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 Conferences
Workshops
The staff of OED has the expertise to teach classes and workshops on a variety of topics related to affirmative action and
equal opportunity in employment and education. This includes topics such as affirmative action and the law, preventing sexual
harassment, understanding discrimination, ADA and reasonable accommodations, working with students under ADA, Title VII and
Title IX, immigration, etc. Additionally, they will develop custom presentations to serve the educational needs of our faculty,
staff and students and enhance the quality of the student experience. Please contact Janice Wasserman about staff availability to help you.
OED's Affirmative Direction Series are educational programs aimed at increasing University and general public awareness about affirmative action, educational
access and equity, social justice, equal employment and educational opportunity, unlawful harassment and discrimination, and
compliance requirements under relevant federal and Ohio laws and court decisions. All programs were free and open to members
of the general public and were well publicized by Marketing & Communications through its news network, e.g. SST's Theatrical Performers. Three of our programs in the fall 2004 Affirmative Direction Series were of special significance to the general public, since they involved presentations by the Executive Director of the Ohio
Ethics Commission and the Executive Director of the Ohio Civil Rights Commission. The presentations: "Ethics is Everybody's
Business", "The OCRC and the Laws It Enforces", and "Preventing Discriminatory Harassment in the Workplace", were collaborations
with these important agencies, and their staffs, which also allowed these agencies to further their own responsibilities to
educate the public in their respective areas. Because these programs were recorded, they will continue to be available to
members of the BGSU community and residents of the state of Ohio. BGSU students, faculty and staff can access these programs
using video-streaming technology from any campus computer. The programs will also become a part of the WBGU video library
and members of the University community, as well as the public at large, may contact WBGU for previewing arrangements. Additionally,
the Office of Equity & Diversity will retain copies of these valuable programs in our Diversity Resource Center.
With our 2005 Spring Affirmative Direction Series we continue to promote civility, tolerance and inclusion. The first program in this series is our "Readings in Diversity" in which Constituent Readers share a reading selection with
the audience. Readings included: 1) Speech by Elizabeth Birch, Executive Director, Human Rights Campaign; and 2) Poem titled "Each of Us Has a Name" by Zelda. During Black History Month, we examine the role of whites as participants in the historic struggles for equality
and justice for African Americans with “Whites in Black History: A Choice of Legacies”. In March, a panel of experts from across campus provides an overview of the grievance procedures available to students and
employees who believe they have been subjected to unlawful harassment or discrimination. We wrap the spring semester up with
a presentation that provides insights on how to develop cultural competence individually as well as organizationally “Cultural
Competence in the 21 st Century”.
In collaboration with departments across campus, OED sponsored two educational forums presented by Dr. Bernice R. Sandler, distinguished educator and legendary Title IX advocate. Dr. Sandler addresses the topic of Sexual Harassment and institutional gender equity issues.
On April 18, 19, and 20, BGSU hosted representatives of the U.S. Equal Employment Opportunity Commission (EEOC) and the Ohio
Civil Rights Commission (OCRC) on our campus.
**If you attended one of our sessions and wish to leave feedback, please take a moment to fill out our Online Evaluation Form by clicking here!
Training Programs
- Search Committee Orientation : OED staff present an online training session designed to assist all those who are participating as a member of a search/screening
committee. Using a series of video clips, the staff guides the viewer through the expected process and best practices of a
legal and affirmative search. The search process is covered from start--getting a position authorized--to finish--completing
the Appointment Activity Record recommending a hire. Other topics covered include how to write a good ad, how to recruit from
a wide-range of sources, what questions are legal to ask, how to review credentials in a fair and equitable manner, and good
practices for conducting on-campus interviews. Also covered are special considerations for the hiring of a foreign national.
In addition, extensive recruitment sources for reaching under-represented populations are available at this site.
- Preventing Sexual Harassment : an online course developed for the BGSU community
The goal of this online course is to enable participants to identify sexual harassment behaviors and with this knowledge,
keep BGSU free of sexual harassment. The module presents information about sexual harassment behaviors and concludes by asking
participants to complete a mastery test. Upon successful completion of the test, the participant will obtain a printed certificate
of completion.
- Preventing Employment Discrimination : an online course developed for the BGSU community. The program is divided into two parts, each approximately 30 minutes
in length with a 15-question mastery test at the end of each part. A score of 80% or greater is required for successful completion.
Part 1 covers federal laws (Title VII of the Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act, Americans
with Disabilities Act, and the Pregnancy Discrimination Act); and Part 2 covers other federal employment laws and statutes
enforced by the Ohio Civil Rights Commission (Affirmative Action Plan, Fair Labor Standards Act, Family and Medical Leave
Act, Rehabilitation Act of 1973, Jobs for Veterans Act, Legal Theories under EEO Law, and Respectful Workplace). The primary
goal of this course is to enable participants to identify, avoid and report behaviors that appear to violate employment discrimination
laws.
- Sexual Harassment Refresher - employees that have taken the basic online Preventing Sexual Harassment (PSH) program more than a year ago, should complete
follow-up training by taking this refresher course. The course consists of a brief overview of sexual harassment and a mastery
test. The mastery test is longer and more challenging than the test at the conclusion of the basic PSH program. If you have
any problems passing the mastery test, it is recommended that you review the basic program. Please see the web site below
to access the PSH training program.
http://training.newmedialearning.com/psh/bowlinggreen/choicerefresh.htm
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Implicit Association Test : tool to help you gain more awareness of your unconscious preferences and beliefs. Have you ever thought to yourself or asserted to others that you are "not prejudiced?" Research would suggest that this is
likely not true for anyone. Reliable studies at Yale, Harvard and the University of Virginia among other places have dealt
with bias in four areas: unconscious bias, bias that favors your group, bias that favors you, and bias that favors those who
can benefit you. Researchers have established that it's not only likely that we hold such inherent or implicit bias but that
we are not even likely aware of them AND they can and often do affect how we view others and make managerial decisions. Given
this, OED believes it is imperative that those who are participating in a search at any level and to any degree understand
the powerful affect that unconscious bias has on the outcome of any selection process. To that end, we urge anyone involved
in an employment decision--as a member of a search committee, merit or P T committee, for example, to take, in private,
the Implicit Association Test. The IAT has been taken by more than 2.5M people since its development in the mid-1990's as
a means of studying the effects of unconscious bias. Understanding how implicit bias affects the outcome of any personnel
decision process is a powerful tool in our efforts to be affirmative and to be fully guided by EOC. To access the test, go
to http://www.implicit.harvard.edu and click on Demonstration.
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