2
9.1
2
14.3
2
3.8
0
2
11.8
0
0
3
8.1
0
0
0
2
13.3
1
3.8
2
8.0
1
25.0
5.8
2.6
32
97
No.
%
38
3,691
927
1,003
268
230
240
629
522
347
565
589
453
2,165
741
38
52.4
11
4.0
58
41.4
3
428
40.7
1
431
26.9
75.0
301
66.7
58
75.0
58
84.2
77.6
12,446
33
49
41
71
43
53
52
65
37
69
65
37
55
64
57
33
WIU
No.
%
0
0
1
7.1
1
1.9
4 36.4
2 11.8
0
0
2
5.4
0
0
0
1
6.7
0
0
0
-
329
1,663
Asian
Nat'l
No.
4
90
23
19
11
7
4
21
21
4
11
19
12
49
32
4
Am. Indian
WIU
%
3.5
1.2
1.0
1.3
1.8
1.6
0.9
2.2
1.5
0.8
1.3
1.2
1.5
1.5
2.5
3.5
Nat'l
WIU
Two or more
Nat'l
No.
0
2
5
2
1
5
0
1
2
0
0
4
1
2
3
0
%
9.1
35.7
3.8
9.1
29.4
6.7
5.4
50.0
6.7
7.7
12.0
-
9
572
137
52
21
12
16
29
60
24
37
68
35
147
63
9
%
7.9
7.6
6.1
3.7
3.3
2.8
3.5
3.0
4.3
4.8
4.2
4.3
4.3
4.4
4.9
7.9
10.1
1,291
5.4
2 0.7246
60
0.3
1 0.362
No.
No.
0
0
0
1
0
0
0
0
0
0
0
0
0
0
1
0
%
1.9
4.0
-
No.
3
19
2
2
0
1
1
4
0
3
3
0
2
14
3
3
%
2.6
0.3
0.1
0.1
0.2
0.2
0.4
0.6
0.3
0.2
0.4
0.2
2.6
WIU
No.
%
0
1
4.5
0
0
0
0
0
0
0
0
0
0
0
0
0
0
-
331
1.4
28
14.3
1
0.7
2
9.5
6
4.3
0
-
0
-
0
8.3
11
1.0
0
-
38
3.6
0
-
5
0.5
0
1
4.3
16
1.0
7
30.4
106
6.6
0
-
0
-
0
27.6
0
-
9
0.8
3
18.8
58
5.3
0
-
0
-
20.6
0
-
0
-
0
-
10
3.6
0
-
0
-
20.6
1
8.3
0
-
2
16.7
10
3.6
0
-
0
0
-
38.4
31.3
1
7
2.6
5.6
16
53
1.9
1.0
3
17
7.9
13.6
36
264
4.2
5.0
1
0
0
Nat'l
No.
4
93
16
31
7
6
2
20
5
5
14
17
10
70
20
4
%
3.5
1.2
0.7
2.2
1.1
1.4
0.4
2.1
0.4
1.0
1.6
1.1
1.2
2.1
1.5
3.5
324
1.4
-
1
0.7
-
4
0.4
-
8
0.5
0
-
5
0.5
1
33.3
3
1.1
-
0
-
3
1.1
0.1
0
-
-
0
-
1.0
0.5
0.6
0
-
13.0
0.7
6
215
4
66.7
148
68.8
0
-
23
10.7
0
-
32
14.9
5
83.3
129
60.0
0
-
1
0.5
1
16.7
3
1.4
0
-
0
1,773
26
78.8
1,303
73.5
0
-
78
4.4
0
-
158
8.9
32
97.0
1,077
60.7
0
-
20
1.1
1
3.0
74
4.2
0
-
11
11
59
11
100.0
48
81.4
1
9.1
9
2,248
4
44.4
1,351
60.1
0
-
17
1,255
8
47.1
850
67.7
1
5.9
56
4.5
13
844
7
53.8
569
67.4
0
-
28
3.3
8
176
2
25.0
109
61.9
1
12.5
2
1.1
0
23
262
9
39.1
116
44.3
0
-
12
4.6
0
-
26
128
6
23.1
73
57.0
0
-
6
4.7
3
11.5
16
76
6
37.5
31
40.8
0
-
0
0.0
0
-
6
337
4
66.7
249
73.9
0
-
25
7.4
0
-
168
7,373
87
51.8
4,847.0
65.7
3
1.8
365
5.0
6
3.6
16
207
5
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0
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0
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10
58.8
224
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9
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11
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7
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2 1.923
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20
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2.0
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5
16.7
1.19