Update #10: WOAW fights for the Prohibition Against Discrimination and Harassment

In our tenth bargaining session, on Tuesday, September 24, we took a stand for a better Wellesley. With more than 20% of our members observing bargaining, our bargaining committee passed back our counter on the Prohibition Against Discrimination and Harassment and read our letter explaining why our union is demanding protections from discrimination and harassment. At the time we read the letter, we had 571 Wellesley community members had signed on: 86 (40%) of tenured and tenure track faculty, 248 students, and 138 alums. There are a total of 114 members in our bargaining unit, and 84 bargaining unit employees or 74% of the total unit, signed our letter. Our signatures represent a powerful collective action—our first since we certified our union in January. 

Protections from discrimination and harassment are fundamental rights and we refuse to use them as a bargaining chip. Our proposal is not only compatible with Wellesley’s existing policies, it affirms and extends the values of equity, safety, and women’s empowerment that Wellesley stands for. We offer the most vulnerable members of our faculty a clear path for navigating discrimination and harassment. For example, an employee can have a union representative support them through the grievance process and there is an explicit timeline that the College must follow when responding to grievances.

For more information on our proposal and how it differs from the College’s, you can read a proposal comparison and our FAQ on our website.

Paul Martorelli, Political Science

One of the key differences between our policy and the College’s proposal is accountability for these supportive measures. In the College’s proposal, requests for supportive measures are determined solely by the College and may be denied at their “sole discretion.” Our policy requires the College to act when someone asks for support by filing a grievance. This issue is a key sticking point. It’s one thing to say you offer supportive measures; it’s another thing to be held accountable for following through. This difference between our proposals might raise the question, “If the College is confident that it provides real, meaningful support to those seeking protection against discrimination and harassment, why is it adverse to publicly and proudly commit itself to these practices by putting them in writing in a contract?”

Four of our WOAW members delivered powerful testimony during the bargaining session about why our PDH article matters to them, in and out the classroom, at Wellesley and beyond. 

What I needed in order to be able do my job was an accessible process that would quickly get me support. I appreciated having the choice of pursuing a Title IX investigation, but it wasn’t what I needed at the time. I deserved to have other options that would help me do my job…

I know that others in my situation are often other women. And I know that harassment and discrimination can be persistent and insidious and not always cut-and-dry. One option, the legal minimum, is not enough. People deserve support options that will work for them.

- Mara Laslo, Biology

“Wellesley students who may choose–as I did–to pursue careers in academia will be entering an increasingly precarious job market where, through their graduate studies and likely beyond, they will work in highly stratified institutions with very little job security. What a powerful message it would send, then, if their alma mater opened the door for future generations of academic workers. If it led the way by offering its most vulnerable faculty concrete, actionable options for navigating discrimination and harassment.”

- Jenny Carr, French, Francophone Italian Studies 

“After having taught at such male-dominated schools such as Harvard College, the University of Michigan, and the Pennsylvania State University, I was thrilled when I received an offer to teach at Wellesley College. I was excited to join this community whose mission statement declares: “We’re the ones who break barriers, build bridges, and shift paradigms.” I was proud to teach at a place which promises students that they will be “the ones who so often become the ‘firsts,’ but we’re even prouder of the ‘nexts’ we make way for.” 

- Heather Bryant, Writing Program

“When I entered graduate school, it was shocking to me to see there were no female faculty members to choose from. I ended up entering the lab of a male professor along with three other female graduate students and unfortunately we faced gender harassment. Many women don’t report harassment in the workplace for many reasons; lack of sanctions against offenders due to status, the perceived risk to victims for reporting harassment, or the perception that one’s complaints won’t be taken seriously.”

- Jacquelin Woodford, Chemistry

Observer Notes

Marilyn Sides, English and Creative Writing:

The long bargaining session on Sept. 24 began with a very moving and powerful return to our Prohibition Against Discrimination and Harassment--our side declared how much of a crucial proposal this is to a supermajority of the bargaining unit members. They displayed the letter on the wall with the long list of signatures (NTT, other faculty, students, alums) in full view of the College negotiators. Several of our group read out their statements of how harassment and discrimination viscerally and effectively warped their educational and teaching experiences in the past. Although these testimonies were not of incidents at Wellesley, our people at the table emphasized that we know of cases at the college. And that NTT faculty who have tried to get help from the Provost in the past, never heard back. So the call for a grievance policy that could immediately offer relief is crucial. Unlike tenured faculty who can get themselves transferred to other departments, buildings by the Provost, that never happens for us. 

The feeling in the room was palpable and as the college kept arguing that the protections they have in place already were essentially what we asked for, and that they have, will have real "professionals" on hand (lots of word salad about more training coming our way) the level of disbelief rose--at those efforts to what felt like gaslighting. All in all a very strong, brave presentation. 

This was the part of the session for which I was present. The power of our presentation was underscored by having about 30+ members in the room and on Zoom. Being in the room is fantastic--it is part watching a chess game, sometimes high drama, often farce (their proposal we be MASTER Lecturers!). But overall the continuing solid showing up by NTT as observers has held steady through the summer and now into the fall. I feel it gives us a huge advantage in the negotiations. 

Aaron Mowitz, Physics:

This was my second time as an observer at a bargaining session. Both times I’ve attended I found it an eye-opening experience, but this session particularly stood out. The testimonials on PDH were really powerful and moving, which the College representation, at least briefly, seemed to acknowledge, and I got the feeling for a moment that some common ground had been found. Although the College is still persisting with their aggressive counters, this session made me more hopeful that more tentative agreements (TAs) (especially on something as vital as PDH!) can be reached in the very near future.

I’ll certainly be attending all of the future bargaining sessions that I can, and I strongly encourage any BUEs interested in our bargaining efforts to attend as well. It’s not only a great way to become more informed about the current state of negotiations, but you’ll also be able to witness first hand the amazing power our community members have here at Wellesley.

Health & Safety - Mike Mavros

We reached a tentative agreement (TA) on Health & Safety!  Our union's position has always been that a rising tide lifts all boats for many of the issues under negotiation; we strongly believe that the College's commitment to offering a healthy, safe workplace benefits every person in the Wellesley College community. 

Here is a summary of the key details: 

• The College agrees to begin investigating all hazards within five (5) business days of being notified, and remedy all hazards as soon as reasonably possible. The College will communicate in writing with the BUE and the Union within five (5) business days of the completion of the investigation with the findings. We expect in the Science Center these communications will be more broadly disseminated, since they affect everybody working in the building. This includes air quality concerns. If problems are found, they will address the problems as quickly as possible. 

• No BUE shall be retaliated against for bringing up health and safety related issues.

• All BUEs shall be notified in writing one (1) month in advance of any relevant safety trainings from EHS. The College will pay for all College-required trainings

• The College agrees to provide all necessary safety equipment, PPE, and protocols for any lab experiment with hazards.

• No BUE has to work with chemicals or apparatuses that jeopardize health without their consent. 

• Notice of abatement work (lead, asbestos, etc.) must be given within five (5) business days of the work starting. Anyone exposed to these materials must be notified within one (1) business day. If there is a catastrophic event leading to potential exposures, notification will be given ASAP. All reasonable measures will be taken to prevent and remedy mold contamination/exposure. 

• College will provide surgical masks to all BUEs. 

• Any BUE may request an ergonomic assessment from EHS. If there is an ergonomic issue affecting health, the College will take affirmative steps to correct the issue.

To learn more on PDH, Title IX, and the grievance procedure, you can take a look at the graphics attached, check out our webpage here, and email us at woaw.uaw@gmail.com.