Christine Siebeneck, vice president of programming, is the new president-elect of AAUW Ohio, as the result of an election held at AAUW Ohio Equity Day and Convention 2013. Dot McLane of AAUW’s national office, installed her at the April 7 Convention.
Get more about AAUW Ohio Equity Day & Convention 2013:
- AAUW Equity Day & Convention 2013: Engaging. Enriching. Empowering.
- Gender inequity in the academy: Equity Day breakout
- See more Equity Day & Convention Photos on Facebook
Individual members and branches received special awards. They included:
- 2013 Breaking Through Barriers President’s Award - Beth Pinhero of Bowling Green Branch for Tech Trek
- 2013 Public Policy Branch Award - Warren Trumbull County Branch for its work against human trafficking
- 2013 Social Media Advocate Award - Paula Maggio, Communications Chair
Branches that excelled in membership recruitment, mission-based programming, diversity, philanthropy, communications and overall engagement in AAUW efforts received awards at AAUW Ohio Equity Day and Convention 2013.
Philanthropy Award winners
- Top 10 branches supporting the Ohio Century International Fund: Athens, Mansfield, Heights-Hillcrest-
Lyndhurst, Worthington, Defiance, Northeast Ohio, Bowling Green, Zanesville, Dayton, Medina County and Circleville
- Top 10 branches, per capita supporting the Ohio Century International Fund: Athens, Mansfield, Worthington, Heights-Hillcrest-Lyndhurst, Defiance, Northeast Ohio, Delaware, Dayton, Zanesville, and Bowling Green.
- Top 10 branches supporting all AAUW programs: Toledo, Athens, Oberlin, Middletown, Heights-Hillcrest-Lyndhurst, Mansfield, Cleveland, Dayton, Northeast Ohio and Columbus
- Top 10 branches, per capita, supporting all AAUW programs: Oberlin, Athens, Kent, Cleveland, Worthington, Alliance, Heights-Hillcrest-Lyndhurst, Mansfield, Dayton, Northeast Ohio, Toledo
Starz Award winners
- Teal Award: Bowling Green, Chillicothe, Circleville, Cleveland, Delaware, Findlay, Heights-Hillcrest-Lyndhurst, Medina, Middletown, Sandusky, Toledo, Warren-Trumbull, Worthington, Zanesville
- Honors Award: Columbus, Defiance, Lancaster, Lima, Northeast, Van Wert
- Seventh-Year Teal Award: Bowling Green, Medina, Worthington, Zanesville
- Seventh-Year Teal or Honors Award: Findlay
- Sixth-Year Teal Award: Heights-Hillcrest-Lyndhurst and Toledo
- Sixth-Year Teal or Honors Award:SCircleville, Cleveland and Middletown
- First-Year Teal Award: Chillicothe
- First-Year Honors Award: Lima and Van Wert
Communication Star Award winners:
- Overall Excellence in Print, Web, Social Media: Heights-Hillcrest-Lyndhurst Branch
- Overall Excellence in Integrated Print, Web, Social Media: Middletown Branch
- Excellence in Print and Web: Medina County Branch
- Honorable Mention, Newsletter: Sandusky Branch
- Honorable Mention Print, Web, Social Media: Chillicothe Branch
Hosted by the Southeast District branches of AAUW Ohio, including Chillicothe, Ironton and Zanesville, the event attracted nearly 80 attendees from 23 branches around the state. And the Silent Auction raised more than $2,000 for the Ohio Century International Fund.
Mentoring girls for a world of hope
Annie Warmke, a pioneer in the world of rural women and family violence, spoke at the opening session on Saturday morning. In her talk, “Where’s the Hope in a World That is Running Out of Everything?”, Warmke shared the story of her childhood, her marriage, and her escape from domestic violence.
She shared her tales of creating access to safe houses for rural women, organizing battered women in prison to apply for clemency, and her current passion — mentoring girls “for the new feminism.” Her advice: “Give girls an experience of something positive, and they will want more.”
When mentoring girls, Warmke advised meeting them where they are and crossing barriers because of lack of leisure time and cultural differences.
Through her farm Blue Rock Station, Warmke provides workshops and internships. She is also an author who teaches sustainability courses in Europe, teaches about advocacy and marketing in colleges, and is getting ready for a trip to India, where she will learn more about goats and cheese making.
Stopping street harassment
Holly Kearl, program manager and activist at AAUW, author of the book Stopping Street Harassment, and co-author of the AAUW research report Crossing the Line: Sexual Harassment at School, noted that a recent survey of 881 women found that 99 percent of them had experiences harassment on the street.
Here’s the breakdown of the types of harassment women experienced:
- 94% were whistled at
- 81% were the target of sexually explicit comments
- 75% were followed by strangers
- 57% were touched in a sexual manner
Such harassment causes women “to learn that streets and public spaces are male territory” and leads them to constantly assess their surroundings, which she described as a form of sexual terrorism.
Street harassment is a global problem, she added. More than 90 percent of survey respondents in Lima, Peru; Sana’a, Yemen; and Delhi, India, said they had experienced it. And more than 80 percent of respondents in Canada, the United States and Egypt said they were victims.
Kearl shared five things we can do to stop street harassment:
- Talk about it, especially with boys and men.
- Share our stories.
- Practice empowering responses.
- Take community action.
- Participate in International Anti-Street Harassment Week, April 7-13.
For more information on the topic, visit Stop Street Harassment.
Rural schools working together
As the keynote speaker at Saturday evening’s awards banquet, Barbara Hansen shared the story of the Ohio Appalachian Collaborative. She holds the Dave Longaberger Endowed Chair at Muskingum University, a co-sponsor of the weekend event.
The Cooperative, which is made up of 21 Appalachian school districts that have joined forces to develop and implement a comprehensive approach for transformational change in rural education, works to prepare students for careers and college through collaboration, communication, technology and training.
Working together towards that goal are superintendents, teachers, principals, teachers’ union leaders, Ohio Department of Education leadership, representatives from higher education, business leaders, philanthropic organizations and others.
Powerful breakout sessions wove tapestry together
A variety of breakout sessions on topics ranging from human trafficking to women in male-dominated careers to school funding to grass-roots advocacy were also part of the two-day event.
Participants also discussed the book Tripping the Prom Queen and the film Miss Representation.
Here are reports and PowerPoint presentations from the breakout sessions:
- “Women as ‘Professor Staff’: Gender Inequality in the Academy by Marisa Allison of the New Faculty Majority Foundation
- Women Seeking Achievement in Male-Dominated Careers: Leadership and Computer Science by Jennifer Sader, Ph.D., of Lourdes University
One way to cover up a problem is to make it invisible.
Part-time faculty, who generally make low wages and receive no benefits even though they comprise two-thirds of college and university faculty nationwide, are rendered invisible because so many different words are used to name them, according to Marisa Allison, acting director of research at the New Faculty Majority Foundation and a doctoral student in the Department of Sociology at George Mason University.
She shared data on these issues at two breakout sessions she led on “Women as ‘Professor Staff‘: Gender Inequity in the Academy” at AAUW Ohio Equity Day and Convention, held April 6-7 in Newark, Ohio. She was joined by April Freely, co-chair of the Organizing Committee of the Ohio Part-Time Faculty Association.
Part-timers are called adjuncts, contingent employees, lecturers, non-tenure-track, term, part-time, post-doctoral, teaching assistants, and auxiliary employees. As a result, they exist generally unrecognized and unrepresented within the academy.
The low status of part-time faculty presents them with a number of challenges:
- unequal compensation
- lack of job security
- no academic freedom
- lack of professional development
- lack of advancement opportunities
- little to no benefits
Allison said that another way that part-time faculty are made invisible is by not addressing the inequitable way they are treated. While nationwide the median pay for tenure track faculty to teach a three-credit course is $6,000, part-time faculty make $2,700. Meanwhile, the median revenue that a three-credit course brings in is $84,000 nationwide, Allison said.
So it should come as no surprise that the number of individuals with advanced degrees who are receiving government aid such as food stamps has increased. Of the 22 million individuals with advanced degrees, 360,000 were receiving public assistance in 2010, she reported. That figure more than doubled between 2007 and 2010.
In addition, part-time faculty often lack access to support services and resources such as copying, office space, computers, telephones, and textbooks.
The demise of the tenure track
The problem will only get worse, Allison said, because the number of tenure track faculty is decreasing, while the number of part-time and non-tenure-track full-time faculty is on the upswing.
“The reliance of universities on contingent faculty is dramatic. They have become the majority of faculty across the United States,” she said.
This is particularly true because tenured faculty are staying on the job longer – 20-plus years — and there is a lack of tenure track jobs. According to Allison, universities are converting tenure track positions to non-tenure-track once a faculty member retires — if the position is filled at all.
The real numbers of contingency
Allison brought her tale close to home — and underlined the discrepancy between the figures universities and colleges publicize and
those their institutional research departments compile — by sharing the latest figures from the University of Akron’s Office of Institutional Research.
While UA admits to having 58 percent contingent faculty, UA’s official employee count shows that in 2012, 78 percent of its faculty was actually contingent or non-tenure track, which is above the national average.
That means that just 22 percent of the university’s total faculty on all campuses was full-time tenure track or tenured, according to Allison’s calculations.
She pointed out that 42 administrators and 21 librarians, both groups with faculty rank, are included in the tenure track total. However, both groups may teach occasionally or not at all.
Gender, race and contingency
“While gender and race are generally left out of the conversation, these are important factors because universities and colleges have more women students and faculty,” noted Allison, whose doctoral research addresses gender inequality in higher education. Her specific focus is the growth of women’s participation in the adjunct and contingent labor force.
She shared the percentages of female students in colleges and universities nationwide during the 2007-2008 academic year:
- 62% associate degree programs
- 57% bachelor’s degree programs
- 61% master’s degree programs
- 50% professional degree programs
- 51% doctoral degree programs
Women make up a large percentage of part-time faculty, so the lack of equity in the higher education workplace hits them hard, Allison said.
At Ohio State University, for example, 35 percent of the faculty is tenured or tenure-track, while 65 percent is contingent. Of the total number of faculty, less than half, or 42 percent, are female. But when it comes to contingent faculty, it is clearly a woman’s world. Females comprise 72 percent of contingent faculty, according to the figures Allison provided.
Contingency and student outcomes
“Our working conditions are student learning conditions,” Allison noted, with pay inequities and poor working conditions affecting students as well as faculty.
Research shows that colleges and universities with a high percentage of contingent faculty have diminished graduation and retention rates, negative affects from early exposure to part-time faculty, and reduced student-faculty interaction. Those institutions also see a decline in graduation rates and lower GPAs, she said.
Allison cautioned that the negative affects on students are not because of the quality of part-time faculty, as “contingent faculty are some of the best and most-beloved faculty on campuses.” But the poor working conditions suffered by part-time faculty make it impossible for them to serve students well.
Dear AAAUW Ohio,
On behalf of the American Association of University Women (AAUW) policy staff, I wish you a very (un)happy Equal Pay Day! I hope you’ll join us in “celebrating” this occasion by thanking President Obama for his leadership on equal pay and calling on him to take one more step in our fight for fair pay.
Equal Pay Day is the symbolic day when women’s earnings catch up to men’s from the previous year – it takes an extra three months thanks to the 23-percent wage gap. Even worse than the wage gap existing is the reality that few women actually know if they are being paid unfairly, and some don’t feel safe asking those questions at work for fear of retaliation from their bosses. They could even be fired!
If we are to help women ensure they are being paid fairly, we have to change this – starting with the companies that do business with the federal government. An executive order from President Obama could change the policies of the thousands of businesses that benefit from contracts with the federal government, paid for with our precious tax dollars. We can’t wait for Congress to fix this problem, and we don’t have to for this very large part of the nation’s workforce. The president can and should act now.
Join me in urging the president to tell federal contractors: If you’re going to do business with the government, you can’t fire or otherwise retaliate against employees who ask about wage practices or share their personal salary information!
My dear friend Lilly Ledbetter only discovered she had suffered from career-long pay discrimination because an anonymous coworker tipped her off. Lilly’s coworker took a huge risk and had to remain anonymous for fear of losing his or her job. We still don’t know the identity of this good Samaritan! But imagine if Lilly had never found out she was being paid less than her male colleagues at Goodyear – the thought makes me sick to my stomach, and I want to make sure women like Lilly know they can safely ask questions and seek justice.
Equal Pay Day is our moment to act, and we need to tell the president it’s his moment, too.
Please, send a message today. For Lilly, for yourself, for all the women in your life!
AAUW Director of Public Policy and Government Relations
The changes, which include an updated tagline and a fresh color palette, are designed to place AAUW on the cutting edge of digital communications and appeal to a broad audience.
As you can see, AAUW’s trademark teal is gone. It has been replaced by two colors in the primary color palette: leaf green (PMS 576) and admiral blue (PMS 534). Secondary colors range from paprika to honey gold to eggplant to slate blue.
According to the AAUW Branding Guide, “The AAUW logo represents our organization, who we are and what we do. It’s more than just a logo; it’s our identity, and it defines us in the eyes of our audience. The AAUW logo consists of two elements: our name and our tagline. The logo is a trademarked, custom-designed piece of artwork and should be used with care.”
The AAUW logo may be used only by AAUW-affiliated entities, such as states and branches, for official AAUW purposes. Individuals may not use the AAUW logo as an avatar or profile picture on their personal social media sites.
Visit the AAUW Branding Tool Kit page to get all the resources you need. There, you can log in with your member ID (your member number) and password, then download the AAUW Branding Guide, which includes helpful information on using the new logos, as well as typeface and color recommendations. You can also download AAUW logos in a variety of formats, from high-resolution jpegs of 300 DPI for printing to low-resolution gifs or jpegs of 72 DPI for Web/screen display.
You can also download our new state logo and an AAUW logo that includes your branch name, such as the one at left.
Here are a few helpful tips from the AAUW Branding Guide on placement of the AAUW logo:
- The AAUW logo should always have white space around it.
- For materials on 8 1/2” x 11” paper, please allow a minimum of 1/2” white space around the logo.
- For larger items, like posters and banners, please allow a minimum of 2” to 4” of white space around the logo.
Here is AAUW guidance regarding fonts:
- The AAUW logo is based on Jos Buivenga’s Museo Sans. This typeface is sturdy, geometric, and highly legible. These attributes give it a modern, simple, and accessible tone.
- If you do not have a licensed version of Museo Sans, please use the PC- and Mac-accessible font Calibri.
- Other acceptable fonts include Museo Sans, Calibri, DIN, Helvetica, Garamond, Georgia, Minion and Palatino.
Fifty years ago, President John F. Kennedy signed the Equal Pay Act, which requires employers to give women and men equal pay for equal work.
At that time, women were paid 59 cents for every dollar men were paid. Today, that figure is 77 cents. Although we have made significant strides since 1963, true parity continues to elude us. Read more.
What can you do?
Take action! Send a message in support of the Paycheck Fairness Act to your representatives.
Attend AAUW Ohio Equity Day and Convention 2013: An AAUW Tapestry: Weaving the Threads of Engagement, Enrichment and Empowerment, April 5-7 at the Newark Metropolitan Hotel, 50 North Second St., Newark, Ohio 43055 in the heart of Licking County.
Discover the rich tapestry of engaging, enriching and empowering presentations that will be part of this two-day event by downloading the full program of events, and visit our AAUW Ohio Equity Day and Convention 2013 page for all the details.
The hotel reservation date is March 31 to guarantee the AAUW Ohio rate. Rooms at the Newark Metropolitan Hotel, 50 North Second St., Newark, Ohio, are available for $90 a night plus tax. This rate includes breakfast. Ask for AAUW when making reservations by calling 855-250-4563. Or book online at www.newarkmetrohotel.com using this promotional code: AAUW2013.
Event Details and Costs:
- Saturday, April 6, Equity Day: $60. Registration begins at 8:30 a.m.; program, including keynote speakers and breakout sessions, begins at 9:30 a.m. and ends at 3:50 p.m. Social hour at 6 p.m. Optional Awards Banquet at 7 p.m. President’s Reception at 9 p.m.
- Optional Awards Banquet on Saturday, April 6, 7-8:30 p.m.: $35. Includes full plated dinner and gratuity. Menu choices include Lemon Rosemary Chicken Breast, Herb-roasted Pork Loin and Chef’s Choice Vegetarian. You may select your menu choice on the Registration Form.
- Sunday, April 6, Convention: $60. Registration and credentialing, 8-11:30 a.m. Breakout sessions, 9-10:50 a.m. and 12:15-1 p.m. Lunch at 11 a.m. Annual business meeting at 1 p.m.
- Silent Auction: 8:30 a.m. – 5 p.m. April 6. Ends at 9:45 a.m. April 7.
Registration and payment: Two methods of registration and payment are available:
- By mail: Download the Equity Day & Convention 2013 Registration Form, and mail the completed form with your check made payable to AAUW Ohio to: Susan Marie Bigaila, 217 Johnson Hall, Bowling Green State University, Bowling Green, Ohio 43403.
- Online: Pay online by choosing the appropriate options on our PayPal page. In this case, you may email your completed Registration Form to email@example.com.
Registration deadline: Registration and payment are due by March 23. Registrations sent after that date incur an additional $10 charge.
More on AAUW Ohio Equity Day and Convention 2013:
- Schedule of Events for Equity Day & Convention 2013: Download the full program of events.
- Visit our AAUW Ohio Equity Day and Convention 2013 page for all the details.
- Convention delegates will vote on bylaws change: Find out about the proposed bylaws change and be ready to vote. Download the newly proposed bylaws.
- Share your branch photos: To celebrate our theme of An AAUW Tapestry: Weaving the Threads of Engagement, Enrichment and Empowerment, we encourage all branches to send digital photo(s) of members, events, or activities to Sue Bigaila at sbigail@bgsu. edu.
- Download AAUW Ohio Orbit Spring 2013: This is the Equity Day & Convention 2013 issue that was mailed to all members in early March.
Held in recognition of Sexual Assault and Awareness Month, this screening of the documentary The Invisible War, on sexual assault in the military, will be held on April 3 at 6 p.m. at the Bowen Thompson Student Union Theatre on the Bowling Green State University campus.
It is free and open to the public and is sponsored by the Bowling Green State University Graduate Women’s Caucus, The Women’s Center, AAUW Ohio’s Bowling Green Chapter, Mariana Grobowski, and Women’s, Gender, and Sexuality Studies.