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Presidential Blog

What a joy to welcome the Special Olympics to the UW  

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It is truly wonderful to have the Special Olympics 50th Anniversary Games in Seattle this year, and the University of Washington is honored to have many of the events on our campus this week, beginning with Sunday’s opening ceremonies. Part of what made the ceremony so meaningful was hearing from so many different people, including athletes, elected officials and business leaders, about why inclusion matters and how we all benefit when everyone’s talents and voices are welcome. I think Tim Shriver, Chairman of Special Olympics International, may have put it best when he said, “Exclusion is always wrong.” I hope everyone in our community will find an opportunity to share in the joy and excitement of the games this year and that we will all seek out ways to infuse the Games’ spirit of inclusion in everything we do.

The 2018 Special Olympics opening ceremonies at Husky Stadium
The 2018 Special Olympics opening ceremonies at Husky Stadium
UW President Ana Mari Cauce, Microsoft CEO Satya Nadella, Seattle Mayor Jenny Durkan and President of Kaiser Permanente Washington, Susan Mullaney
Getting ready to enter Husky Stadium with Microsoft CEO Satya Nadella, Seattle Mayor Jenny Durkan and President of Kaiser Permanente Washington, Susan Mullaney
Representatives of the Coast Salish Sea Peoples at the Special Olympics opening ceremonies
Representatives of the Coast Salish Sea Peoples at the Special Olympics opening ceremonies
Chairman of Special Olympics Tim Shriver
Chairman of Special Olympics Tim Shriver emphasized the value of inclusion

 

Sexual harassment in academia is a problem we can address – together

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This week, I had the opportunity to take part in a livestreamed panel hosted by the National Academies of Sciences, Engineering and Medicine (NASEM) about their recent report, Sexual Harassment of Women. The report offers recommendations for the cultural and systemic changes needed to prevent and respond to sexual harassment in the academic STEM fields and its release couldn’t be more timely, coinciding with the #metoo movement.

Yes, we will miss Provost Jerry Baldasty

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This Friday, Jerry Baldasty – my friend and colleague – will walk out of Gerberding Hall as the University of Washington’s provost for the last time. It won’t be his last day on campus or even his last act of service to this University to which he’s already contributed so much. But it will mark the end of an era for me, and for many of us who work, teach and learn here. All of us, in some way, have benefitted from Jerry’s leadership, wisdom and kindness, not just since he became provost, but throughout his four decades of serving the UW.

Separating children from their families is cruel: The evidence is clear

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The horrific images we’re seeing of children separated from their parents as part of the federal government’s new immigration policy are all the more devastating because I know what that trauma means for the children and their families. The fact that American tax dollars are being used to knowingly inflict lifelong trauma on children is a stain on our national character.

In memoriam: Hubert G. Locke, a champion for justice

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I am saddened, along with many colleagues throughout the University, by the passing, this Saturday, of Hubert G. Locke, professor and dean emeritus of public policy. For more than two decades, Hubert served the University of Washington – as assistant dean of the College of Arts & Sciences, as vice provost for academic affairs and as dean of the Evans School of Public Policy and Governance. But long before he arrived at the UW, and long after he retired in 1999, Hubert was a force for justice, ethics and historical context. His work left an indelible mark on the Evans School and our whole University; he will be greatly missed.

Over the years, he served as my confidant and mentor. He had a brilliant mind, was an avid reader, and he was always well-informed on key issues affecting the University, our region, and the world. His integrity was legendary, as was his eloquence. He was generous with his time, beginning when I was a junior colleague and just starting to consider administrative work. He particularly relished his interactions with students, especially students of color and those from less privileged backgrounds. Although we saw each other less frequently in recent years, when we would meet, he would always ask me about the University and the Evans School and he took a great deal of pride in the rising prominence of both.

Hubert was a professor of public affairs who both studied law enforcement policy and American policing and served, most notably, as the administrative assistant to the Detroit Commissioner of Police during the 1967 Detroit riot. That experience led him to publish the highly regarded book, The Detroit Riot of 1967, a firsthand account of that violent conflict. Throughout his life of public service, he remained a devoted advocate for racial and social justice in law enforcement.

Hubert was also a passionate student of the Holocaust and the Third Reich, and his deep knowledge of that period colored his awareness of the need for justice, equity and a civil society committed to those ideals. In a letter to his late father in which he celebrated the election of Barack Obama as president, Hubert wrote, “It is, I think, one of the surprises of history — that hardship and oppression can produce leaders of enormous vision and immense compassion.” Hubert exemplified those qualities in everything he did as a scholar, educator, and civic leader.

We mourn his death, but we are grateful for his many and lasting gifts to the UW, Seattle and world.

A memorial service will held on Saturday, July 28 at 10:00 a.m. at the University Christian Church, followed by a reception.

 

 

Academic student employees ratify contract

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Sunday evening, UAW 4121 announced that the proposed 3-year contract with academic student employees had been ratified by a 62 percent to 38 percent margin (1476 to 918). We are heartened by this result because this contract continues the progress we’ve made in recent years in elevating wages and benefits for ASEs, and also means that undergraduates can finish their courses as planned. Academic student employees are critical to our success as a world-class research university, and this new contract represents our commitment to them and to ensuring fairness for all UW students.

We recognize that our region’s sky-rocketing housing costs are placing real financial stresses on our ASEs, along with other members of our community, and we look forward to working together during the legislative session on behalf of funding for higher education and our top priority, which will continue to be better wages for all our employees.

The negotiations were lengthy, spanning 22 sessions, and we want to thank the negotiators from both sides, as well as all those who made their voices heard constructively throughout this process. We also want to thank all the faculty and staff who made preparations for mitigating the effects on undergraduates of a strike that, fortunately, will now not take place. Students should consult with their instructors to confirm plans for finals and for concluding the quarter and academic year, and we look forward to joining the entire community in the coming days as we celebrate graduation.

Addressing a potential ASE strike

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As we shared recently, we are committed to a fair contract for the University of Washington’s academic student employees. ASEs are an integral part of the University, and the UW continues to negotiate with their representatives in good faith. It’s very disappointing that with two negotiating sessions still scheduled before June 2, the United Auto Workers Local 4121 (UAW) has announced a strike for June 2-15.

Our commitment to a fair contract for ASEs

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The UW is firmly committed to ensuring that teaching assistants, research assistants and all Academic Student Employees (ASEs) are fairly compensated for that work. That is why five years ago we made a commitment to the shared goal of raising the median wages of teaching and tesearch assistants and other ASEs to be in alignment with their peers in the Global Challenge States and on par with the University of California system. Over the last five years, the base salary for ASEs was increased between 3 percent and 11.59 percent each year, for a compounded rate increase of 50.4 percent.

Understanding, preventing and responding to sexual harassment

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I sent the following message to all University of Washington faculty and staff today and I think it’s worth sharing with our whole community. Sexual harassment has the potential to affect everyone and it’s an issue we can and must work together to prevent and address. 

As the #MeToo movement has brought attention to the pervasive issue of sexual harassment in our culture, the University of Washington reaffirms our deep commitment to preventing and addressing sexual harassment in our community. Sexual harassment is devastating for victims, and too often, survivors do not get the support they need when they come forward. Our University is dedicated to fostering working and learning environments that are free from sexual harassment and all forms of sexual violence and discrimination.

Training resources:

In-person, unit-based training can now be scheduled through your Human Resources consultant

Monthly prevention of sexual harassment in-person training through Campus Staff Human Resources. Register here

Video training Addressing Sex Discrimination & Sexual Harassment for staff, faculty and other academic personnel

Bystander training to identify and interrupt instances of interpersonal violence, including sexual harassment and sexual violence is offered regularly on the Seattle campus and by request at other UW locations

We are all responsible for understanding what sexual harassment is, taking action to prevent it from occurring, and knowing how to respond if it does occur. Beginning May 1, 2018, all schools, colleges, campuses, divisions, departments, programs, and offices can request in-person, customized training through Human Resources. In addition to the training focused on staff responsibilities offered through POD, this customized training can now be scheduled on a by-unit basis and geared to any combination of staff and faculty. Contact your Human Resources consultant to schedule a training.

These sessions will expand on a new training video, produced by Human Resources, Academic Personnel, and Compliance Services, “Preventing Sex Discrimination and Sexual Harassment in the Work Environment.” I expect every faculty and staff member to watch this training video. Look for additional training topics and resources to be made available this fall.

University policy also prohibits all employees from engaging in romantic relationships with students that create a conflict of interest or can be perceived to create a conflict of interest. It also prohibits exercising authority over a student with whom the employee has had a romantic relationship. Our policies also address potential conflicts of interest between employees. If you have questions or concerns regarding these policies, how “conflict of interest” is defined, or about developing a formal plan to manage a potential conflict, contact your supervisor, department chair or Human Resources or Academic Human Resources consultant.

The resources and trainings I’ve shared here are valuable, but we recognize that there is more work to be done. A Title IX workgroup is developing recommendations for enhanced education and outreach. Another group is addressing how to best assess our university climate on these issues, and a third is further clarifying employee responsibilities in preventing and responding to sexual violence and sexual harassment. The Title IX Steering Committee will be reviewing their recommendations in Autumn Quarter and the Faculty Senate will lead discussions about the significant role that faculty play in preventing and addressing sexual harassment. I look forward to sharing the results of this work with you.

If you have experienced or are aware of sexual harassment occurring at the UW, please inform your supervisor, department chair, unit administrator or Human Resources/AHR consultant, or call SafeCampus at 206-685-7233. You can also connect with a confidential advocate who will provide information about your rights and support resources. You may also reach out to Interim Title IX Coordinator Valery Richardson at titleix@uw.edu or 206-616-9713.

As a community devoted to public service and grounded in respect for the inherent dignity and worth of every person, we share a responsibility to ensure that sexual harassment is never tolerated here. We all have an obligation to live up to those ideals, and to support each other in fostering a safe and healthy place to work and learn.