In the Spring of 2017, the Provost convened a Faculty Gender Equity Taskforce charged with the following tasks:
To investigate barriers to the promotion of women to the rank of full professor at Bradley, including but not limited to barriers in three main professional areas (teaching, research, and service).
To review institutional policies and de facto practices that may result in differential outcomes for male and female faculty.
To investigate best practices used by other institutions that contribute to the retention and advancement of women in the academy.
To develop recommendations for increasing gender equity in the above areas and on issues that become apparent through the review process, and to submit those recommendations to the Provost for consideration by the appropriate administrative and/or shared governance units at Bradley University.
In the Spring of 2018, the Faculty Gender Equity Taskforce administered a campus-wide survey to all full-time and part-time faculty to investigate issues related to workload, tenure and promotion processes, administrative policies and practices, and campus climate. It also hosted a series of Faculty Gender Equity Forums to gain additional feedback from the university community.
The results of the survey, the full report and recommendations of the Task Force, and updates on the implementation of gender equity initiatives may be accessed through this page as they become available.
Questions regarding the University’s Faculty Gender Equity Initiatives may be directed to Jackie Hogan, Chair of the Faculty Gender Equity Task Force, at firstname.lastname@example.org.
All resource documents require a faculty or staff BUnetID login to view.
2018 Task Force Survey, Results and Recommendations
Recommendation 3c. Identify one campus office(r) as the contact point for non-academic student care issues. The Office of Student Affairs produced a guide to campus resources for working with student concerns. Related Information
Recommendation 10b. Review and revise current sexual harassment and sexual discrimination policies and procedures, and consider appointing a Gender Equity Ombudsperson. The university has a formalized consensual relationship policy. Related Information
Recommenation 11. Diversify Bradley’s leadership. In the past two years 60 percent of the President’s Administrative Council hires have been women; 40 percent were persons of color. Related Information
Recommendation 10a. Appoint a full-time Chief Diversity, Equity and Inclusion Officer. The university is studying the possibility of hiring Chief Diversity Officer
Training for all employees on harassment and discrimination was implemented in Fall '18. If you haven't finished your training please do so as soon as you can. Related Information
Recommendation 9c. Examine the feasibility of adopting dual-career academic couple hiring policies. The issue of "trailing spouses" is being discussed as we explore strategic partnerships with Caterpillar, OSF and UnityPoint Health.
Recommendation 8a. Create a salary reporting mechanism. The Provost is considering the feasibility of creating salary reporting mechanism.
Recommendation 9b. Clarify “tenure clock” provisions. The senate has been asked to clarify tenure clock provisions.