Identify Inequities and Strategize to Provide Solutions
Issues of gender bias can sometimes get lost in the conversations about diversity, equity and inclusion. Just like other organizations, colleges and universities need to address the lack of an equal playing field for everyone and start chipping away at systemic problems.
While the #metoo movement kept discussions about sexual harassment at the forefront in recent years, the pandemic and great resignation have now highlighted other gender inequities.
The pandemic placed a heavy toll on employees – with disproportionate expectations placed on women that have proven unsustainable. Some have left jobs permanently as a result of the length of the pandemic and the inability to bear such a heavy load.
A litany of equity issues related to gender and gender identity exist:
- Lactation spaces that aren’t bathroom stalls
- Single-use restrooms
- Pronoun and chosen name use
…just to name a few.
Our campus legal expert will help you identify inequities in the structures that exist within departments and institutions, work to find solutions (short and long term) to support women in the workplace, and support those who do not identify as cisgender or along a gender binary.
You will take away critical, actionable tools that will help you:
- Examine the current landscape of higher education to identify central tenets of inequity — review case law (including the recent pregnancy discrimination case related to tenure), proposed and enacted legislation, as well as other data to provide a foundation for more campus-specific analysis.
- Bring gender discrimination into the conversation – provide a framework for defining diversity, equity, and inclusion work within your department and/or for the entire institution, particularly as it relates to gender and gender identity.
- Identify other systemic inequities in departmental structures and your institution and find solutions – create a work plan to identify data needed and evaluate existing data to isolate equity gaps in hiring, retention, and pay, among other areas specific to your department and/or for the entire institution.
- Ensure that there is a sufficient, clear, and publicized grievance and support system to address systemic gender discrimination and bias on campus (i.e., microaggressions, etc.), including bias response organization, ombudsperson/advocates, policy reform, and other training for faculty, staff, and students.
- Demonstrate a commitment to gender equity and raise awareness across campus – generate strategies to support the campus community through ongoing, widespread change. Create focus groups to have a specific sense of the experiences of your campus community and transparently publicize feedback and a work plan for addressing those issues to engender trust and participation from campus.
Amber L. Grove is the Director of Title IX and Clery Compliance at the University of North Carolina Wilmington and has served in that role since January 2016. Amber also chaired University of North Carolina Wilmington’s Transgender Issues Committee. Additionally, she served as the Interim ADA/504 Coordinator for the 2020-2021 academic year.
Click here for full bio.
Included When You Purchase
- 90-minute online session with carefully selected expert(s)
- Unlimited access to view webinar recording on demand
- Materials for your team (handouts, discussion questions, etc.)
- Certificate of completion for each participant
- Weekly newsletter – What's Working on Campus
Instructions for access are available immediately upon checkout. You may share this On-Demand Training with any staff members from your campus community for unlimited viewing. For information about licensing this webinar for unlimited distribution on your institution’s internal network/server, email firstname.lastname@example.org.
for participation in
a PaperClip Communications webinar held on