Directions for using Bob's inequities package are available from Bob or Committee W. Unfortunately, thus far, we can report moral victories but not financial gain as a result of implementing Bob Johnson's study. At Kent State University, in spite of a positive recommendation by the regional office of the Department of Labor in Cleveland, the administration has refused to recognize the existence of inequities. And at the University of Cincinnati, where Bob Johnson's study and the Columbus office of the Department of Labor independently flagged salary inequities, a class action lawsuit is awaiting the federal judge's decision on certifying the class. A judge magistrate has already recommended against the certification. Yes, faculty women who perceive inequities in salary and rates of promotion should certainly try to correct the problem.
Different methods are successful on different campuses.
The support of male colleagues, the threat of embarrassing publicity, proposals at the table in formal collective bargaining, faculty senate or university senate recommendations, lawsuits, and the power of rational arguments are among the possible roads to a remedy. A considerable commitment of time and effort are necessary and there's often a significant emotional drain that requires both strength and solidarity. Two and one-half years ago, AAUP president Jim Perley spoke at the fall meeting of the Iowa Conference. In a few weeks President Perley returns to Iowa to keynote our spring meeting in Iowa City and, once again, speak on the issue of tenure and attacks on it. The meeting will be at The Claremont hotel, less than one mile from the University of California-Berkeley campus.