Skip Navigation

HERC News

HERC News

By:  Eileen Filliben Edmunds, JD/MBA, Managing Partner, ModernThink LLC

1)  Title IX is not just about students.  It applies to faculty, staff and administrators, too, whether they are the alleged victims or perpetrators.  HR needs to be as vigilant about Title IX as it is about other employee rights and responsibilities. While nearly all of the recent Title IX focus has been on student-on-student misconduct, the law starts with the words “No person”, not “No student.”  Title IX prohibits employment discrimination, sexual harassment and other forms of sexual misconduct.  Faculty, administrators, staff and students all benefit from its protections and are all held accountable to its standards.  HR needs to ensure that all employee policies, practices, systems and trainings are compliant and up-to-date.

2)  Patterns of Title IX violations are often symptoms of a broken culture. As the guardian of the culture, HR plays an essential role in continually assessing and cultivating its health.  Culture refers to the shared values, attitudes, standards, and beliefs that characterize members of an organization and define its nature.  At institutions where there seem to be more persistent Title IX problems, there’s often a failure chain in play, meaning that multiple, interdisciplinary failures are occurring, and/or checks and balances are either not in place or not working.  HR can play a vital leadership role in ending the failure chain.  An important proactive step is assessing cultural health through a climate survey.  Only then will you have the data you need to make the process and/or cultural improvements that are needed most.  Only then will you have the best chances of extinguishing any smoke before it becomes fire.  See #4 below.

3)  Reputation damage can be devastating, especially to recruitment and retention of faculty, staff and students. Proactive HR practices can help mitigate the harm.  We’ve all seen too many recent examples of schools getting black eyes in the headlines related to alleged Title IX transgressions.  The ramifications can be swift, harsh and far-reaching, especially if the institution is perceived to be non-responsive.  Boards demand answers. Alumni threaten to withhold donations and/or call for changes to the administration.  Faculty, administrator and staff job applications go down and/or top candidates ask even more challenging questions.  Student enrollment suffers.  The OCR opens an investigation.  Preemptive HR practices can help identify and lessen these threats before they happen.  See #4 below.

4)  Strategic-thinking HR professionals anticipate and reduce risks, including those associated with Title IX.  While senior administrators are likely aware at a high level of an institution’s responsibilities to all employees under Title VII, many fewer understand the overlapping requirements of Title IX.  Therefore, strategic HR partners have a critical role in educating senior administrators and others about the reach of the law and the dangers of noncompliance.  HR professionals should also conduct an internal audit to ensure that all policies, practices and procedures are up-to-date regarding Title IX as it relates to employees.  By way of example, in light of additional federal guidance, many colleges and universities have recently reviewed their student grievance, complaint and/or disciplinary procedures to ensure compliance with Title IX.  That same exercise should be done for employee grievance, complaint and disciplinary procedures.  In addition, it’s important for HR to ensure that training keeps pace with all needs and requirements, including those under Title IX.  HR should also survey regularly to understand the current “state of the union” and identify and rectify issues before they become risks to the institution.

5)  Even putting their own Title IX rights aside, faculty and staff care deeply about students. When things go wrong, HR can have an important role in resolving stand-offs and repairing relationships and processes.  So many college and university employees go out of their way to build lasting bonds with students.  Faculty often has the most direct contact.  If a student is harmed or worse yet, there appears to be a pattern of ongoing harm, a deep divide can be created not only between the administration and students but also between the administration and faculty and even the administration and alumni.  HR can have a critical role building bridges, facilitating communication and making meaningful improvements.

To learn more, please sign up for HERC’s upcoming webinar Gender Discrimination & Sexual Misconduct on Campus: Understand Your Climate & Protect Faculty, Staff & Students on Thursday, May 28th at 10 PT/11 MT/12 CT/1 ET.  Click here to register.

To stay posted about a Fall 2015 Title IX survey collaboration between HERC and ModernThink, please visit here and enter your name and contact information under “Stay Informed With Program Updates”.

disabilitylogoDisabilityImages is HERC's newest Trustee Level Partner.  DisabilityImages.com creates and distributes royalty free stock photography of positive lifestyle, containing real people with real disabilities. Learn about member discounts with DisabilityImages here.

 

1. If you had one word to describe what your company is all about, what is it?

            "Authenticity"

2. What makes your service stand out in the higher education recruitment and retention field?

It is important to market to and recruit a diverse group of people to add richness to your institution.  DisabilityImages.com is the only image collection available for commercial use that offers lifestyle imagery covering many invisible and visible disabilities.  The images are all fully released and captioned to include the specific disability.  They include images of real people with real disabilities living their lives while engaging in education, sports, careers, home life and rehabilitation.

3. What is the tool or resource you provide to clients that wins you the most accolades?

Clients can search DisabilityImages.com with keywords focused on specific disabilities.

4. What is a trend you see in your field that affects higher education recruitment?

There is a trend toward using images that reflect reality, as people like to see themselves reflected back as they really are.

5. Does your company have any new initiatives or products that would be of interest to HERC members?

New imagery is being added all the time.  We can shoot to a customer's need if you don't find what you are looking for, usually at no extra cost.

6. Why is partnering with HERC important to your company?

HERC offers a good format to promote diversity among people and institutions.  DisabilityImages.com is all about the richness of diversity.

users logoJob seekers have spoken, and this year www.HERCjobs.org received a 2015 User’s Choice award for best job board by the WEDDLE’s annual User’s Choice Awards.

HERCjobs.org is a unique job board in that it represents a consortium of over 600 colleges and universities who are dedicated to improving diversity in higher education employment. The award-winning site is also a gateway for professionals from fields including marketing and information technology who want to kick-start a career in higher education.

There are over 200,000 employment sites currently in operation on the Internet, and these sites have been recognized as the elite of their field by the job seekers, employers and recruiters who use them.

Now celebrating their eleventh year, WEDDLE’s annual User’s Choice Awards are the only accolades in which actual users are able to vote for the employment sites they think work best.  While the poll is not a scientific survey, it does indicate the intensity of support users have for their favorite sites.

“We believe customers count most,” says WEDDLE’s CEO, Peter Weddle.  “While pundits will always have their favorites, it’s the people who use the sites who really know which are the most helpful.”

The winners were selected in open balloting conducted throughout 2014 at the WEDDLE’s Web-site (www.weddles.com).  Thousands of unique ballots were cast and the top thirty vote-getters were selected as the 2015 User’s Choice Award winners.  For a complete list of the winners, please visithttp://www.weddles.com/awards.

RallyPoint logoRallyPoint is HERC's newest Trustee Level Partner. RallyPoint is the U.S. Military's Professional Network.  RallyPoint members are a  body of service members who are dedicated to improving themselves and to helping others in their military community achieve success in their lives and careers. Learn about member discounts with RallyPoint here.

 

1. If you had one word to describe what your company is all about, what is it?

Community.

2. What makes your service stand out in the higher education recruitment and retention field?

RallyPoint is the most active online community for the U.S. military in the world.  We have representation from all branches and all ranks of the military.  A large percentage of our members are seeking employment opportunities in stable, community-based organizations, such as higher education institutions and are seeking higher education to allow them to advance within a civilian career trajectory.

3. What is the tool or resource you provide to clients that wins you the most accolades?

The ability to get in front of hundreds of thousands of verified U.S. military service members and veterans and to communicate with them in a closed and trusted community.

4. What is a trend you see in your field that affects higher education recruitment?

A more concentrated effort on recruiting and accepting military candidates as students in higher education institutions.  As a result, many higher education organizations are seeking veteran employees to help with the student recruitment process.

5. Does your company have any new initiatives or products that would be of interest to HERC members?

Email and onsite targeting for marketing by branch of the military, rank, age, military specialty, education level/ interest, geographic location, etc.
Robust education pages that have internal community features such as internal conversation threads, multimedia presentation, RallyPoint representation by all members who have attended that institution.


6. Why is partnering with HERC important to your company?

It gives RallyPoint the opportunity to communicate with a broader number of higher education institutions to help our members who are seeking education and employment.  Our missions and goals are very aligned.

Another Source Another Source is HERC's newest Trustee Level Partner. HERC and Another Source both share a commitment to providing resources for recruiting and retaining the best talent in higher education.  Learn about member discounts with Another Source here.

 

 

 

1. If you had one word to describe what your company is all about, what is it?         

Trustworthy - we do what we say we will do.

2. What makes your service stand out in the higher education recruitment and retention field?

We stand out by offering a solution for the recruitment of mid-level to director level staff positions.  Jump starting the recruitment process, our solution is designed to complement the institution’s current recruitment processes with additional advertising, sourcing, screening, and candidate lifecycle management.


3. What is the tool or resource you provide to clients that wins you the most accolades?       

We are known in higher education for accelerating the recruiting process with our PeopleMatch program for both employers and candidates. We save time, create choice and identify talent within a thirty day period.


4. What is a trend you see in your field that affects higher education recruitment?     

Currently, we are seeing the widening of a talent gap occur due to the demand for certain skill sets, the Baby Boomer generation retiring, and stiff competition for available talent.


5. Does your company have any new initiatives or products that would be of interest to HERC members?                                                                                                                                            

Our unique recruitment program is a new service for the HERC community. The program costs of Another Source are billed up-front, and are a fraction of the cost charged by retained executive search firms because our programs are targeted specifically to mid-level positions. We use multiple recruitment channels, both traditional and those designed to attract passive candidates, while leveraging the reputation and brand of our partner institutions to create a diverse candidate pool.


6. Why is partnering with HERC important to your company?                                                   

We thrive on partnering with organizations that align with our own mission and goals, and we’re excited about the opportunity to help higher education institutions create choice within their talent pools. 

Visit Website

FEATURED MEMBER INSTITUTIONS
HERC Member Directory

Featured Partner: jobs.ac.uk

jobs.ac.uk logo

Global academic and related jobs.