Take the case of Jane. Her role is that of Vice President Academic within Morgan Community College. She has been in her role for two years. Prior to this position she was Dean of the Applied Arts program at a college in another province.
Her day is usually spent moving from meeting to meeting and putting out fires. Her portfolio includes 17 schools and faculties. While she has a supportive staff surrounding her she often feels overwhelmed with the countless questions and serious issues which end up on her plate.
On this particular day, time was of the essence as she was meeting with a number of corporate donors who wanted to provide a large donation for the beleaguered Faculty of Arts. As she was on her way out the door Anne, a new faculty member, approached her and asked if she had some time.
As per her standard response she indicated that she had some time but not a lot and asked whether the faculty member would walk with her. The faculty member said no, that she need to discuss something of a sensitive nature and she would wait. Jane suggested she call her office and set up an appointment. The faculty member proceeded to set up a meeting for two weeks later.
Two weeks later at a meeting the faculty member advised Jane that she felt that there was a hostile climate in her department towards female faculty. Jane was aware that there were a number of senior faculty from the “old school” and she was aware that there had been a number of previous comments. None of these comments were written as formal complaints.
After listening to the faculty member Jane suggested that the faculty member think about her accusations and decide if she was going to proceed with the complaint. Just then the telephone buzzer beeped to signify there was another appointment waiting. In the process of walking the faculty member to the door she made the comment… that there had been previous complaints but you know “boys will be boys, and these faculty will be gone in a few years”.
The faculty member upon reflection was very frustrated and decided to take the complaint to the Faculty Union. After filing the complaint the Union Secretary happened to overhear the complaint and mentioned it at her cocktail party that weekend where it was overheard by an intrepid reporter for the daily newspaper entitled The Daily Rag.
The next morning the headline read Female faculty report “Morgan College a Difficult Place to Work”.
If you were Jane the VP Academic how would you have handled this situation?
Choose a preferred course of action and watch how each theme is linked and how the course of each administrative decision brings you to another situation.
What would be the first step that Jane should take?
Jane gives Anne the opportunity to explain the situation and time to consider what she would like to do.
What does Anne do?
There is no formal policy on how to deal with such complaints. What does Jane do?
Jane files this complaint for future reference, making sure that a copy is on Anne's Human Resource file.
Points to Ponder:
Jane brings the issue forward to the Senior Administration Committee asking for a policy. Jane will wait until there is a policy before proceeding. By taking action Jane may set a precedent that may negatively impact the policy.
Points to Ponder:
Since there is a lack of policy and Jane is busy, she forwards the complaint to the Department Head.
The Department Head refutes the situation. He berates Anne for going over his head, and putting the budget of the department in jeopardy.
Points to Ponder:
Jane suggests that Anne talk to the Arts Department Head.
The Department Head claims that Anne's complaints are not valid, but does speak to other faculty members. He does report back to Anne that there is not a problem, such complaints will not look good an her record, and perhaps she should seek counciling.
Anne hires a lawyer and sues the University for creating a hostile work environment.
Points to Ponder:
Anne continues with her job duties, but avoids interacting with other faculty members, departmental and institutional committees, etc.
Points to Ponder:
Anne seeks counseling. When Jane asks Anne if the counseling is working, Anne reports that it does.
Points to Ponder:
Anne resigns.
Points to Ponder:
Anne considers her options, and decides that she needs to talk with the faculty members herself.
How does Anne proceed? What is Jane's role?
Anne confronts the faculty members in their office.
Points to Ponder:
Anne sends the faculty members an email outlining her concerns, and providing details of times that she has felt offended.
Points to Ponder:
Anne invites faculty members concerned to the local coffee shop.
Points to Ponder:
Anne considers her options, and decides that given her position as a new faculty member she should just accept that the risk is too high to proceed with this complaint.
Points to Ponder:
Jane should hold a press conference to address the article in The Daily Rag.
Points to Ponder:
Jane criticizes the journalist who wrote the article in the paper.
Points to Ponder:
Jane tells the media that this is an isolated incident and that it is being taken care of internally.
Points to Ponder:
Jane tells the media that all involved in the case will be disciplined appropriately and internally.
Points to Ponder: