Difficult Dialog
(Equity and/or Competitiveness)
• Religious Beliefs
• Cultural and Societal Values
• Fear of Differences
Will addition of domestic partner benefits
make the University of Missouri more
competitive in a national and international
higher education markets?
History of DPB Requests to UM
System Administration
>10 Yrs
2008
2009
2010
2010
2011
MU Faculty Council Resolution and Request
MU Status of Women Request with Chancellor Support
UMSL Resolution and Request
UMKC Resolution and Request
MU Resolution and Request
Intercampus Faculty Council Request
Developed Business Case Justification for Inclusion
Agenda for RSB Committee
Write-in Campaign
Competition
for Faculty and Administrators
With Other Universities
Competition for Faculty/Administrators
(with other schools)
Comparator Schools
without DPB
MU
UMKC
UMSL
MS&T
4/34 AAU Public (4/61 AAU)
(Texas, Texas A&M, Kansas, Virginia)
7/25
(2 VA, 1 TX)
9/31
( 2 VA, 2 TX, 1 KS)
2/16
(New Mexico Mining, S. Dakota Mining)
% With DPB
92%
72%
66%
81%
• 47/50 States have Universities/Colleges with DPB
• Average length of time with DPB is 12 years (longest 22 yrs)
• Not limited to secular schools
(Marquette, U Denver, Furman, Elon, Pacific Lutheran, Southern Methodist, Univ. San Diego)
Comparator Schools for MS&T
California Institute of Technology (Pasadena, CA)
Clarkson University (Potsdam, NY)
Colorado School of Mines (Golden, CO)
Florida Institute of Technology (Melbourne, FL)
Georgia Institute of Technology-(Atlanta, GA)
Illinois Institute of Technology (Chicago, IL)
Massachusetts Institute of Technology (Cambridge, MA)
Michigan Technological University (Houghton, MI)
Missouri Institute of Science & Technology
New Jersey Institute of Technology (Newark, NJ)
New Mexico Institute of Mining and Technology
Rensselaer Polytechnic Institute (Troy, NY)
South Dakota School of Mines and Technology
Stevens Institute of Technology (Hoboken, NJ)
University of Alabama in Huntsville
Worcester Polytechnic Institute (Worcester, MA)
Yes (marriage)
? (marriage)
Yes
Yes
Yes (soft only)
Yes (civil unions)
Yes - marriage
Yes
NO
Yes (civil unions)
NO
Yes (marriage)
NO
Yes (civil unions)
Yes 2011-12
Yes - marriage
Missouri Higher Education Institutions
with Domestic Partner Benefits
William Woods College (Fulton) (2011)
Westminster College (Fulton) (2009)
Stephens College (Columbia) (2010)
Drury College (Springfield)
Avila College (Kansas City, MO)
Shawnee Mission Community College (Kansas City, KS)
Webster University (St. Louis)
Washington University (St. Louis) (1994)
Metropolitan Community College (St. Louis)
St. Louis College of Pharmacy (St. Louis)
Competition for Faculty,
Administrators & Staff with Industry
2009 Employers Responding to the HRC
with Domestic Partner Health Insurance
Corporate Equity Index
Fortune 100
Fortune 500
Fortune 1000
AMLAW
83
293
404
153
(83%)
(59%)
(40%)
(77%)
>9300 Private Sector Companies with >500 Employees have DPB
Companies Headquartered in Missouri with DPB
AMC Entertainment Inc
Ameren Corp
Anheuser-Busch Companies, Inc
Brown Shoe Company, Inc
Brian Cave, LLP
Cerner Corp
Cms Communications
Data Research Associates
Design Consultants, Inc
Enterprise Rent-A-Car, Inc
Express Scripts, Inc
Fred Pryor Seminars/Careertrack
Graybar Electric Company, Inc
H&R Block
Hallmark Cards, Inc
HNTB Companies
Husch Blackwell Sanders LLP
Jacobs Civil Inc
Loanscapes, LLC
Loansurfer.com
Midwest Library Service
Monsanto Co
Nestle Purina PetCare Co
Polsinelli Shughart PC
Progressive Medical Inc
Pulitzer Inc
Shook, Hardy & Bacon LLP
Sizewise Rentals Llc
Smithkline Beecham Consumer
SSM Health Care System
St. Louis Post-Dispatch
State Street Kansas City
Stinson Morrison Hecker LLP
Thompson Coburn LLP
Competition by Business Sector
Technology/Software
IBM Inc
Cisco Systems, Inc
Dell Inc
Apple Inc
Blackboard Inc
Adobe Inc
Corning Inc
Hewlett-Packard Co
Intuit Inc
Lexmark International
McAfee Inc
Microsoft Corp
Motorola Inc
Xerox Corp
Peoplesoft Inc
Pharmaceuticals
Abbott Labs
Baxter Corp
Berlex Inc
Boehringer Ingelheim
CVS Caremark
Eli Lilly
GlaxoSmithKline
Johnson & Johnson
Merck & Co
Novartis
Pfizer Inc
Wyeth
Aerospace Industries
Boeing Co
Goodrich Corp
Honeywell International
Lockheed Martin
Northrop Grumman
Raytheon
United Technology Cort
Competition for Staff
Food Industry
7-Eleven Inc
Aramark Corp
Berger King Corp
Campbell Soup Co
Cargill Inc
Coca-Cola Co
ConAgra Foods Inc
Dean Foods
Dole Foods Inc
Dunkin Brands
General Mills
H.J. heinz Co
Hershey Co
Kellogg Co
Kraft Foods
Kroger Co
McDonald’s Corp
MillerCoors LLC
PepsoCo
Sara Lee
Walgreen Co
Locals (Columbia)
Kraft Foods
IBM
Frito Lay/Quaker TIAA-CREF
State Farm
Target
Sprint
Walgreens
Century Link
Postal System
AT&T
Columbia City
3M
St Louis City
Lowes
Kansas City
Home Depot
Jackson County
JC Penney
Boone Hospital
Sears
Macy
What About Cost?
(to the employee)
You Pay
UM Pays
Annual Loss
for DPB
Employee
$120.34
$325.34
Employee +
Spouse
$256.86
$718.80
$4721.52
Employee +
Family
$348.48
$942.22
$7402.56
Does not include cost of buying private insurance or pre-tax differential
Total Compensation Philosophy
Straight Employee makes $50,000 + $4722 = $54,722
Gay Employee makes $50,000 + 0
= $50,000
Domestic Partner Benefits:
Cost and Utilization
After more than a decade of experience with employers offering domestic
partner health benefits, the cost to most employers has been negligible.
Overall Impact on Benefits Cost
A 2005 Hewitt Associates study found that the majority of employers — 64
percent — experience a total financial impact of less than 1 percent
of total benefits cost, 88 percent experience financial impacts of 2 percent or
less and only 5 percent experience financial impacts of 3 percent or greater of
total benefits cost.
Utilization / Enrollment
Rates of enrollment have not been particularly high. Possible explanations most
commonly cited for this are that same-sex domestic partners are likely already
covered by their own employer, or that the employee is simply unwilling to
disclose their sexual orientation for fear of discrimination.
A 2005 study by Hewitt Associates found an average of 1 percent of eligible
employees elected coverage for a domestic partner and that an average of 1
percent of employees elected coverage for dependents of a domestic partner.
What About Cost?
(to the employer)
Premium Costs Only
Salary and Wage $1,000,000,000
Benefits
$100,000,000
Adding SS DPB
$1,000,000
Adding SOS DPB
$6,000,000
1% change in salary requires $10 million
1% change in retirement contributions is $10 million
BY Campus
MU ~55%, 15% each of the others
MS$T $150,000 for SS DPB
$900,000 for SOS DPB
Validation of “Relationship” in the
absence of state laws on civil unions
Additional Questions: Domestic Partner Benefits
OPEN – C&HR – INFO 4
Does Lack of DPB Impact Hires?
Faculty Lost Hires (2008-2010)
Assistant Professor, School of Social Work (Female, White/Caucasian, 40's)
Tenure-track: Human Environmental Sciences; September 2007- August 2008
The applicant said that she had a partner and wanted partner benefits. She obtained an offer from another
university (University of Louisville) that has partner benefits so she accepted that position. We had not yet
made an offer but she was our top candidate and we were about to make the offer. But she knew that we did
not have partner benefits.
Assistant Professor, School of Social Work (Female; White/Caucasian, 30's)
Tenure-track;; Human Environmental Sciences; September 2008 - August 2009
Met candidate at national meeting for screening interviews. She said at that time that she had a partner and
would need partner benefits or a job for partner. Partner has children. We brought candidate to campus for
interview and made an offer. She brought partner to Columbia to look for a job but didn't find anything suitable.
Candidate declined offer. In this case if we had partner benefits it might not have been enough unless partner
benefits would also include partner's children.
Assistant professor, Women and gender studies (Female; Black/African American, 20’s)
Tenure-track; September 2006 - August 2007
All I recall is that the faculty member informed us that she no longer wanted to be considered because of the
lack of partner benefit policy. I also have a faculty member who is currently looking for a job because of the lack
of a policy. Withdrew after applying - before action on application
Professor, British Literature (Female, White/Caucasian, 40's)
English, September 2009- August 2010
Expressed interest in MU, but changed mind when I said there were no same-sex benefits here at this time.
Refused to apply
Does Lack of DPB Impact Hires?
Chair of a department in the College of Education
Tenured position, September 2006 - August 2007 (Female, White/Caucasian, 40's)
Candidate did not apply for a position as a department chair in the College of Education. Candidate was successfully recruited to be
Associate Dean of Education in a major Big Ten University. She did not apply because there were no partner benefits at the University of
Missouri.
Director of Development Research
Administrator - department head or higher (Female, White/Caucasian, 40's)
Development; September 2008 - August 2009
During a trip the Association of Prospect Researchers for Advancement (APRA)in August 2008 I attended the conference to recruit for a
new director of development research in the Office of Development. When I returned I started looking through some of the possible
recruits that I had identified. One of the possible recruits was an associate director of development research at a Big 10 University. In
September I started doing some background checks on her and determined that she was a very good recruit, somebody with the skills,
talent and leadership I was looking for in a candidate. I started to pursue her with an initial telephone interview, which went well. After
that discussion she became more interested and we had a follow-up discussion where she started asking about benefits, the university
and the city of Columbia. During the conversation she mentioned that she had a partner and that it would be important that they have
benefits because it may be a while before her partner could get a position and she inquired about domestic partnership benefits. Once I
told her that we did not have domestic benefits she wanted to think about applying for the position. After some she thought she called
back and said that because we didn't have domestic benefits that she couldn't consider the position because she couldn't risk moving
here and not have benefits for her partner who may not be able to find a position immediately and that they had a child. Refused to
apply
Vice Chair position at the School of Medicine
Non-tenurable ranked faculty. September 2008 - August 2009 (Male, White/Caucasian, 40's)
I took on the leadership of a department. I had anticipated bringing one of my strongest colleague from my previous institution to serve
as vice chair of clinical services. He was very interested in pursuing the position and we discussed having him interview here. He asked
me about domestic partnership benefits, which I assumed existed here, since they had been at my previous institutions for nearly 20
years. When I found out they did not apply here I told my colleague. He declined the interview for financial reasons (needing health
insurance for his partner with a preexisting condition) but his partner also persuaded him not to apply to a "hostile" institution. Refused
to apply