We have categorized the recommendations from past SOWRs into two sections, one that describes those recommendations that have been systemically implemented across campus and those that, to the best of our collective knowledge, have not been implemented on an institutional level.

CCW would like to commend Chancellor Byyny and the CU-Boulder campus administration for their diligent and timely work in the full or partial implementation of more than a dozen policy recommendations identified in past SOWRs. Each of these actions represents a positive step toward ensuring and increasing safety, justice, and equity for the women in this campus community.

The following policy recommendations from the 1998 SOWR have been fully or partially implemented:

• Ensure salary equity for faculty and unclassified staff.
  Action was taken to increase salary equity for faculty and a study performed to determine if the current level of equity is sufficient for a sustainable program.
  
  A report released February 2002 from the Office of the Provost states that there are no longer statistically significant differences in salaries paid to male, female and minority faculty when the data is corrected to account for differences in faculty rank, market demand and experience. Some faculty members dispute this.
  
  
• Aggressively recruit and promote women administrators.
  Action plans have been revised to increase faculty diversity and ensure the inclusion of women in the candidate pool.
  
  Women now fill six high administrative positions, up from three in 1998 and 1999.
  
  The permanent position of Associate Vice Chancellor of Diversity and Equity was created and assigned to Ofelia Miramontes. This position oversees the Office of Diversity and Equity, and develops and supports programs and policies related to increasing diversity on campus.
  
  
• Create mentoring opportunities for faculty.
  Programs targeting junior women faculty are now in place.
  
  Faculty Affairs has created an A-Z website on women’s issues, with plans to develop it further as a campus-wide women’s issues site.
  
  All Arts and Sciences departments are now required to have mentoring programs for junior faculty. Several women are participating in this program.
  
  
• Create managerial training.
  An emerging leaders program has been developed by the Chancellor’s Office for faculty administrators. 43% of the seven participants are women.
  
  The Leadership Forum, sponsored by Organization and Employee Development (OED), has been designed to improve participants’ skills in their current positions and to enhance succession planning efforts. 58% and 67% of the participants in the past two years of the program have been women. Likewise, OED’s Boulder Perspective and University Perspective programs have attracted a large percentage of women over the past two years: the Boulder Perspective has drawn 93% and 92% women, and the University Perspective 91% and 78% women in the past two years.
  
  
• Create and implement opportunities for staff development and professional growth.
  Selected funding for on- and off-campus leadership programs is now available.
  
  Off-campus programs include the Management Institute for Women in Higher Education, Bryn Mawr Summer Institute for Women in Higher Education presented by Higher Education Resource Services, and the Academic Management Institute sponsored by the Office of Women in Higher Education from the American Council on Education.
  
  
• Ensure sexual harassment complaints are addressed and disciplinary action is enforced.
  The sexual harassment policy has been revised and the level of monitoring and disciplinary action has been increased.
  
  Disciplinary action is now taken if the behavior subject to complaint is deemed to be inappropriate, but not in strict violation of policy. The average length of an investigation has decreased significantly.
  
  During 1999-2000, a co-chair of Sexual Harassment was installed. The position was upgraded to Director of Sexual Harassment, currently filled by Candice Bowen.
  
  Campus-wide training and information efforts about sexual harassment issues have greatly increased. Web-based training is in place and an initiative was developed for faculty training.
  
  In 2001, a significant campus awareness campaign utilized various media forms to heighten awareness
  
  
• Recognize gender and ethnicity as inter-related.
  The campus diversity policy has been revised to reflect this inter-relationship. Job classification data has been provided by gender and ethnicity since 1999-2000.

The following policy recommendations from the 1999 SOWR have been fully or partially implemented:

• Continue to increase orientation sessions for new students, faculty and staff on diversity issues.
  Diversity issues have been incorporated into orientation sessions.
  
  
• Provide funding for in-depth analysis of salary data comparisons.
  Analysis of salary data for faculty now provides comparisons that compensate for multiple variables including discipline, rank, highest degree, ethnicity and gender. Job classification data is now provided by gender and ethnicity.
  
  Since the 2000-2001 academic year, funding has been available to gather data to support the SOWR.
  
  
• Ensure Colorado Pay for Performance (CPP) training for all supervisors of classified staff.
  All staff personnel and supervisors of classified staff are CPP trained to promote fairness and timeliness in evaluations in order to ensure equitable pay.

The following policy recommendations from the 2000 SOWR have been fully or partially implemented:

• Examine the feasibility of childcare facilities on campus.
  Chancellor Byyny has provided strong leadership in this area.
  
  Hiring is underway for a full-time position to determine campus needs for child care, and to act as a resource for faculty, students, and staff seeking child care options.
  
  Information to on childcare alternatives is now posted on the Web at www.colorado.edu/humres/childcare.

CCW would also like to acknowledge the opportunity to provide significant input into the discussion of initiatives and measurements incorporated into the 1999-2000 revision of the campus diversity policy. Many of the recommendations proposed by CCW in its 1999 SOWR are similar to key strategies proposed for the Boulder campus’s diversity plan and, as noted above, the campus has made progress on the implementation of a number of these strategies.

CCW also wishes to acknowledge administrative action around issues of feminine hygiene, including the 1999 installation of receptacles and the initiation of a new product policy. The committee commends the University for making progress in this area.