Equal Opportunity & Affirmative Action Office
The University of Montana
Equal Opportunity & Affirmative Action Office
The University of Montana
The University of Montana (UM) is an affirmative action employer. This means that UM takes active measures to ensure that all qualified applicants and employees are receiving equal opportunity for recruitment, selection, advancement, and every other term and privilege associated with employment. Primary responsibility for implementation of equal employment opportunity and affirmative action at UM is vested in the Office of Equal Opportunity and Affirmative Action (EO/AA). The Director of EO/AA is a member of the President's Cabinet and reports directly to the President of the University.
It is important to recognize that for the analyses contained in this report, the demographic data is based on information voluntarily provided by job applicants and employees. Some applicants and employees decline to provide such information. Nevertheless, this report represents UM's best attempt to quantify the gender and racial and ethnic make-up of the workforce.
This document contains quantitative analyses designed to identify policies, practices, and procedures which UM can modify to ensure that equal opportunity objectives are met. Each of these analyses is described below.
Workforce Analysis: Table 1 shows the gender, race, and ethnic information for faculty in each of the University's colleges and schools. The information is further broken down by tenure-track or non-tenure track status and then by academic level (professor, associate professor, assistant professor, instructor, and lecturer). Because it can be informative to identify trends in part-time employees, information is provided for actual numbers of employees as well as for the full time equivalent (FTE) status. Table 1a is a summary of the workforce analysis which further condenses the data in Table 1.
Availability Analysis: Table 2 is the crux of the affirmative action plan, showing for each academic department within each college or school the estimated number and relative percentage of qualified women and minorities available for employment. Availability is determined using data from the 2009 Survey of Earned Doctorates (SED), covering the years 2005-2008. The SED is a federal agency survey conducted by NORC at the University of Chicago for the National Science Foundation and five other federal agencies (National Institutes of Health, U.S. Department of Education, National Endowment for the Humanities, U.S. Department of Agriculture, and the National Aeronautics and Space Administration). The data are available at http://www.nsf.gov/statistics/nsf11306/. No Journalism doctorates were recorded in the NORC table and the school does not use a doctorate as an essential hiring criterion. Therefore, availability for the School of Journalism was determined using the National Journalists Counts from the 2000 Census for Employment by Race and Gender (EEO-1 Category) for the United States. Availability for the School of Law was determined using the 2007-2008 American Association of Law Schools (AALS) Statistical Report on law faculty at http://www.aals.org/statistics/2008dlt/gender.html.
Table 2 compares the percentage of minorities and women in each department at UM compared to the percentage of qualified minorities and women available for employment as determined by the national number of earned doctorates in the relevant academic field. The table depicts when the percentage of minorities or women employed in a particular field at UM is less than would reasonably be expected given their availability percentage in that particular field (UM percentage/NORC percentage). If the UM percentage is less than 80 percent of the NORC percentage, a deficiency exists (depicted by "y"). A deficiency indicates that UM should identify reasons for such deficiency and take affirmative steps to correct it.
Postdoctoral Scholars by Discipline: Table 3 shows demographics of postdoctoral scholars at UM by the discipline into which they are hired. Table 4 applies the NORC, SED data as described above to determine whether deficiencies exist in the hiring of postdoctoral scholars.
Information about the data: The same Banner-derived tables that serve as the basis for the Integrated Postsecondary Education Data System (IPEDS) and other reports generated from the UM Office of Budget, Planning and Analysis, supplied the UM data for this report. For the availability analysis, each UM position type, such as History Professor, was matched to a corresponding degree major in NORC, or the Census data for the School of Journalism, or AALS data for the School of Law. Because of the limited listing of majors in the NORC data, some data could be shown at the departmental level (such as Arts and Sciences), while others could only be shown at the school or college level (such as Forestry or Business). Unfortunately, the NORC table giving a more exhaustive listing of majors also gave an incomplete description of recipients by sex and ethnicity/race and therefore was not used.
It is important to recognize the limitations of the availability analysis. The national statistics tend to represent a broader pool of qualified candidates than actually would exist for faculty positions, which often require a particular specialty of expertise not captured in the national data. Nevertheless, the analysis provides a benchmark for identifying potential problems in the recruitment and retention process and also for focusing affirmative action efforts. Another note is that national data do not exist for the categories of "Nonresident" and "Multiple" race/ethnicity as shown on Table 2. However, the UM data are provided in an effort to be as thorough as possible.
Where deficiencies as described in the availability analyses exist, UM has the goal to overcome such deficiencies. Using a sports analogy, a placement goal is figuring out how to place the runner in the outer lane on a starting block at the correct distance to ensure an equal opportunity to reach the finish line at the same time as the runner on the inner lane. Placement goals are not quotas. They do not create set-asides for specific groups. They are not intended to achieve proportional representation or equal results. They may not be used to supersede merit selection principles. The goals are established for the purpose of identifying weaknesses in recruitment and retention of minorities and women and creating affirmative plans to fix such weaknesses. Particular problem areas and suggestions for reaching placement goals are discussed below.
Most departments have an underrepresentation of minority faculty. Based on comparative data from previous years, it appears that the bigger problem is recruitment of minority faculty as opposed to retention. More focus needs to be placed on attracting minority applicants. The UM Department of Human Resource Services recently acquired an applicant tracking system. This will allow an in-depth analysis of whether UM is not attracting minorities in its recruitment pools, or whether the problem is in the selection process. It is expected that such analysis will be available next year for incorporation into this report.
The following departments within the College of Arts and Sciences show a female deficiency: Anthropology, Chemistry, Computer Science, Division of Biological Sciences, Environmental Studies, Geology, History, Liberal Studies, Mathematics, Modern and Classical Languages and Literatures, Native American Studies, Philosophy, Physics/Astronomy, Political Science, and Psychology. There are also female deficiencies in the College of Forestry, the College of Health Professions and Biomedical Sciences and within that college the School of Physical Therapy and Rehabilitation Science, and the College of Visual and Performing Arts.
The University of Montana implements programs designed to correct problem areas and to attain the placement goals identified in the availability analysis.
The University closely monitors all recruitments to ensure that equal opportunity policies and procedures are followed. For tenure track faculty positions national searches are conducted. Exceptions are extremely rare. Search committees are provided with information and tools to empower them to conduct searches in a manner that overcomes any potential impediments to equal opportunities for historically underrepresented applicants. Advertisements for positions are placed electronically and in print publications to ensure maximum international exposure and specifically to reach underrepresented populations. In an affirmative effort to increase the recruitment and retention of underrepresented females and minorities, the University has hired a Diversity Retention and Recruitment Coordinator. The primary focus of that position is to address the deficiencies identified in this report.
The University has an affirmative action hiring policy. If a department which has a minority or female deficiency identifies a qualified candidate to address such deficiency, there is a procedure to hire such an individual without conducting a national search. Affirmative action will be taken this year to increase awareness of this policy as a method of achieving placement goals.
All University position announcements contain language indicating that UM is an Equal Opportunity/Affirmative Action employer and that applications from minorities, veterans, and women are encouraged. The announcements also indicate that reasonable accommodations for individuals with disabilities are provided in the hiring process.
Although a diversity strategic plan differs from an affirmative action plan, the former can work to enhance the success of an affirmative action program. The University recently developed a diversity strategic plan (online at http://umt.edu/eo/diversity/diversityplan.aspx). The University's diversity plan has several specific action items that constitute affirmative steps to overcome barriers to equal opportunities for applicants and employees from historically underrepresented populations. Goal 2.5 of the plan is: "Recruit and hire faculty and staff from historically underrepresented populations to achieve meaningful representation." The action item to achieve that goal is: "Create incentive plans for recruiting and hiring faculty and staff from historically underrepresented populations at UM" (Action Item 2.5.1.). Another goal in the diversity plan is to: "Ensure retention of faculty and staff from historically underrepresented populations" (Goal 2.6.). There are five action items designed to achieve that goal.
Affirmative efforts to overcome barriers to equal opportunity must begin with a widespread understanding of the existence of such barriers and follow with identification of methods to address them. The Office of Equal Opportunity and Affirmative Action provides education to the campus community. In addition to the Web page, anti-discrimination brochures, information cards, and posters are widely disseminated. All new employees are provided with an in-person mini-training session on equal opportunity and anti-discrimination at orientation sessions. At the beginning of each semester, the President of the University distributes written communications to the campus community as a reminder of the institutional commitment to equal opportunity and diversity and provides information about campus resources.
Professional development opportunities are provided to faculty which are intended to provide education and skills to foster prejudice reduction and create an environment where every member of the community can achieve his or her full potential. The Faculty Professional Development Office offers a variety of workshops for faculty and department chairs. The objective is to develop opportunities for faculty to grow professionally and personally and to promote career satisfaction and advancement. The President's Office through the Diversity Advisory Council also provides funds for prejudice reduction and other diversity-related educational sessions.
The Recruitment Office in Human Resource Services provides relevant affirmative action data to search committees at the beginning of recruitments. Information is also provided to academic units to help ensure compliance with equal opportunity policies and to overcome any underutilizations in such units. Recently, the College of Arts and Sciences conducted diversity in hiring workshops for faculty members who participate on search committees.
The University has a Faculty Work-life Policy (online at http://www.umt.edu/Policies/100-AcademicAffairs/FacultyWork-Life.aspx) which is intended to promote the diversity as well as the overall productivity and success of faculty. Another policy intended to assist with the recruitment of underrepresented faculty is the spousal accommodation policy (http://www.umt.edu/policies/400-HumanResources/spousalpartner.aspx). Recently, the University obtained a facility for on-campus childcare for faculty and staff (information and application online at http://life.umt.edu/asum/asum_agencies/Childcare/docs/FacultyStaffapp.pdf). Affirmative steps are being taken to use these policies and practices more effectively in recruitment and retention efforts.
The University of Montana complies with the Vietnam Era Veterans' Readjustment Act of 1974, as amended ("VEVRAA"); the Jobs for Veterans Act ("JVA"), which makes several changes regarding VEVRAA's applicability to contracts entered into on or after December 1, 2003; as well as Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. § 793), which requires the University to take affirmative action to employ and advance in employment qualified individuals with disabilities.
The University takes affirmative action to employ and advance in employment qualified individuals with disabilities, specified categories of veterans protected by VEVRAA, and prohibits discrimination against such persons. All vacancy announcements are sent to the local office of the state employment service. Any employees or applicants to the University will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged in any activity under this plan.
Under this affirmative action plan, covered veteran includes the following individuals:
The University periodically reviews all physical and mental job qualification standards for each job posting. The University ensures that, to the extent qualification standards tend to screen out qualified disabled veterans, or qualified individuals with disabilities, they are job-related for the position in question and are consistent with business necessity.
As part of the application process, and prior to an individual beginning other employment duties, the University invites job applicants who believe they are covered by VEVRAA to identify themselves in order to receive the benefits of affirmative action. In addition, applicants may self-identify as a qualified individual with a disability in order to receive a hiring preference. Applicants are given the opportunity to fill out a Veterans' Employment Preference Form or a Disabled Employment Preference Form which are used in the selection process as required by state law. The forms are available from Human Resource Services at http://www.umt.edu/hrs/Forms/Applicants.aspx.
At the outset of each recruitment, EO/AA or HRS staff explain to hiring authorities the requirements for providing reasonable accommodation to applicants if they request it or if the need is readily apparent. The University will make reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled individual, unless the nature of the particular job makes it impracticable to do so. As a matter of affirmative action, if an employee who is known to be disabled is having significant difficulty performing his or her job and it is reasonable to conclude that the performance problem may be related to the known disability, the University will confidentially notify the employee of the performance problem and inquire whether the problem is related to the employee's disability; if the employee responds affirmatively, the University will confidentially inquire whether the employee is in need of a reasonable accommodation.
The University lists all employment openings with the state workforce agency job bank or with the local employment service delivery system where the opening occurs.
As used in this section, "all employment openings" includes all positions except:
Any personnel or employment record made or kept by the University is preserved for a period of at least three years from the date of the making of the record or the personnel action involved, whichever occurs later.
Such records include:
In the case of involuntary termination of an employee, the personnel records of the individual terminated are kept for a period of three years from the date of the termination.
Where the University has received notice that a complaint of discrimination has been filed, that a compliance evaluation has been initiated, or that an enforcement action has been commenced, the University preserves all personnel records relevant to the complaint, compliance evaluation or action until final disposition of the complaint, compliance evaluation or action.
The University posts notices stating the rights of applicants and employees as well as the University's obligation under the law to take affirmative action to employ and advance in employment qualified employees and applicants who are Disabled Veterans, Recently Separated Veterans, Other Protected Veterans, or Armed Forces Service Medal Veterans, and individuals with disabilities.
Each University contract or subcontract contains an equal opportunity clause with language substantially similar to that found in the federal regulations. For contracts entered into on or after December 1, 2003, the equal opportunity clause can be found at 41 C.F.R. § 60-300.5; for contracts entered into before December 1, 2003, the equal opportunity clause can be found at 41 C.F.R. § 60-250.5.
The University trains all personnel involved in the recruitment, screening, selection, promotion, disciplinary, and related processes to ensure that this Affirmative Action Plan is effectively implemented.
The University has an active committee known as the ADA/§ 504 Committee that reviews new building projects or modifications to existing buildings to ensure compliance with the Americans with Disabilities Act and Section 504 of the Rehabilitation Act. The committee also provides guidance and recommendations on complaints of disability-based discrimination. The committee Web page is at http://www.umt.edu/committees/americansdisabilities.aspx.
The University reviews and updates this plan annually. This plan is available for inspection by any student, employee, or applicant for employment, as well as by the Office of Federal Contract Compliance Programs ("OFCCP").
Lucy France, Director
Equal Opportunity/Affirmative Action
Title IX Coordinator
University Hall 020
Missoula, MT 59812
(406) 243-5710