CCW believes that CU-Boulder has made progress on some of the policy recommendations that CCW made in the 1998 Status of Women Report. We believe that the top administration must publicly express its commitment to continued progress on these issues in order to effect change. With this in mind, we strongly urge that CU-Boulder, following the model of leading institutions such as MIT, publicly commit to:

Campus Community

• Provide administrative leave time and provide and encourage managerial training for all faculty and staff who supervise other personnel.
• Create and implement official procedures for opportunities, support (including leave time), and recognition of community and university service by staff comparable to the procedures already in place for faculty. [Diversity Plan KS 1.A.3, KS 3.D.5]
• Ensure Colorado Peak Performance training for all supervisors of classified staff including faculty, professional exempt, and other classified staff who are supervisors.
• Continue to increase orientation sessions for new students, faculty, and staff on diversity issues in order to focus on preventing harassment. [Diversity Plan KS 1.A.9]
• Ensure that sexual harassment complaints are appropriately addressed and that adequate disciplinary actions are taken against known harassers.
• Create campus-wide methods and develop and implement procedures to ensure equitable classroom climates across the disciplines and evaluate the implementation success. [Diversity Plan KS 1.A.2, KS 1.A.4]
• Ensure that student women's access to an equitable educational environment is not hindered by safety concerns. [Diversity Plan KS 1.A.2]
• Create and implement effective mentoring opportunities for all faculty and staff. [Diversity Plan KS 3.A.7]
• Reexamine whether the implementation of the plan to address feminine hygiene issues based on the recommendations supplied to the administration by the CCW during the 1998-1999 academic year has been successful. Modify implementation plans if monitoring reveals that concerns were not satisfactorily addressed.
• Establish procedures to capture exit survey information to identify retention issues for all groups of women. [Diversity Plan KS 1.A.2]

Diversity

• Aggressively recruit and promote women and minority personnel across all employment categories at CU-Boulder. [Diversity Plan KS 3.A.2, KS 3.A.3, KS 3.C.1, KS 3.C.2, KS3.C.3, KS3.C.4, KS 3.D.2]
• Recognize gender and ethnicity as inter-related, rather than independent, categories throughout CU-Boulder policies and practices.
• Examine personnel makeup vis-à-vis the State of Colorado demographics. [Diversity Plan KS 3.C.6]

Opportunities for Advancement

• Develop a tracking system to quantify recruitment and retention of women and minority personnel. [Diversity Plan KS 3.C.6, KS 3.D.9]
• Create and implement additional opportunities for staff development, service, and professional growth and actively encourage and support staff participation. [Diversity Plan KS 1.A.10, KS 3.D.2, KS 3.D.5]
• Create and implement a skills bank for classified staff to be used for upward mobility and advancement opportunities prior to recruitment of potential hires from outside of the University.
• Develop a process for identifying women faculty and staff who are interested in serving on campus committees.

Salary and Equity

• Continue to ensure and monitor that salary equity procedures for tenure-track and tenured faculty, as well as for non-tenure track and part-time faculty, are being carried out by all academic units, and create and implement such procedures for unclassified staff. [Diversity Plan KS 3.B.4, KS 3.B.6]
• Provide funding for in-depth analysis of salary data comparisons to compensate for multiple variables (discipline, rank, highest degree, ethnicity, gender, etc.). [Diversity Plan KS 3.B.4, KS 3.B.6]