Office
for
Equal Opportunity
North Carolina
State University
Location & Hours
1 Holladay Hall
8:00 am - 5:00 pm
Monday - Friday
Mailing Address
Campus Box 7530
Raleigh, NC
27695-7530
Phone Numbers
Main: 919-515-3148
Fax: 919-513-1428
TTY: 919-515-9617
|
Equal_Op
- December,
2000, Volume 1, #2
Focus: Title IX
A
recent case regarding Title IX that has made big headlines across
the country
originated close to home -- Heather Sue Mercer v. Duke
University. Mercer claimed that she was wrongfully cut from the
Duke University football team because she was a woman. Duke claimed
that she was cut from the team because she was not good enough
to play Division I football. The jury found for Mercer and awarded
her $2 million.
One of the major federal laws impacting NC State and other institutions,
Title IX of the Education Amendments of 1972 covers all programs,
services, and activities operated by schools and colleges that
receive federal funds. Title IX was the first comprehensive federal
law to prohibit sex discrimination (including sexual harassment)
against students and employees of educational institutions. Title
IX covers men and women, boys and girls, and staff and students
in any educational institution receiving federal funding.
Title IX not
only applies to athletics, but to other areas of education, such
as admissions, recruitment, financial aid, academic
programs, housing, and employment, among others. The University’s
Title IX Coordinator is Leslie Dare in the Office for Equal Opportunity;
Title IX activities in athletics are handled by Nora Lynn Finch,
Senior Associate Director of Athletics and Women's Sports Administrator.
For more information about Title IX at NC State, see Title
IX Programs.
Staff
Spotlight: Meet Joanne Woodard, Vice Provost for Equal Opportunity & Equity Joanne G. Woodard, Vice Provost for Equal Opportunity and Equity,
is NC State's Affirmative Action Officer and Equal Opportunity
Officer. Although she doesn't carry a badge, Vice Provost Woodard
and her staff are charged with ensuring the University's compliance
with federal and state non-discrimination laws and requirements
for affirmative action and equal opportunity.
Woodard has been at NC State for nearly 13 years, first as a faculty
member in the Department of History, where she taught undergraduate
courses in U.S. History and African American History. Since 1992,
Woodard has worked in the Office of the Provost and has been promoted
to positions of increasing responsibility. She began as an Assistant
Affirmative Action Officer working with Dr. Lawrence M. Clark,
former Associate Provost for Affirmative Action and Academic Personnel.
In 1995, Woodard became the Interim University Affirmative Officer
and Assistant Provost for Equal Opportunity in 1997. Provost Kermit
Hall promoted Woodard to Vice Provost for Equal Opportunity and
Equity in 1999.
Thanks to the
vision of Joanne Woodard, the Office for Equal Opportunity's
staff has doubled in the last five years and new outreach programs
have been added. "We have really streamlined our operations
and OEO staff is proud of its efforts to establish internal and
external partners," says Woodard. According to Woodard, "every
day is indeed a challenge as OEO strives to make NC State a campus
community where faculty, staff, and students can work and learn
in an environment free of harassment and discrimination."
When she's
not giving advice on how to hire administrators, faculty, and
EPA professional staff, Joanne loves to read and travel. Her
favorite destinations are tropical ones — West Africa, the
Caribbean, and Hawaii — great places to curl up with a good
book!
Interesting
Websites
- Interviewing
IQ: Which types of interview questions are illegal to ask?
Take the quiz.
If
you know of interesting web sites related to equal opportunity
and equity, please send them to Beverly
Williams.
Free
Advertising on HigherEdJobs.com The Office
for Equal Opportunity & Equity, in collaboration
with Human Resources, is providing an additional advertising resource
for all faculty and EPA positions free of charge to hiring departments.
All EPA and Faculty positions will be posted automatically on HigherEdJobs.com
by OEO.
Express
a Cultural Greeting Resolve to bring diversity into your new year! New Year's is just
around the corner. Be prepared with these cultural greetings:
- Chinese: "Gung
hay fat choy."
Congratulations. May your wealth increase.
- Indian: "Sal mubarak." (in
Gujurati)
Wishing you a good New Year.
- Iranian: "Aideh
shoma mobarac."
Happy celebration.
- Japanese: "Akemashita
omedeto gozaimasu."
Congratulations, the New Year has come.
- Jewish: "L'
shanah tovah."
Good New Year.
- Thai: "Sawadee
pi mai."
Happy New Year.
- Vietnamese: "Chuc
mung nam moi."
Good wishes to you for the New Year.
- Mexican: "Feliz año
nuevo."
Happy New Year.
Workforce 2020
The terms "skills gap" and "workplace diversity" became
national issues after the popular 1980's book Workforce 2000 predicted
a drastically changing labor market. It is now 2000. Some of the
predictions made by Workforce 2000 have come true, and work environments
have been impacted by the vision shared in that publication.
Predictions in Workforce
2000 have proven themselves to be correct.
- The
U.S. economy has grown at a healthy pace.
- Manufacturing
has shrunk as a share of employment in the U.S.
- The
workforce has grown slowly, becoming older and more female
and including more minorities.
- New
jobs in service industries demand higher skill levels (i.e.,
the ability to read, follow
directions,
and use mathematics).
However, Workforce
2000 also missed a few trends.
- The
breadth and speed of the digital revolution.
- Geographic
disparities: Workforce 2000 looked at overall trends. It did
not take into
account that minorities and immigrants
tend to cluster
in certain locales.
- Although
Workforce 2000 foresaw diversification of the workforce, its
authors did not predict the response that
grew a diversity industry.
Many people misread
Workforce 2000 and obtained the impression that it predicted a scarcity
of white (or white male) entrants into the workforce. In fact, white
males are
still prominent among total newcomers to the workforce. However, they
are replacing the large numbers of white males who are leaving it
as they age. Therefore
the net new entrants to the workforce are from growing cohorts of women
and minority workers. As well, the numbers of women and minorities
leaving the
workforce is currently smaller.
Since the impact of Workforce
2000 was so great, the Hudson Institute
authors of the earlier book have produced a sequel, Workforce
2020.
This publication summarizes and evaluates the predictions of Workforce
2000 and makes new proclamations regarding four forces that will
impact the U.S. workforce.
- The
pace of technological change in today's economy will accelerate
still further.
- The
rest of the world matters to a degree that it never did in
the past.
- America
is getting older. Our parents and grandparents are living longer
and we are having fewer children.
- The
U.S. labor force continues in its ethnic diversification at
a slow pace. White non-Hispanics
entering the workforce
will replace exiting
white workers;
minorities will constitute slightly more than half of the net new
entrants. Whites make up around 74 percent of the total labor
force today and
will account for 68 percent in 2020. The share of African-Americans
in the
labor force probably
will remain constant at 11 percent over the next twenty years. The
Asian and Hispanic shares will grow to 6 and 14 percent,
respectively. These
percentages
reflect the total U.S. workforce. Numbers will vary from region to
region due to geographic disparities.
To learn more, read Workforce
2020 by Richard W. Judy and Carol
D' Amico, the Hudson Institute, Indianapolis, Indiana, 1998.
Programming
Notes: Register Today To register
for any of the classes below, please see Training & Educational
Opportunities.
Protected Class Series
- The
Protected Class of National Origin
February 8, 2001, 1:00 - 4:00 pm, Brown Room, Talley Student Center
- The
Protected Class of Disability
February 28, 2001, 9:00 am - 12:00 pm, Blue Room, Talley Student Center
Video
- Africans
in America Series: Part III
January 18, 2001, 5:30 - 8:30 pm, Tucker Classroom, Tucker Residence Hall
- Africans
in America Series: Part IV
February 22, 2001, 5:30 - 8:30 pm, Tucker Classroom, Tucker Residence
Hall
Harassment Complaints
During the
first quarter of the 2000-2001 academic year (July – September),
the Office for Equal Opportunity documented 14 complaints of harassment.
Five of these were complaints of harassment based on sex and three
based on race. Two complaints each were logged in the categories
of sexual orientation, religion, and national origin, and one complaint
each in the categories of disability and creed. In some cases,
more than one protected class was at issue. One complaint resulted
in an official investigation and all others were resolved through
informal measures.
Five of these complaints were initiated through a Harassment Resolution
Officer, with all others coming directly to the Office for Equal
Opportunity. Additional data regarding complaints of this nature
will be presented in a future issue of Equal_Op, including comparison
data and information about the Harassment Resolution Officers.
These
numbers only reflect information gathered by the Office for Equal
Opportunity. Complaints of harassment processed through
Human Resources and the Office of Student Conduct are not included,
unless OEO was consulted and had knowledge of the matter.
Reminder Please
ensure that all web sites are accessible to persons with disabilities.
For more information, see Accessible
Web Design.
Challenge
Question Name one of
the federally protected classes to which every person has the "opportunity" to
become a member.
Answer: Disability or age.
If
you have questions or comments regarding this newsletter, please
contact Beverly Jones Williams at 919-513-3836 or
by email. |
