CAMPUS AND AREA
University Daily Kansan, December 1, 1983
Page (
Affirmative
Hispanic people that came, and they could not find themselves a culturally identifiable group, they may feel as I would have.
"We have to be sure that once we have minorities, we offer them opportunities that add to their payoff for living in Lawrence."
AFFIRMATIVE ACTION COVERS hiring procedures for both classified and unclassified employees at KU. The office, however, spends most of its time monitoring the hiring of unclassified employees. Ferron said.
continued from p.1
"That isn't because we think that classified is doing such a good job," she said. "It's because that has been a historic practice of this office.
Affirmative action hiring measures also include veterans and people with disabilities, Ferron said, but they sometimes have been overlooked when employers are looking to hire because their disabilities are hard to identify.
"Most of the handicapped, or a good majority of the them, have invisible disabilities, so if a person had diabetes, he would not be able to see that handicap."
KU FIRST ESTABLISHED temporary affirmative action guidelines in 1972 by creating the affirmative action committee and later expanded the fittings of the office.
In 1964 and 1966, President Lyndon Johnson issued executive orders that prohibited all employers with federal contracts from discriminating for reasons of sex, race or ethnic background.
Howard Mossberg, dean of the School of Pharmacy, said one problem with getting women in the work force was that many were just now entering many of the higher degree areas of the academic world.
He said, "The problem that we have,
uite honestly, is that we are just now,
must be."
in the sciences, getting females trained at the doctorate level. They're in short supply.
"That is not true in clinical or practice areas where we've had female faculty members in abundance for the last decade or more."
MOSSBERG SAID THAT 10 years ago, less than 10 percent of the pharmacy undergraduates were present today with more than 30 percent paid.
POLL-TIME UNIVERSITY STUDY BY SEN WAS KINGS
1975 1977 1979 1981 1983
White males 1,534 1,597 1,768 1,780 1,658
White females 1,039 1,124 1,287 1,315 1,262
Black males 61 63 62 66 62
Black females 61 68 76 78 72
Other males* 61 72 88 87 91
Other females* 34 41 48 42 43
total 2,790 2,965 3,329 3,368 3,188
* includes Hispanics, Asians or Pacific Islanders and American Natives
Source: Equal Employment Opportunity Reports, September 1983
Limeberry and others also place some of the blume on low salaries for KU
"Salaries at this University are not good." Lineberry seid. "They are appallingly low to comparable institutions
FULL-TIME UNIVERSITY STAFF BY SEX AND RACE
"So I think by the time you add the geographical location, the relatively small number of minorities in particular pools and the salaries that we pay, you pretice much have the reasons why we need to meet affirmative action goals."
FERRON DOES NOT disagree that most of the schools and departments have been cooperative with the office, but she does think KU can do a better job of recruiting minorities to come to KU.
"The first thing that needs to be understood is that virtually all the departments and deans bust their tails to work for affirmative action goals." Lineberry said. "This is not the kind of community where lots and lots of minorities regularly are going to come to work."
Lineberry, however, said he thought the University was doing a good job trying to carry out affirmative action guidelines.
There aren't any major roadblocks to a little time and a little diplomacy won't happen.
She said that the problem was not
being able to attract enough qualified minorities as potential job applicants
"It's perhaps by not advertising in the proper way or not seeking out applicants," she said. "Quite often you can run an advertisement, but sometimes it takes a phone call to find a person in the old buddy system."
FERRON HAS SET a goal to change the general negative reputation that she says is associated with affirmative action.
"I think that when people really understand what affirmative action is all about and that it is not shoving unqualified women and minorities down their throats, then there is not as much resistance to it," she said. "It's what we call the compliance to the spirit of affirmative action as opposed
Tollefson agreed that improvement still could be made in using minorities
to the forced affirmative action."
The fact of the matter is that the School of Business and the balance of the University have not made much progress under our affirmative action plan." Tolleson said. "It's a serious concern for a large part of the University and not just women or those who are part of a minority."
VERNELL SPEARMAN, ACTING director for the office of minority affairs, characterized Lawrence's geographic location, minority isolation and salaries as all minor parts of the problem in getting minorities to KU. More aggressive recruiting, she said, is the best answer to the problem.
"I think there are a lot of myths
floating around. "Spearman said, 'But there is just an unpleasant grain of truth in it, so I make them."
KU COULD ATTRACT more minorities, Spearman said, by stressing the positive points of the University. KU needed to include more minority staff members in the interviewing and selection processes.
"A lot of people who are involved in recruitment perhaps are not as knowledgeable as they could be about the community and what are the selling points.
"It's very possible for a minority candidate to come on campus, be here three days and leave and never see another black or Native American or Hispanic person. I know that has happened before," she said.
The U.S. Department of Labor's Office of Federal Contract Compliance Programs monitors affirmative action programs. KU recently completed the round of reports to the OFCPC in response to a complaint for KU in areas of non-compliance.
"The club that is held over our heads is that 'If you don't comply, you are discriminating,'" Ferron said. "We will withdraw the federal
AFFIRMATIVE ACTION FOR hunting is a four step process of searching, screening, selecting and supporting. Equal employment in the screening process demands that every qualified candidate be considered for the job based strictly on job-related qualifications.
Affirmative action, however, tries to insure that qualified minority candidates will be chosen for the job over other qualified applicants if the department is lacking in minorities or women.
Bill Simons, assistant director of the office, said the first step of the affirmative action process was to
approve a job description that would properly bring the department and the office together.
Departments sometimes rush through their descriptions and leave out important phrases, he said, or sometimes include vague phrases such as looking for someone who "will complement our staff."
"I don't know what that means exactly," he said. "When you look at those resumes, how are you going to decide whether any of those 30 applicants are going to complement your staff?"
THE DEPARTMENT OR school needs to have its job description approved by the dean, department head or vice chancellor before the affirmative action office will approve it for advertising.
Although the affirmative action office has had to answer criticisms accusing the office of holding up the hiring process, some of the deans said they did not agree with those accusations.
Jerry Bailey, assistant dean of the School of Education, said the responsibility for assuring the quickest and most efficient retrieval of the hands of each department or school
"If the departments and the units on the campus exercise care in the writing of the job description and in the drafting of the job description should be no problems," Bailey said.
TOLELFSON SAID HE thought every department considered the affirmative action hiring process and ordered it mainly because of the added paperwork.
"But frankly, I think that's good," he said. "I think this forces us to be more careful and much more objective in our hiring procedures."
"I have no complaints with the office of affirmative action."
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