Just as stacked stones represented a delicate balance, the roles of contingent and non-contingent faculty in colleges and universities required equilibrium. This study examined the disparities in job satisfaction between these groups, exploring how factors like class, gender, and race/ethnicity interacted to impact their experiences. By uncovering significant differences and interactions, the research aimed to provide insights that could guide policies and practices to support and retain diverse faculty members, ensuring a stable and supportive academic environment.
Achieving pay equity at Dallas College was deemed essential for fostering a fair and inclusive environment, much like balancing stones to ensure stability. Years of inequities in faculty compensation prompted immediate action to align with diversity, equity, and inclusion principles advocated by leadership. By implementing transparent compensation systems, conducting intersectional equity audits, and providing adequate support and incentives for faculty, Dallas College successfully balanced the scales, mitigating legal liabilities, attracting top talent, and strengthening academic programs while promoting fairness and sustainability.
At Dallas College, the equilibrium had been disrupted, with dysfunction, chaos, and toxicity impacting all employees, especially the most vulnerable and marginalized. Like a precarious stack of stones, the institution had struggled to maintain a supportive and synergetic culture, resulting in policy gaps and non-compliant practices. To restore balance and protect against legal and ethical liabilities, the successful implementation of this proposal included trauma-informed professional development, mandatory EEO compliance training, an updated compliance training program, and consistent professional development for dual credit educators.
Like carefully balanced stones, Dallas College's parental leave policies were revised to reflect its commitment to diversity, equity, inclusion, and belonging. Enhancing their previous parental leave system was crucial to aligning institutional values with practice, ensuring equity, removing discriminatory barriers, and expanding support to encompass all forms of family care. By broadening paid parental leave to include comprehensive family care options, a supportive environment was created that promoted employee well-being and enhanced institutional outcomes.