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

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 From the Chronicle of Higher Education, Jan. 3, 2013

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 of Handbook) 1.Key laws: Federal Family Medical Leave Act (FMLA) Oregon Family Leave Act (OFLA) Oregon Breastfeeding Law 2.OSU Policies OSU Expressing Milk in the Workplace OSU Sick Leave OSU Vacation Leave OSU Parental Leave Leave without pay Resources: Short-term and Long-term Disability Flexible Spending Accounts 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. and-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.Make being family friendly a priority. 2.Review and assess current practices and climate. 3.Become conscious about unconscious biases. 4.Know relevant policies and laws. 5.Actively advertise and support your unit’s practices. 6.Make family friendly practices standard business. 7.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 , 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? One campus might be able to offer a few job options at best 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?What is HERC?

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 Regional HERCs

Dual-career Resource Diversity Recruiting Cost Savings Professional Development HERC HERC Core Program Areas

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 HERCGO 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 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): 38% of HERC’s Registered Jobseekers are Minorities - 15% more than US faculty

Diversity Recruiting: Gender Distribution 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): 66% of HERC’s Registered Jobseekers are Female - 25% more than US faculty

Professional Development: Regional Member Meetings/Speakers

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 Professional Development: Free Member Webinars

Cost Savings: Select Partnership Discounts 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 HERC has negotiated cross-posting arrangements with Indeed & SimplyHired. These arrangements stretch member institution recruitment dollars by broadcasting all of their jobs to a highly educated and diverse jobseeker population. Indeed is the #1 job site worldwide, visited by 50 million people in over 50 countries monthly. SimplyHired is in the top 10 of job sites worldwide and is visited by 10 million people in over 50 countries monthly. 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 Becky Warner Senior Vice Provost for Academic Affairs 628 Kerr Administration Building