TO:PRESIDENT JACK MILLER

FROM:LAUREN KAMNIK

DATE:NOVEMBER 30, 2007

RE:CENTRAL CONNECTICUT STATE UNIVERSITY

I.INTRODUCTION

On October 5, 2007, you met with AAUW Executive Director, Michele Wetherald, and me, the AAUW Legal Advocacy Fund Director, to discuss the climate of Central Connecticut State University (CCSU). Specifically, we discussed issues that were being raised concerning possible acts of sexual discrimination. Following this meeting, the President of AAUW Connecticut, Carol Virostek, and Imet with CCSU students, faculty, and staff to discuss the campus climate regarding women. Throughout the day, we met with approximately 40 faculty and staff members, as well as several students. Below, please find a summary of the discussions that we had throughout the day.

II.STUDENTS

A.Comments

The following is a list of comments and themes that we heard throughout our conversations with students:

  • Many students do not know of any clear policies regarding sexual harassment and sexual assault. In addition, many students are not aware of the Office of Diversity and Equity.
  • One student stated that she does not believe there are enough student counselors on campus. Specifically, we heard from one student that one of the counselors refused to offer her services until the student had been placed on psychotropic medications.
  • A few students expressed that they are disappointed that you are not a participant in many student-related activities, and they feel there is no connection between students and administration. One student stated that she was hurt when you attended the “Take Back the Night March” and left the program as soon as one student began sharing her story. In addition, one student expressed concern that the university does not fund many women’s events, such as the Women’s Film Festival.
  • One student stated that there needs to be a simplified process for reporting sexual assault and sexual harassment. This student explained that after she reported the incident, she was asked to repeat her experience to numerous faculty and staff in different offices. She felt humiliated and had to relive the incident each time she described the incident.
  • One student questioned whether you had decided whether to change the Code of Conduct, which states that students must report an incident of violence to university officials within a 90-day period from the date of the assault.

B.Recommendations

The following is a list of recommendations to address the students’ concerns:

  • Establish clear written policies on sexual harassment and sexual assault and publish these policies in the student handbook. These policies should include a guide on where students should go if they feel they have been a victim of sexual harassment or assault. In addition, these policies should include information regarding the Office of Diversity and Equity so that students understand that they should report any harassment or assault to the Director of this office.
  • Implement a public service announcement (PSA) campaign on campus to raise awareness of sexual harassment and sexual assault. These PSAs should be displayed in common areas, such as the student center, hallways, dorms, and classrooms.
  • Provide a mandatoryseminar concerning sexual harassment and sexual assault to all students during orientation, including new students, transfer students, and international students.
  • Hire additional counselors so that students can receive the help that they need. If additional counselors cannot be hired due to budgetary concerns, provide students with a list of other resources that students can utilize for counseling needs.
  • Administration should be more visible around the campus and student-related events. For instance, you could meet with a select group of students on a quarterly basis to discuss student concerns. This type of meeting would let students know that administration is listening to them and appreciates their opinions.
  • Conduct a gender survey of students to assess the climate. This survey should be done electronically to protect confidentiality.
  • Implement a policy that allows a student to report sexual harassment and sexual assault one time to a response team. Then, this team can disseminate the information appropriately to other offices.
  • Change the Code of Conduct so that there is no longer a time constraint of when students must report incidences of sexual assault.
  • Publish a brief list of sexual assault and sexual harassment policies and resources in the campus newspaper during the 1st and 8th week of each semester.
  • Increase students’ options by supporting high-quality child care in conjunction with other family-friendly policies. For instance, provide child care for children of all ages for students.

III.FACULTY AND STAFF

A.Comments

The following is a list of comments and themes that we heard throughout our conversations with faculty and staff. Although we heard numerous complaints about a wide range of issues, our focus is solely on issues surrounding women. Therefore, this is only a partial list of comments that we heard:

  • Several faculty and staff members do not feel as though the recent campus survey adequately addressed their concerns. Specifically, many stated that the survey did not address the concerns of part-time or clerical employees. In addition, the staff and faculty mentioned that they were afraid to be honest in their responses because they were unsure of whether the survey would be unanimous and confidential.
  • Faculty raised concern over the tenure process at CCSU. Specifically, many noted that they do not know the criterion that is used to evaluate a candidate. In addition, many noted that they feel you make decisions without consulting the advisory panels that make tenure recommendations.
  • Staff and faculty discussed the low morale and collegiality that they feel on campus. For instance, many mentioned that the campus climate is “stressful,”“unhealthy,” and that individuals are “not encouraged to socialize with one another.” They do not feel respected by administrators, andfear bullying and retaliatory behavior if they voice their concerns. They believe this low morale and collegiality is leading to detrimental effects on their health. Some even mentioned being placed on new medications to deal with the stress from their job.
  • Many female clerical staff members discussed their concerns regarding the reclassification policies that exist on campus. Specifically, many feel that their job duties are reduced when they ask for a reclassification. In addition, they feel they are retaliated against for attempting to receive a reclassification. Furthermore, clerical staff does not feel that the time allotted to their representatives to discuss concerns with you is adequate.
  • A few women staff members mentioned that there are instances of inappropriate comments made regarding women. For instance, one woman stated that she feels women are repeatedly held responsible for party coordinating solely based on their gender.

B.Recommendations

  • Require all faculty and staff to attend sexual harassment and sexual assault training each year. This training should include information regarding the steps that he/she must take when he/she has been a victim of harassment or assault. In addition, this training should include information on the steps that he/she must take when a student reports that he/she has been a victim of harassment or assault.
  • Establish clear written policies regarding the tenure process. In addition, require annual written evaluations with explicit performance measures to address the candidate’s progress in research, service, and teaching. Finally, base tenure decisions on concrete, measurable contributions rather than vague or inconsistent characteristics, such as “excellent service.”
  • Conduct a confidential gender equity study for all faculty and staff, including part-time and clerical employees. This study should be used to determine issues including, but not limited to, the ratio of men to women in specific departments and any pay inequities between men and women.
  • Administration should be more visible around the campus and should meet with a select group of faculty and staff on a quarterly basis to discuss their concerns. It is important for faculty and staff to understand that they should feel safe in voicing their opinions and should not fear retaliation for discussing certain issues.
  • Provide opportunities for women faculty and staff to meet together in a forum setting so that they can voice their concerns to each other. For instance, you could reinstate the CCSU Women and Community Women luncheons.
  • Increase women’s employment options by supporting high-quality child care in conjunction with other family-friendly policies. For instance, provide child care for children of all ages for faculty and staff.
  • Require all staff and faculty to undergo workplace and diversity training each year.
  • Provide mentoring programs for women.

IV.CONCLUSION

I would first like to express my sincere gratitude to you for allowing myself, Ms. Virostek, and the staff of the Women’s Center to meet with members of the CCSU community. Without your support, we would not have received the important feedback that we received throughout the day. We understand that several of our recommendations require time and additional funding, and we know that you cannot address all of our concerns immediately. We do, however, believe that there are steps that can be taken in soon, and hope to work with you and your staff to improve the campus climate regarding women. Please do not hesitate to contact me at 202-785-7735 or if you would like to further discuss these issues. We look forward to working with you in the future.

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