Human Resources Management Commons^™

Ums Transforms: Diversity, Equity, And Inclusion Event Update, Samantha Toner

Social Justice: Diversity, Equity, & Inclusion

On April 23, 2021, over 400 members of the University of Maine System (UMS) community gathered virtually to discuss barriers and potential ways to remove those barriers in order to provide diversity, equity, and inclusion within UMS.

Vocation, Belonging, Courage: Gender Equity In Narratives Of Non-Exempt Women Administrative Assistants In Academic Units At The University Of Dayton, Julio A. Quintero, Heather Ashley

Reports from the Gender Equity Research Fellowship

Gender roles normalize thinking patterns, behaviors, actions, and attitudes. The workplace is not immune to their influence. Gender roles make certain labor invisible, either because it does not typically fit with the expectations of a determined gender group, or because it is deemed normal and therefore expected.

This report condenses the narratives of 11 non-exempt women administrative assistants at the University of Dayton in reference to how vocation, belonging, and courage are affected by gender. Based on the responses, the report proposes several approaches to equity, which is defined as the modifying of structures and practices that have intentionally or …

Faculty Start-Up Negotiations: An Examination Of Gender Differences And Recommendations For Improvement Opportunities At The University Of Dayton, Kathrin Hanek

Reports from the Gender Equity Research Fellowship

Amidst well-documented gender differences in negotiation and gender wage gaps in academia, ensuring gender equity in faculty start-up negotiations is an important part of the University of Dayton’s commitment to diversity, equity, and inclusion. The current investigation examined the faculty start-up negotiation process at the University of Dayton from the perspective of department chairs and new tenure-track faculty hires with an emphasis on gender differences in the initiation and outcomes of negotiations as well as potential underlying factors that may contribute to gender disparities.

Data collected from surveys and interviews indicated gender differences primarily in the initiation of negotiations, satisfaction …

Ums Transforms: Advancing Diversity, Equity, And Inclusion, Samantha Toner

Social Justice: Diversity, Equity, & Inclusion

Meeting agenda for the virtual UMS TRANSFORMS online discussion. Panelists included Kitty Armstrong, William Johnson, Darren Ranco, Krystal William, and Jenny Wriggins.

Ums Transforms: Overview, Samantha Toner

Social Justice: Diversity, Equity, & Inclusion

The University of Maine System's UMS TRANSFORMS initiative targets four areas of the academic institution on which to focus efforts to increase diversity, equity, and inclusion primarily impacting students, student athletes, and faculty: UMS-wide student success and retention; The Maine College of Engineering, Computing and Information Science; The Maine Graduate and Professional Center; Division I Athletic Facilities at the University of Maine.

Leading Change: A Case Study Of A Transparent, Scaffolded Process For Rebalancing Workloads Across Liaisons, Carolyn Schubert

Libraries

Campus and internal position reorganizations changes had created significant imbalances across workloads of liaison librarians. Some people were experiencing burnout, some were feeling unengaged due to underutilization. To build buy-in for the change process and ultimate change decisions, the interim Director developed a multi-step process for scaffolding change and creating transparency across the decision points. Working within the constraints of existing personnel, we had to be creative. The presentation will describe the techniques the interim Director used to identify the problem, facilitate open communication, and engage shared leadership to resolve the imbalances.

Navigating The Murky Middle: Understanding How Career Aspirations And Experiences Influence The Career Progression Of Women Identifying, Student Affairs, Middle Managers, Lindsey Gilmore

Graduate Theses, Dissertations, and Capstones

Even though women have made tremendous strides in many facets of education, ascending the administrative and leadership ranks within universities at a proportionate ratio to the number of women who peak as middle managers is not one of them. In the past 40 years, the number of women serving as presidents of universities across the nation has increased less than 10% from 21.1% in 1975 to 30.1% in 2016 (ACE, 2018). If a woman does find herself serving at the helm of an institution, it is more than likely at a “private, liberal arts schools rather than at doctoral granting, …

Ua3/1/1 President's Office-Cherry Reports, Wku Archives

WKU Archives Collection Inventories

Reports made by Henry Cherry to the Board of Regents and departmental reports made to Henry Cherry.