F organizations across the state,sharing our research findings.Audiences have included the annu-al conferences of the MichiganWomen's Studies Association, theMichigan Women's Network of theAmerican Council on Education,and the American Association ofUniversity Women. We have madepresentations to the Michigan CivilRights Commission and theNational Council for Research onWomen, to groups at Oakland andEastern Michigan Universities, andto a number of organizations with-in Washtenaw County. We arescheduled for numerous engage-ments throughout the fall, includ-ing the University of Michigan-Flint, Michigan TechnicalUniversity in Houghton, a coalitionof women's organizations inTraverse City, the MichiganNonprofit Association and others.

Our CommitmentWhy is the Center so committed toconducting research and educatingthe public about the likely impactof the MCRI? It would immedi-ately eliminate, by constitutionalamendment, affirmative action andoutreach activities in education,

or the last two years, theCenter for the Education of

Women has taken a state-wideleadership role in investigating thepotential impact of the proposedMichigan Civil Rights Initiative(MCRI) facing the voters thisNovember. We released our firstresearch paper, The Gender Impactof the Proposed Michigan CivilRights Initiative, in March 2005and the second, The PotentialImpact of the Michigan CivilRights Initiative on Employment,Education and Contracting, inJune 2006. Both papers, writtenby Susan Kaufmann, explore theconsequences in California of the1996 passage of Proposition 209,a nearly identical constitutionalamendment adopted by ballot ini-tiative, as a means of identifyingprobable effects in Michigan. The papers, along with researchbriefs and accompanying informa-tion and resources, are available onthe Center's website atwww.cew.umich.edu.

Across the StateSince March 2005, CEW staffmembers have been speaking to

employment and contractingundertaken by public colleges anduniversities and by state, county,and local and municipal govern-ments that take into account gender, race, ethnicity, and nation-al origin. It will probably lead to along succession of lawsuits seek-ing to establish the scope andinterpretation of the amendmentand is likely to have broad consequences, as described in theresearch papers and the accompa-nying article (see page 3.)Evidence from California indicatesthat Prop. 209 has diminishedopportunity in several importantregards. Research suggests thataffirmative action will remain aneffective tool for Michigan as ourleaders and residents struggle toimprove our economy by increas-ing access to education andemployment opportunities.

See related article on page 3

F a l l 2 0 0 6

In this Issue:

Page 2 From the Director

Page 4 Mid-Campaign Update

Page 6 Profile: CEW Leadership Council Member Rob Oliver

Page 8 Researchers at CEW

For the past decade, the Center for theE d u c ation of Women has enjoyed a

successful partnership with the Alfred P.Sloan Foundation – a major philan-thropic organization established by theformer president and CEO of GeneralMotors Corporation in 1934.

Through its Wo r k p l a c e , Work Force andWorking Families Progr a m , the SloanF o u n d ation supports projec ts andresearch designed to create more eff e c-t i v e , flexible careers for American work-e r s , including those in the academy.

CEW has long shared Sloan’s interest inimproving career flexibility for highere d u c ation faculty and staff , and weh ave been the gr ateful recipients ofseveral Sloan Foundation grants to support our research.

Sloan Project Evaluates Wo r k i n gC o n d i t i o n sFor example, Center researchers LouiseA u g u s t , Jeanne Miller, and JeanWa l t m a n , with the support of g r a d u at estudent assistants , are in the midst of amajor three-year, Sloan-funded project.As part of that project, t h ey are:

■ E v a l u ating data from a nat i o n w i d eweb-based questionnaire, which theyadministered in December, 2 0 0 5 . T h egoal of the surv ey is to gather and dis-s e m i n ate info r m ation about the workingconditions of non-tenure track faculty atvarious types of higher education insti-tutions across the country. This cat e g o-ry of academics, who do not enjoy the

permanent status and other career benefits of tenure, is increasing in n u m b e r. According to a recent A AU Pr e p o r t , full- and part-time non-tenuretrack appointments account for threeout of five new faculty positions. T h e s enon-tenure track faculty are primarilyclassroom instructors with minimal p u b l i c ation requirements, and a majorityof them are women.

Sloan FoundationSupports CEWResearch

Continued on page 6

E M P O W E R I N G W O M E N T H R O U G H

R E S E A R C H , A D V O C A C Y A N D S E R V I C E

University of MichiganCenter for the Education of Wo m e n

CEW Researchers look to California to see the effectsthe MCRI may have in Michigan

n the past seve ral months, CEW A s s o c i ate Director for A dvo c a cy Sue Kaufmann has become k n own across the state for her ex t e n s ive re s e a rch on the potential impact of the Mich i gan Civil

Rights Initiat ive, a ballot proposal being put befo re Mich i gan vo t e rs in November 2006. Because the p roposal is modeled on Califo rnia's Proposition 209, wh i ch was passed in 1996, Sue has been able torev i ew the results and outcomes of that proposition. The impact on women of this Califo rnia pro p o s a lover the past decade has been measurabl e, and CEW is part i c u l a rly interested in examining potential gender impacts in Mich i gan of a similar ch a n ge to the constitution.

Tra cking the progress of women in academia has been one of CEW's strengths over its four decades. Weh ave broadened that focus to include ex p l o ration of the wo rk lives of faculty and academic re s e a rch e rs .F l exibility in career pat h s , fa m i ly - f ri e n d ly policies, and diffe rences between tenu re tra ck and non-tenu ret ra ck faculty are areas of CEW re s e a rch and advo c a cy. Our Sloan Fo u n d ation pro j e c t s , wh i ch ared e s c ribed in the art i cle beginning on page 1, a dd ress these issues at the national level. Along with theP resident's A dv i s o ry Commission on Women's Issues, the advo c a cy and policy arm of CEW ensures thatthese issues remain visible on the UM campus.

A dd i t i o n a l ly, both on this campus and nat i o n a l ly, o p p o rtunities for women to develop leadership skills ares o m ewh at limited. Costly leadership training programs are ava i l able to only a few, and many leaders h i pp rograms are not focused on women or on gender issues. At UM, CEW is offe ring a nine-month leader-ship program for selected mid- and upper- l evel staff wo m e n , the A dvanced Leadership Series. The Deansof seve ral UM Schools and Colleges have also identified the need for leadership development for wo m e nfa c u l t y, p a rt i c u l a rly new ly - t e nu red fa c u l t y.

N at i o n a l ly, Campus Women LEAD, an affi l i ate of the A m e rican A s s o c i ation of Colleges and Unive rs i t i e s ,has begun a new initiat ive focusing on leadership training for women that stresses inclusion and institu-tional ch a n ge. I am curre n t ly invo l ved in the development of this new national program and am quiteexcited about the possibilities of cro s s - fe rt i l i z ation of concepts and practices between CEW programs andthe Campus Women LEAD program. I will continue to contri bute to the design of these leadership tra i n-ing wo rkshops and as a liaison between the Mich i gan programs and the national one.

Whether wo rking with individuals as they make life ch o i c e s , p roviding training opportunities for emerg-ing women leaders , or conducting re s e a rch that can affect policies and programs that enable women tos u c c e e d, CEW continues to add ress the concerns and the possibilities facing women on campus, a ro u n dM i ch i gan or across the country. As alway s , I hope that you find some useful and inspiring info rm ation inthis newsletter and invite you join us in our wo rk.

I

CEW STA F F

Carol Hollenshead, Director

Kirsten Elling, Associate Director for Counseling, Programs and Services

Susan Kaufmann,A s s o c i ate Director

for A d v o c a c y

Louise AugustEilisha DermontValerie EaglinMarlese GrantBeth HalloranJoan Henry

Roxann KeatingJeanne Miller

Catherine MuellerDoreen MuraskyJanice ReubenBeth Sullivan

Jean WaltmanAudrey Williams

Affiliated ScholarsAimee Cox

Lily Jarman-ReischRenge Jibu

Jana NiddiferJuliet PerumalLucy Reuben

Graduate Student ResearchersHeather Branton

Patricia Moonsammy

Leadership CouncilLisa Baker, Ann Arbor, MI

Jean W. Campbell, Ann Arbor MIMolly H. Dobson, Ann Arbor MI

Anne E. Lehker, Milford, MIRobert D. Oliver, Ann Arbor, MI

Margaret A. Riecker, Midland MIAnn Sneed Schriber, Ann Arbor MI

Marina v. N. Whitman, Ann Arbor MI

Emeritae CouncilMenakka M. Bailey, Ann Arbor, MI

Nancy Barbour, Alexandria, VANorma C. Barfield, Bloomfield Hills, MI

Ellen M. Byerlein, Petoskey, MILois P. Cohn, Bloomfield Hills, MI

Julie F. Cummings, Birmingham, MIMartha Meier Dean, Newton Square, PA

Beverly B. Denbo, Bethesda, MDAnthony Derezinski, Ann Arbor MIAnne Duderstadt, Ann Arbor, MI

Susan S. Florsheim, Highland Park, ILTwink Frey, Grand Rapids, MI

Beverley Geltner, Ann Arbor, MIMatina Souretis Horner, Belmont, MA

Judith H. Lax, Ann Arbor, MIAshley M. Maentz, Lake Bluff, IL

William Martin, Ann Arbor, MIRebecca McGowan, Ann Arbor, MI

Ann V. Parfet, Kalamazoo, MILana B. Pollack, Ann Arbor, MISheila M. Potiker, La Jolla, CA

Kathleen K. Power, Ann Arbor, MIDesma Reid-Coleman, Detroit MI

Karla Sherer, Chicago, ILMartha R. Seger, Ann Arbor, MI

Carol S. Smokler, Boca Raton, FLMaxine J. Snider, Chicago, ILNellie M. Varner, Detroit, MI

Erica A. Ward, Bloomfield Hills, MI

Cente r f or the Educat ion o f Women Un iver s i t y of Mich igan Fal l 200 6 P age 2

F R O M T H E D I R E C T O R

CEW has long identified and responded to ch a l l e n ges to wo m e n ' sp rogress as well as emerging opportunities for women. We c o n t i nue to do so on many fro n t s , o n - c a m p u s , s t at ew i d e, and n at i o n a l ly.

The Center for the Education of WomenUniversity of Michigan

330 East Liberty Ann Arbor, Michigan 48104-2289

734.998.7080www.cew.umich.edu

The University o f Michigan Women of Color Task Force (WCTF), sponsored by CEW, the Office of the Senior Vice Provost, H u m a nResources A ff i r m ative Action office and the UMHS Human Resources Off i c e , will hold its 25th anniversary conference on Friday,March 2, 2 0 0 7 , at the Rackham Auditorium and the Michigan Leag u e . This conference is the largest career development event fo rUM staff and features 50 professional, financial and personal development workshops, a networking luncheon, vendors and a spe-cial keynote speaker. This anniversary celebrates years of dedication and planning by a committee of women of color staff whowere dedicated to providing a venue that offered career development training for all University employees. A pictorial history of theTask Force will be on display as part of the celebrat i o n .

The 2006-07 officers of the Task Force are Lucy Brown, Ross School of Business; Joyce French, ISR; Elizabeth Mimms, School ofE d u c ation; Michelle Rosemond, LS&A Comprehensive Studies Program; and Grace W u , UMHS Psychiat ry Department. This newlyelected executive team will work with WCTF Program Coordinat o r, Janice Reuben, and the other 28 Task Force members to planand execute several projects throughout the coming year. More info r m ation about the Women of Color Task Force can be found onthe CEW website w w w. c e w. u m i c h . e d u / fa c u l t y - s t a f f / w c t f . h t m

Women of Color Task Force Celebrates 25th Anniversary

and school districts that are perc e ive d, ri g h t ly or wro n g ly, as operat i n ge d u c at i o n a l , e m p l oyment or contracting programs that imperm i s s i blyconsider ra c e, ge n d e r, ethnicity or national ori gi n .

Access to Education KeyThe Cherry Commission, the authors of A New A genda for a NewM i ch i ga n , and other Mich i gan leaders have re c e n t ly emphasized thatrevitalizing the Mich i gan economy re q u i res all Mich i gan citizens toh ave the broadest possible access to education. In order to at t ract orc re ate know l e d ge economy jobs, we need we l l - e d u c ated wo rke rs andc re at ive innovat o rs , the Cherry Commission concl u d e d. For some ofour citize n s , some ex p e rts have fo u n d, a ffi rm at ive action in its bro a d-est sense, i n cluding outre a ch effo rt s , p re - c o l l ege progra m s , and othermeans of increasing access, remains an important ave nue to o p p o rt u n i t y.

M i ch i gan's schools are among the most segregated in the country.S egregated schools attended by minority ch i l d ren often have high con-c e n t rations of pove rt y, high teacher and student turn ove r, less accessto advanced cours e s , and other barri e rs to educational at t a i n m e n t .

Women in Mich i gan who wo rk full-time, year round earn 67 cents toeve ry dollar earned by a comparably employed man, ra n k i n gM i ch i gan 49th among the states for gender equality in wage s .N at i o n a l ly, women still lag signifi c a n t ly behind men in physical s c i e n c e s , t e ch n o l ogy, e n gi n e e ri n g, m at h e m atics and business degre e s ,and there fo re in the we l l - p aying jobs for wh i ch those degrees arere q u i re d, as well as in the skilled trades and other heav i ly “ m a l e ” j o b s .

Erosion of OpportunityEvidence from Califo rnia indicates that Proposition 209 has eroded ore l i m i n ated prev i o u s ly lega l , c o u rt-sanctioned effo rts by state and localgove rnments and educational institutions to re a ch out to women andm i n o rities in order to reve rse historic discri m i n ation and ex clusion byp roviding fair and equal access to opport u n i t y. A ffi rm at ive action,re s e a rch sugge s t s , remains an important tool for disrupting old p at t e rns of ex clusion and segregat i o n , p romoting dive rse cl a s s ro o m sand wo rkplaces that foster innovat i o n , e n s u ring equity, meeting thec o u n t ry's wo rk fo rce needs, ge n e rating upwa rd mobility, and cre ating a dive rse cadre of leaders prep a red to lead Mich i gan and the nat i o nt h rough a difficult period of economic transition. Expanding opport u-nity benefits women and men of all racial and ethnic groups by d eveloping the state's and the nation's talent pool and stimu l ating economic growth. The choice Mich i gan makes in November will,t h e re fo re, h ave a long-term impact on our future.

This art i cle was based on a prev i o u s ly published guest editorial in the D e t roit Free Press by Susan Kaufmann.

Ove r Fort y Yea rs o f Prov id ing S er v i c e , Research and A d v o c a c y P age 3

R e s e a rch on the outcomes in Califo rn i a , fo l l owing adoption there in1996 of a constitutional amendment called Proposition 209 that isn e a rly identical to the Mich i gan Civil Rights Initiat ive (MCRI), s u g-gests that , if ap p roved by the vo t e rs of Mich i gan in Nove m b e r, t h eMCRI is like ly to have a broad impact on employ m e n t , e d u c ation andc o n t racting in our stat e.

Although described by its support e rs as a civil rights effo rt , t h eM C R I , l i ke Prop. 209, ap p e a rs to confer no additional civil rights onthe basis of ra c e, ge n d e r, ethnicity or national ori gin. Prop. 209 hasresulted in the elimination of services such as college prep a ration p rograms for students of color, summer science programs for gi rl s ,o u t re a ch to notify minority- and wo m e n - owned businesses of gove rn-ment contracting opport u n i t i e s , and funding for training of minori t yd o c t o rs and nu rses. It has ended the re q u i rement that Califo rn i ab o a rds re flect the population of the state and resulted in the end ofnu m e rous vo l u n t a ry K-12 school integration effo rts.

Fo l l owing the passage of Prop. 209, the state of Califo rnia also ex p e rienced significant decreases in:

■ gove rnment contracts awa rded to minority- and wo m e n - owned bu s i n e s s e s

■ the perc e n t age of women wo rking in the c o n s t ruction tra d e s

■ h i ring of minority and female unive rsity p ro fe s s o rs in the Unive rsity of Califo rnia system

■ the perc e n t age of A f rican A m e rican and Nat ive A m e rican students at the Unive rsity of Califo rnia and Califo rnia S t ate Unive rs i t i e s

The impact on under- rep resented students of color at the Unive rs i t yof Califo rnia has been seve re. In 2006, U C L A , wh i ch is located inthe county with the second largest A f rican A m e rican population in theUnited Stat e s , will enroll the smallest number of entering A f ri c a nA m e rican freshmen since at least 1973. The sharp drop in minori t ye n rollments in law, bu s i n e s s , and medicine is raising serious concern sabout the supply of physicians willing to serve in unders e rved are a sof Califo rnia and about the development of leaders re a dy to serve thats t at e, e s p e c i a l ly in communities of color.

Programs that could be affected by the MCRIShould the MCRI pass in Mich i ga n , the fo l l owing kinds of progra m scould be eliminated or amended, d epending on interp re t ation of theMCRI by the court s : e d u c ation outre a ch programs including science,m ath or tech n o l ogy programs for gi rls; re c ruitment and support pro-grams for high school and community college students in career edu-c ation programs that are nontraditional for their ge n d e r, s u ch as menin nu rsing or early elementary education and women in engi n e e ri n gor the skilled trades; and sch o l a rships that are specifi c a l ly targeted fo rwomen or members of ra c i a l , n ational or ethnic gro u p s , i n cluding students descended from va rious European nationalities.

C a l i fo rnia's ex p e rience also suggests that Mich i gan could ex p e c to n going legal ch a l l e n ges against the stat e, c o u n t i e s , mu n i c i p a l i t i e s

The Potential Impact of the Michigan Civil Rights Initiative on Employment, Education, and Contracting

The Michigan Civil Rights Initiative, if approved by the voters ofMichigan in Nov e m b e r, is likely to have a broad impact on employ-m e n t , education and contracting in our state. We can predict thisbecause of the outcomes in California, where a nearly identical con-stitutional amendment called Proposition 209 was adopted in 1996.

Cente r f or the Educat ion o f Women Un iver s i t y of Mich igan Fal l 200 6 P age 4

n Ju ly 2001, C E Whelped inaugurate theU n ive rs i t y ’s “ The Mich i ga nD i ffe re n c e ” campaign with anambitious goal to raise $3.5million dollars by December2008. While modest compare dto many college s , s chools andunits on campus, this amountrep resents ap p rox i m at e ly 70%of the Center’s then-ex i s t i n ge n d owment and is thus pro p o r-t i o n a l ly similar to the goals of other units.

The public phase of the campaign began in May 2004a n d, as we near the halfwaym a rk , CEW is delighted toannounce that we have ra i s e d104% of our ove rall goal. Wea re thrilled with this progre s sand grateful to each of you who has selected the Center as arecipient for your philanthro p i cgift. We do not take your ge n-e rosity for gra n t e d, and weremain indebted to you for yo u rp a rt n e rs h i p .

Within the Center’s ove ra l lcampaign go a l , we identifi e ds eve ral specific initiat ives thata re key to our continued success – each with its uniquem i s s i o n , financial needs and o b j e c t ives. Seve ral of these

CampaignHalf-Way M

We celebrate the wonderful generosity that ma

already shown us, and we ask others to consid

mission: “Changing great potential to great ach

today’s and tomorrow’s participants.

p a rticular areas have been s u p p o rted by a large number ofyo u , raising more money thanwe had ori gi n a l ly set out to do.This wonderful news meanst h at CEW can expand its re a chto our client base.

Other key individual CEWcampaign goals still need yo u rc o n s i d e rat i o n : the Counselingand Program Fund ($56K left tora i s e ) ; the Research Fund($400K left to ra i s e ) ; t h eL i b ra ry Fund ($58K left tora i s e ) ; and the SpecialI n i t i at ives Fund ($185K left tora i s e ). All of these import a n tfunds sustain wo rk that goes ond a i ly at the Center.

We celeb rate the wonderful ge n e rosity that many of you h ave alre a dy shown us, and weask others to consider support-ing our mission: “ C h a n gi n ggre at potential to gre at ach i eve-m e n t s ” for today ’s and tomor-row ’s part i c i p a n t s .

For more info rm ation about thes t atus of the Campaign and howyou might part i c i p ate in thisp a rt n e rs h i p , please contact BethH a l l o ra n , D i rector ofD evelopment (998-7689 or b e t h h a l l @ u m i ch . e d u ) .

I

Changing Great Potential to Great

“Because of my strong convictions aboutempowering women and the merits of higher education, I have long considered it aprivilege to support CEW as a donor and asa member of the Leadership Council. At this

time of celebration, I salute their multi-talented leaders andthe skillful and dedicated way they go about accomplishingtheir mission. There IS a Michigan Difference and a CEWDifference too. I rejoice in being part of the team!”

Molly Dobson, CEW Leadership Council MemberLiza Lakes, 2005 Margare

Social Justice and Economic EquityE ve lyn Ke n n e dy is a wonderful example of how each of us canm a ke a diffe rence in the lives of countless others. A nat ive ofF l i n t , E ve lyn is an alumna of the Unive rsity of Mich i ga n , with a1949 degree from LS&A, the mother of three ch i l d re n , and anavid Mich i gan football fan. Her late husband, B o b, was a gra d u at eof UM E n gi n e e ring in 1948; and re c e ived his MBA from UM in 1950.

E ve lyn believes passionat e ly in social justice and economic e q u i t y. She knows that education is the one consistent pre d i c t o rof a pers o n ’s financial independence and ability to part i c i p at ef u l ly in society. Eve lyn is equally awa re that gender diffe re n c e sc o n t i nue to exist in some aspects of educat i o n , i n cluding academicdiscipline and career ch o i c e s , access to employ m e n t , c a reer t ra j e c t o ries and wages.

D e t e rmined to helping solve such gender inequities, E ve lyn select-ed CEW as her part n e r. Her campaign commitment to theC e n t e r ’s Counseling and Program Fund enables us to offer educa-tional guidance and to teach career skills to women (and men)t h roughout the Ann Arbor commu n i t y. As Eve lyn ex p l a i n s , h e rfinancial support is the one way “I want to make sure that theCenter is ava i l able to help women eva l u ate the possibilities oftheir lives and select a course that will maximize theirp o t e n t i a l … I nvesting in any one individual to re a l i ze their fullpotential also insures that the entire community is made stro n ge r.”

CEW is thrilled to be the recipient of Eve lyn Ke n n e dy ’s ge n e ro s i t y. It is yet another example of how mu ch can bea ch i eved when concerned people look outside themselves to help others.

“I want to make sure that the Center is available to help women evaluate the possibilities of theirlives and select a course that will maximize their poten-tial…Investing in any one individual to realize their fullpotential also insures that the entire community is madestronger.”

Evelyn Kennedy, friend of the Center

Ove r Fort y Yea rs o f Prov id ing S er v i c e , Research and A d v o c a c y P age 5

Anne Ladky:Twink Frey VisitingSocial Activist Award Recipient

The Center ispleased toa n n o u n c et h at A n n eL a d ky,E xe c u t ive

D i rector of the Chicago - b a s e do rga n i z ation Women Employe d,is the latest recipient of theTwink Frey Visiting SocialA c t ivist Awa rd. Ladky, wh owill begin a one-month stay atCEW in Feb ru a ry 2007, is an at i o n a l ly re c og n i zed ex p e rt onwo m e n ’s employ m e n t , e q u a lo p p o rt u n i t y, wo rk fo rce deve l-opment and career adva n c e-ment. Women Employe dfocuses on wo rking conditions,access to education and tra i n-i n g, and delive ry of info rm at i o nand tools to help women inl ow - p aying jobs pursue betterpositions. While at the Center,L a d ky will consult with ex p e rt sin the fields of commu n i c at i o n ,p u blic policy and economics tohelp her design a model fo rch a n ging how and wh at wethink about low - wage wo rk .She will also speak to a va ri e t yof groups about issues re l at e dto wo m e n ’s wo rk fo rce deve l o p-ment. We are thrilled to haveAnne Ladky join the Center toa dvance this important p o l i cy dialog u e.

aigny Mark

many of you have

sider supporting our

achievements” for

eat Achievements

aret Dow Towsley Scholar, and her two boys.

CL

Cente r f or the Educat ion o f Women Un iver s i t y of Mich igan Fal l 200 6 P age 6

e a d e rship Council member Rob Oliver and his wife A ly s o nR o bbins fi rst became awa re of the Center for the Education ofWomen in 2002. Going through the pap e rs of his mother LindaR i d e r, who had just died, Rob and A lyson found evidence that Lindahad at one point in her life relied upon the Center’s serv i c e s .

“I’m sure that CEW played a role in helping Mom decide to re t u rn tos chool and in helping her through the process once she’d made thatd e c i s i o n .” And so Rob and A lyson established the Linda RiderS ch o l a rs h i p , wh i ch was awa rded for the third time at the Ap ril 2006CEW awa rds cere m o ny. “ We want to honor my mother’s accom-plishment of enrolling at the Unive rsity of Mich i gan at age 41; and too ffer encouragement to other undergra d u ate women who find them-s e l ves in similarly difficult positions as single mothers with limitedi n c o m e s .”

In fa c t , Rob and his mother became UM freshman in the same fa l ls e m e s t e r. Linda completed a degree in General Studies, while Robgra d u ated with a degree in Film and Video Studies. When A ly s o ngra d u ated from the Unive rsity in 1997, Rob and A lyson moved toM a n h at t a n , wh e re he wo rked at an investment bank in EquityR e s e a rch. Th ey came back to Mich i gan three ye a rs lat e r, and Robe a rned an MBA at the Unive rs i t y. Th ey moved aga i n , so that A ly s o ncould attend law school at Nort h e a s t e rn Unive rsity bu t , in 2005, t h eyagain came home to Ann A r b o r.

To d ay Rob is a financial planner with his own bu s i n e s s , O l ive rFinancial Planning. A lyson is at t o rn ey, wo rking at Legal Services ofSouth Central Mich i gan. The big event in Rob and A ly s o n ’s life ri g h tn ow is the upcoming birth of twins, due in O c t o b e r.

In addition to CEW, Rob and A lyson devote their time to issues ofdomestic violence. In her pra c t i c e, A lyson provides legal services fo rdomestic violence surv ivo rs. Rob, who vo l u n t e e red with Safe Housee a rlier in his life, is re e s t ablishing his association with that orga n i z a-tion. He’s curre n t ly a member of Safe House’s outre a ch speake rs ’bu reau. It is, s ays Rob, their awa reness of and invo l vement with thep ro blem of domestic violence that in part led them to becomei nvo l ved at CEW–knowing that such pro blems often lead women toseek help at CEW in order to find jobs, i m p rove their economic situa-tions and thus be able to leave abu s ive re l at i o n s h i p s .

Rob Oliver has been a member of the Leadership Council sinceS eptember 2005. During that time he’s learned a gre at deal ab o u tC E W. He says that , while the sch o l a rship program may be the mostp u blic aspect of the Center’s wo rk , and the one thing he knew ab o u tin the begi n n i n g, h e ’s become impressed by the counseling and there s e a rch as well. “So many good things go on at CEW, things it’seasy to be a champion fo r.”

“ The sch o l a rship program is good for women at cro s s ro a d s , t rying tofi g u re out wh e re they want to go. But it’s wrapped around lots ofother serv i c e s , l i ke the counseling and the libra ry.” A n d, he say s ,t h e re are also the advo c a cy effo rts and the re s e a rch : “Lots of smartpeople re s e a rching important topics.”

Rob also ap p re c i ates the fact that CEW services are widely ava i l abl e,not just for the unive rsity and not just for women. “I’m impre s s e dt h at the Center helps the whole Ann Arbor commu n i t y, men andwo m e n .”

A c c o rding to CEW director Carol Hollenshead, Rob is an ideal add i-tion to the Leadership Council. He brings a va l u able pers p e c t ive andfinancial ex p e rt i s e. In add i t i o n , Rob is connected to CEW by a com-pelling personal story of how the Center affected his fa m i ly.

If you would like to speak with Rob Oliver about some aspect of theC e n t e r ’s activ i t i e s , i n cluding how you can become invo l ved in CEW’sl i fe, please contact Beth Halloran at 734.998.7898 or b e t h h a l l @ u m i ch . e d u .

Oliver Brings NewPerspectives to CEWLeadership Council

CEW Leadership Council Profile

Sloan Study ( C o n t i nued from page 1)

Louise August and gr a d u ate student Gilia Sm ith traveled to Chicago in May to present Non-tenure Track Faculty: Where Commonly Held Beliefs and Research Diverge, a reportof some of the surv ey ’s preliminary findings. A summary of their presentation is av a i l able on CEW’s website.

■ Preparing four written repo rts for a nation-wide audience of higher education faculty, a d m i n i s t r at o r s , and researchers. The purpose of these reports is to share info r m at i o nand offer advice about implementing flexible c areer policies; and to present findings about the conditions of employment for non-tenure track faculty. The first, F a m i ly - F r i e n d lyPolicies in Higher Educat i o n : Where Do We Stand?, is av a i l able on the CEW website. Designing and Implementing Family - F r i e n d ly Policies in Higher Educat i o n has just beenpublished and is av a i l able by request.

■ C r e ating a dat ab a s e , entitled the Academic Wo r k force Clearinghouse. C E W ’s Jeanne Miller and gr a d u ate intern Devon Persing have developed this on-line resource, w h i c hwill provide higher education faculty, a d m i n i s t r at o r s , and researchers access to a wide range of info r m ation about the academic workplace.

The Center has also recently received another Sloan gr a n t . It will allow Louise August and her colleagues to follow up on an earlier Sloan-funded project, m a n aged by CEW’sBeth Sulllivan. Both Beth’s original 2000 Faculty Wo r k - F a m i ly Policy Study and the up-coming version assess the types of work-family policies av a i l able to faculty at diff e r e n ttypes of colleges and universities and the criteria by which policy use is circumscribed.

CEW is proud to be a national leade r along with the Sloan Foundation in a dvocating for policies and practices that allow employees both to advance their careers and to be

flexible in the ways they schedule their work hours, fulfill their duti es, and use their leave time to deal with pregnancy, c h i l d b i r t h , p a r e n t i n g , and other dependent care r e s p o n s i b i l i t i e s .

C

Ove r Fort y Yea rs o f Prov id ing S er v i c e , Research and A d v o c a c y P age 7

EW has long been invo l ved in developing women leaders .In the past few ye a rs , CEW staff have piloted, eva l u ated and

i m p roved upon seve ral models of leadership training programs fo rgra d u ate student women leaders and for campus staff leaders.

In 2005, CEW cre ated a new model of the A dvanced Leaders h i pSeminar (ALS) for middle and upper management staff, c o m b i n i n gthe best fe at u res of two prev i o u s ly offe red program series. Progra mp a rticipants spend nine months attending training sessions, wo rk i n gt ogether in groups and completing individual projects. The progra mc ove rs topics such as Systems Change, I n t e r- C u l t u ral Leaders h i p , a n dL e a d e rship Vision and Values. “I am proud to be a gra d u ate of thec o u rs e,” responded one participant on the course eva l u ation.

The 2006-2007 A dvanced Leadership Seminar will start this monthwith an expected 26 part i c i p a n t s , chosen from over 75 wo m e n , all ofthem nominated by their unit dire c t o rs as possible participants. Wi t hs u p p o rt from Human Resources and A ffi rm at ive A c t i o n , the MedicalCenter Human Resources office and the office of the Secre t a ry of theU n ive rs i t y, this year's program will again provide learn i n g, s u p p o rt ,and practical engagement to participants from across campus.

Among the outcomes identified by participants in the 2005-2006 A L Sp rogram we re growth in pers o n a l , p ro fessional and leadership confi-d e n c e. Many indicated that the time they spent discove ring theirl e a d e rship style built their self-confi d e n c e. In add i t i o n , for many thechance to identify strengths and weaknesses allowed them to focus onp ro fessional development. “I have had discussions with my boss ando t h e rs on how they wo rk to see the big picture. . . I ' ve always known itwas a weakness for me, and this motivated me to learn more ab o u tt h at ,” rep o rted one ALS participant.

With participants rep resenting units ra n ging from Facilities to aca-demic dep a rt m e n t s , to the Medical Center, and to Student A ffa i rs , t h i sp rogram's impact is felt across the Unive rs i t y. One participant noted,“Meeting people from across the unive rsity has helped me to see howmy actions can impact other areas and how we can benefit from eachother's know l e d ge and ex p e ri e n c e s .”

“I also have a better understanding of the Unive rsity process and seewh at other women have done within the Unive rs i t y,” re s p o n d e danother participant. Providing women with leadership training andi n t roducing them to other women leaders are both important aspectsof this program. Not only is CEW helping to build women leaders atU M , it is also fa c i l i t ating a netwo rk of women with identified leader-ship cap abilities and an interest in developing themselves and others.

On the national fro n t , CEW Director Carol Hollenshead continues heri nvo l vement with leadership training for women in academia. She serves on the national and Mich i gan Exe c u t ive Boards of theA m e rican Council on Education Netwo rk. The ACE Netwo rk ch o s eCEW to host the fi rst Regional Fo rum for Women Leaders , a p rogram for ex p e rienced faculty leaders who aspire to high-leve la d m i n i s t rat ive posts. This Fo rum at t racted participants from six m i dwe s t e rn states.

Hollenshead is also a member of the steering committee for then ational orga n i z ation Campus Women LEAD, a new affi l i ate of theA m e rican A s s o c i ation of Colleges and Unive rsities' Office ofD ive rs i t y, Equity and Global Initiat ives. Dedicated to honori n g,s t re n g t h e n i n g, and mobilizing the leadership of women in support ofi n cl u s ive excellence on our campuses, Campus Women LEAD s t e e ring committee members have been cre ating a model fo r“ Women's Incl u s ive Leaders h i p ” wo rkshops. As these wo rkshops a re deve l o p e d, we anticipate that CEW will become a site for o ffe ring them.

The wo rkshops emphasize mu l t i - c u l t u ral and ch a n ge - o riented leader-ship development. Th ey seek to promote women's leadership as aneve ry day, eve ry wh e re practice that functions at its best when it bu i l d smu l t i c u l t u ral alliances across diffe rent groups of people, s e c t o rs , a n dl evels. The training is focused on leadership rather than care e r- s h i p ,mu l t i c u l t u ral alliance bu i l d i n g, and strat egic planning through under-standing the institutional landscap e.

Th rough this national invo l ve m e n t , CEW continues to affect thed evelopment of women leaders nat i o n a l ly as well as to supportwomen leaders on our own campus. By tapping the gre at potential ofwomen poised for leadership opport u n i t i e s , we help enable them tore a ch impre s s ive goals.

CEW Continues at the Forefront of Women’s Leadership Development

“Building Your Financial Future” CEW Workshop Series As CEW plans programs and workshops each year, we consider the concerns andissues that women are bringing up in counseling ap p o i n t m e n t s . M a ny of the womenand men who come to CEW to consult with a counselor are experiencing life transi-t i o n s , and often these transitions are the result of, or result in, financial diff i c u l t i e s .

Students are often struggli ng with debt from tuition and living expenses. C a r e e rchangers may have lost jobs or had periods o f unemployment. Women returning towork after a break may be underemployed or face long job searches. M a ny of ourparticipants are experiencing the impact of Michigan’s struggling economy.

In response to this increase in financial concerns, our programs this year will include

a series of workshops and programs aimed at financial educat i o n . With the theme“Building Your Financial Future,” these workshops complement CEW’s other progr a mo fferings on building careers, building leadership sk ills, and planning for the future.

The financial series begins this fall term and will continue into the winter. For morei n fo r m ation on specific progr a m s , or to register for any of these progr a m s , c o n s u l t

C E W ’s website at www. c e w. u m i c h . e d u / p r o gr a m s . h t m

Financial Independence for Women Graduate Students and Po s t - D o c t o r a lFe l l o w s , Beth Marshall, Tu e s d ay, September 12, 4:00-6:00 pm

Building Your Financial Future Series: Personal Finance 101, Rob Oliver,CFP® Oliver Financial Planning, M o n d ay, November 6, 5:00-6:30 pm

Building Your Financial Future Series: Credit and Debt Management,K at h ryn Greiner, Budget Counselor, First of Wa s h t e n aw, S at u r d ay, November 11,9:00 a.m.-12:00 pm

The University of Michigan, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding non-discrimination and affirmative action, including Title IX of the Education Amendments of 1972 and Section 504 of the Rehabilitation Act of 1972.The University of Michigan is committed to a policy of nondiscrimination and equal opportunity for all persons regardless of race, sex, color, religion,creed, national origin or ancestry, age, marital status, sexual orientation, disability, or Vietnam-era veteran status in employment, educational pro-grams and activities, and admissions. Inquiries or complaints may be addressed to the University's Director of Affirmative Action and Title IX/Section504 Coordinator, 4005 Wolverine Tower, Ann Arbor, Michigan 48109-1281. 734/763-0235. TDD 734/647-1388. University of Michigan Information734/764-1817. The Regents of the University: David A. Brandon, Ann Arbor; Laurence B. Deitch, Bingham Farms; Olivia P. Maynard, Goodrich;Rebecca McGowan, Ann Arbor; Andrea Fischer Newman, Ann Arbor; Andrew Richner, Grosse Pointe Park; S. Martin Taylor, Grosse Pointe Farms;Katherine E. White, Ann Arbor; Mary Sue Coleman (ex officio).

CEW WebsiteFind it on CEW’s We b s i t e w w w. c e w. u m i c h . e d u■ Details of CEW’s Fall Program offerings■ Research papers on the Michigan Civil Rights Initiative■ CEW Research reports and information on CEW research initiatives■ Introduction to CEW’s counseling serv i c e■ Links to policy, c a r e e r, educational and other resources of interest

330 East Liberty Ann Arbor, Michigan 48104-2289 Tel. 734.998.7080 www.cew.umich.edu

Scholars in Residence Augment CEW’s Research ProgramIn Sep t e m b e r,Aimee Cox will bejoining CEW as aR e s e a rch Fe l l ow.This two - ye a rposition wa s

made possible through ge n e ro u sfunding from the Office of theP rovost and through the Je a nCampbell Research Fund. A i m e ehas just completed her Ph.D. inA n t h ro p o l ogy and her dissert a-tion re s e a rch focused on identityd evelopment of minority adoles-cents invo l ved with theA l t e rn at ive for Girls program inD e t roit. Aimee will continue top u rsue her re s e a rch on the mu l t i-ple identities held by minori t ywo m e n , p a rt i c u l a rly around socialm o b i l i t y. Wo rking with theWomen of Color in the A c a d e myP rogra m , she expects to conductq u a l i t at ive re s e a rch on the way st h at women of color faculty nav i-gate the academic setting. Shem ay also have the opportunity toexamine the cl i m ate and identityissues faced by minority gra d u at estudents. This two year post-doc-t o ral appointment provides A i m e ewith a setting in wh i ch she willbe able to conduct furt h e rre s e a rch and supports CEW’sc o n t i nued inve s t i gations of thel ives of wo m e n .

CEW is also pleased to be host-ing Visiting Sch o l a rs from the U. S. , Japan and South A f ri c ad u ring the 2006-7 academic ye a r.

Japanese journ a l-ist Renge Jibuwill be at CEWt h rough Ju ly of2007. As aF u l b right Sch o l a r,

R e n ge was able to select her“ h o s t ” institution and, given heri n t e rest in wo m e n ’s live s , s h echose to wo rk within the contex tof CEW’s re s e a rch team. Shewill interv i ew married couples inwh i ch the women are bu s i n e s sm a n age rs , in order to re s e a rch therole A m e rican husbands play inhousehold ch o res and child care.She hopes to learn strat egies fro mA m e rican couples that can beused to encourage Japanese businessmen to accept moreresponsibility in their homes.

L u cy Reuben,P h . D. , of DukeU n ive rs i t y ’sCenter fo rI n t e rd i s c i p l i n a ryand Intern at i o n a l

S t u d i e s , will visit CEW twiced u ring 2006-7 in order to furt h e rher re s e a rch. She will conduct

i n - d epth interv i ews with wo m e nof color and white women tos t u dy the fa c t o rs that aided orstymied their successful purs u i tof a terminal degree in one of theBC-STEM fields of study. BC-STEM stands for BusinessC o m mu n i c at i o n s , S c i e n c e,Te ch n o l ogy, E n gi n e e ring andM at h e m atics. The re s e a rchshould provide a gre ater contex tfor analyzing data from theN ational Center for Educat i o nS t at i s t i c s ’ S u rveys of Earn e dD o c t o rat e s. Dr. Reuben’s visit is

being supported by the Je a nCampbell Research Fund.

In the spri n g, CEW will host Juliet Pe r u m a l , P h . D . , f rom theU n ive rsity of Wi t wat e rs rand inJo h a n n e s bu rg, South A f ri c a .Th rough the Women inE d u c ational Leaders h i pP rogra m m e, D r. Pe rumal is con-ducting interv i ews and observa-tions with women educat i o n a ll e a d e rs in South A f rican sch o o l s .D u ring her time in Ann A r b o r,she will conduct similar inter-v i ews in order to develop a c o m p a rat ive analysis of theissues that women principals fa c ein South A f rica and Ann A r b o r.

Since 1983 visiting scholars have joined CEW’sstaff in expanding ourknowledge of women’slives, women’s work andeducational experiences andwomen’s participation inour global society.

University of MichiganThe Center for the Education of Wo m e n

Our apologies Our ap o l o gies to the fo llowing donors fo rlisting their names incorrectly in our

Spring News Honor Roll:Alice Burks; Eunice L. Burns and weap o l o gize for not listing:Harold R. J o h n s o n .