UW-La Crosse Equity & Affirmative ActionCollege & University in La Crosse, Wisconsin
The Second Circuit Court of Appeals (which covers New York Connecticut, and Vemont) rules that under existing federal law — Title VII of the 1964 Civil Rights Act — the prohibition against sex-based discrimination also covers discrimination based on sexual orientation. This ruling follows a similar ruling last year from the Seventh Circuit (which covers Wisconsin, Illinois, and Indiana). The Supreme Court has not ruled on the question yet.
"...the NSF expects awardee organizations to lay out clear standards for harassment-free workplaces, and processes by which students and others can report problems. Workplaces are defined to include conferences and fieldwork at remote sites, where students and young researchers are often most vulnerable."
"Project Oxygen shocked everyone by concluding that, among the eight most important qualities of Google’s top employees, STEM expertise comes in dead last. The seven top characteristics of success at Google are all soft skills: being a good coach; communicating and listening well; possessing insights into others (including others different values and points of view); having empathy toward and being supportive of one’s colleagues; being a good critical thinker and problem solver; and being able to make connections across complex ideas."
"A study out this year, found that marginalized professors spent twice as much time mentoring, recruiting and 'serving on various task forces,' than their White male counterparts. Higher education experts say that these activities take away time that could be applied to the more career-accelerating work of publishing.
Regardless of race, achieving tenure requires a tremendous act of balance. Typically professors’ contracts stipulate how much time they should devote to teaching, research, and service to the school. However, in practice, for new faculty, these contractual lines are blurred. Faculty of color, especially, worry that saying no will cost them votes at tenure time."
"... search committee members considered “relationship status” when evaluating female candidates but not male candidates. And the underlying assumptions of this consideration hurt the female candidates. Search committees assumed that those with boyfriends or husbands might turn down the offer -- even though they were considering candidates who had already been through a substantial portion of a search.
Committee members made “assumptions that such male partners were not ‘portable’ or ‘movable,’” writes Rivera. “By contrast, committees infrequently discussed the relationship status of shortlisted male applicants. When they did, members considered all female partners to be portable, irrespective of their employment status or occupation.”
“...social media does not provide reliable and consistent information on all of your candidates. If you are going to use a tool to make a hiring decision, EEOC guidelines say that it must be reliable and valid. Collecting inconsistent information on your candidates, that might differ across protected classes, and applying inconsistent standards to that information violates best selection practices and not only decreases the accuracy of the selection process, but opens your process up to legal scrutiny.”
"There are a lot of similarities in how the entertainment industry and academia are structured," said Adia Harvey Wingfield, a professor of sociology at Washington University in St. Louis. "In both cases, you have people entering the field who are powerless and vulnerable having to put a lot of faith and trust in someone in a position of power. When people do speak out, it usually looks like women telling other women, ‘Be careful around that professor’ or ‘Don’t have drinks w...ith that professor.’"
A few actors who worked with Mr. Weinstein have expressed regret over the past week that they didn’t speak out when they suspected he was taking advantage of young actresses. And while those confessions have rung hollow for those who consider them too little, too late, advocates for sexual-harassment victims are glad that such conversations are happening at all."
Greater attention and awareness of the realities of sexual harassment in the workplace is a good thing. But we have to avoid simplistic ‘solutions’ that are focused on limiting interactions between women and men, thus negatively impacting women’s opportunities.
“The effect on women’s careers is quantifiable, research has found. Women with sponsors are more likely to get challenging assignments and raises and to say they are satisfied with their career progress, according to data from the Center for Talent Innovation. Yet 64 percent of senior men and 50 percent of junior women avoid solo interactions because of the risk of rumors about their motives, according to a survey by the center.”
October is Domestic Violence Awareness Month. Show your support for victims and survivors of domestic violence by joining the Walk To End Abuse & Candlelight Vigil, Wednesday October 4, 5pm, at Cameron Park in downtown La Crosse.
A powerful reminder that the responsibility for sexual assault belongs to the perpetrator, never the victim.
"As we prepare for the academic year, I hope we can reflect on how some of our practices — subtle and overt — may be perceived by students who are vulnerable to racist and destructive ideologies...
I ask that we no longer blame ignorance for where we are, and instead we depend on the impulse that brought us to teaching and research — the belief in inquiry, revision, and tenacity to come closer to enduring solutions. The stakes are far too high, and the lives of our students far too precious, to avoid a moral accounting of who we are in the classroom."
"Dos and Don'ts on Designing for Accessibility" from Gov.UK
"The next time you want to inquire about someone's race, ethnicity or national origin, ask yourself: Why do I want to know? Or better yet, rather than asking anyone "where are you really from?" try listening—or letting that person ask you a question—instead."