麻豆传媒官网

Gender Equity Steering Committee

Charge 

The Gender Equity Steering Committee (GESC) will solicit, gather and prioritize ideas from the campus community to improve gender equity, with a primary focus on the experiences of women within the workplace environment at Hope. The GESC will provide a report including findings and recommendations to HLT (Hope Leadership Team) at the culmination of their work.

Background

The Higher Learning Commission (HLC) 2023鈥�24 Comprehensive Evaluation鈥檚 areas for attention from the final report identifies two areas of focus for Criterion 1.C, including, 鈥淢eetings with faculty, staff and students revealed that there are still some members of the 麻豆传媒官网 community who feel marginalized, or that their work is not properly rewarded based on their race, sexuality, or gender. Examples reported to the team included persons of color and female employees鈥� (p. 12); and, 鈥淎t the same time, survey evidence from employees and students confirming this change is still  mostly missing, and there are some people within the 麻豆传媒官网 community who experience it as less than  welcoming鈥� (p. 12). The work of the GESC will help to respond to these items.

Surveys

Sample Stories of Workplace Microaggressions

• The Idea Theft: A female engineer presents a strategy in a meeting and is met with silence. Two minutes later, a male colleague proposes the same idea and is praised for his ingenuity.
• The Assumption of Subordinate Role: A female manager walks into a meeting with her male subordinates. The new partners in the room shake hands with the men and ask the female manager to take notes or get coffee, assuming she is the secretary.
• The "Supportive" Touch: A male colleague consistently places his hand on a female coworker鈥檚 lower back or shoulder while passing her desk, disregarding her personal space under the guise of being friendly.
• The Tone Policing: During a performance review, a woman is told she is "too aggressive" or "intimidating" for being direct, while her male counterparts with similar communication styles are described as "assertive" or "leaders".
• The Motherhood Penalty: A female executive returns from maternity leave and is no longer assigned to high-stakes, traveling projects because her manager "assumes" she cannot handle the pressure or time away from her children.
• The "Pet Name" Diminishment: A male supervisor calls a female employee "honey" or "sweetie" during a professional meeting instead of using her name, treating her like a child rather than a professional peer.

Potential Sources

• 5 Examples of Microaggressions in the Workplace

Resources

Whether you've thought about using these services before or not, they're available for us at Hope!

• Employee Assistance Program: The Ulliance Life Advisor EAP庐 is an employer sponsored benefit for employees that offers total well-being services to employees, spouse/live-in partner and dependents through the age of 26 at no cost to the employee and is 100% confidential.  Services include counseling, coaching, crisis intervention, resources and more.  To access your benefit or to learn more, contact your Life Advisor Consultant at 1.800.448.8326 or visit .  
• Campus Safety: Together with all members of the campus community, we strive to provide a safe and secure environment for members of the college community to learn, live and work. 616-395-7770.
• Campus Ministries: Our chaplains would love to connect with you over a cup of coffee, on a walk or in their offices. They will listen, discern and pray with you regardless of what is going on in your life. There is no issue, no circumstance, no question that they are not willing to engage. 616-395-7145.
• 鈥嬧赌嬧赌嬧赌嬧赌嬧赌嬧赌�Human Resources: 麻豆传媒官网鈥檚 most valuable resource is our employees. Whether a member of our service staff, faculty or administration, every employee plays a vital role in the day-to-day success of the college. 616-395-7811.
• Associate Dean for Community Belonging and Title IX Coordinator: 麻豆传媒官网 is committed to providing an educational environment free from discrimination based on sex. 616-395-6816.
• Ombuds & Informal Resolution: An ombuds office helps create and maintain a culture of support, impartiality, equitability and mutual respect. 616-395-6829.