Report on Female Staff Discrimination at Columbia University, February 1971, page 19

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          The university must:

1)
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' an publish them in a bulletin to -11 employees.

vlncrease ratios of female admissions to all Ph.D. grauate

ilncrease the participation of omen in committees inaolving

’Require the Personml Department to process all non-teachin . E

APPIRHATIVE ACTIGN DEMANDS FOR THE UNIVERSITY‘

Achieve salary equity in every job category in the university.

compensate, throuh the payment of back sages, each female
employee who has lost wages due to discriminatory treataent
by the university either through uneqal pay for eql work
or discrimination in respect to job category and promotion.
Payment must be retroactive to 13 October 1968 (the date
President Johnson ammended Executive order 112us to include
sex discrimination). ' '

Achieve a ratio of female employment in academic positions“
at least equivalent to availability as determined by the
number of qualified women available.

Pffififlll . .

the selection and treatment of employees.

Develops a written policy on nepotism that will insure
correct treatment of tandem teams.

Analyze past effects of nepotism and retroactively compenslte
(to 13 October 1968) any person who has suffered discrimina-
tion. ~ ‘ . A

Assure that female applicants for non-academic employment
receive consideration commensurate with their qualifications.
The university must also ensure that the concept of ale and
female job classifications is eliminated through changes in
recruitment procedures.

Assure that all present female employees occupying clerical
or other non-academic positions and who possess qualifications
equal to or exceeding those of male employees occupyin
higher level positions be promoted immediately to higher
level positions.

Provide every member of the university staff with a complete
statement o personnel policy. ‘

positions, including senior ad junior administrative positions,

 

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