PATHS TOWARD EQUITY Melissa R. Gilbert Associate Professor Department of Geography and Urban Studies Temple University Achieving Equity: Women, the Workplace & the Law Second Annual Workshop of the Faculty Senate Committee on the Status of Women, Temple University October 20, 2010

Faculty Senate Committee on the Status of Women: Charge: To consider areas such as salaries, retirement funds and promotion policies where women are thought to be treated inequitably and to recommend changes in policies to correct inequalities where they exist.

CSW Activities 2005-present Discussions with administrators and faculty reps Experiences of women on campus Preliminary salary data in three colleges Evaluate external reports and studies Reports to President and Provost in 2007 Workshop on Work/Life Balance in 2009

Recommendations of the CSW to President and Provost Collect and publish data annually. 2. Identify and correct inequities annually. Create a system of accountability for administrators. 3. Evaluate the “rules of the game” and “standards” based on diversity goals and Temple’s missions. 4. Create a high level committee to implement and evaluate recommendations 1-3.

Recommendation 1: Data on Gender Equity  Data on gender equity should be collected and published on an annual basis.  The manner in which the data is collected and analyzed should be transparent.

Recommendation 2: Identify and Address Inequities  Gender inequities must be identified and addressed.  Annual review of salary, workload, and promotion differentials.  Inequities rectified on a yearly basis.  Accountability for administrators at all levels of the university.  A process to raise concerns outside the typical chain of command.

Recommendation 3: A Gender Integrated Approach Three models of gender equity: 1. Equal opportunity (evaluate all on the basis of clear rules) 2. Fairness (e.g., stopping the tenure clock during maternity leave) 3. Integration (universities are gendered institutions, need paradigm shift)

Recommendation 3: A Gender Integrated Approach  Evaluate “rules of the game” to accommodate diversity.  Evaluate the gendered nature of “standards” and norms  Evaluate “standards” and norms against missions.

Recommendation 3: A Gender Integrated Approach Results in paradigm shift: 1. How can Temple change to integrate diversity? 2. Viewing our research, teaching and outreach missions as synergistic not antagonistic.

Recommendation 4: High Level Committee  A high level committee to implement and evaluate 1-3  Report to President and Provost  CSW at the table

Next Steps Forward  Revise our recommendations  Submit revised recommendations  Make connections with related faculty groups