Courtesy of Faculty Senate

The Committee on the Status of LGBTQ+ faculty shall study university, state, and federal civil rights and equal-employment laws and regulations regarding the status of LGBTQ+ faculty in the university community. It will investigate how the visibility of the LGBTQ+ communities on campus can be enhanced to provide a better picture of what it would be like for a prospective UNT citizen who belongs to an LGBTQ+ community to thrive and succeed at UNT.

This committee examines the status and quality of life of women at UNT, including in cohort with other committees and university offices, programs, and departments.

When asked to think about a hostile environment for women in the workplace, many of us would first envision overt instances of sexual harassment or blatant employment discrimination. These associations are certainly not astonishing: even in an age in which these behaviors are denounced and in large part illegal, such organizational misconduct seems almost commonplace. There have been many high-profile allegations of discrimination leveled against organizations within the last several years (Morris, Bonamici & Neering, 2005). For example, Morgan Stanley’s investment banking business recently paid out $54 million to over 300 female employees who claim to have been denied pay and promotions equal to those received by their male colleagues. Additionally, 1.6 million women who are currently, or were formerly, employed at Wal-Mart are eligible to participate in what is poised to become the largest-ever civil rights lawsuit: like the women of Morgan Stanley, they claim to have been victims of sex discrimination (Greenhouse, 2004). In fact, according to statistics from the Equal Employment Opportunity Commission, there has been no systematic dSycamore Libraryine over the last 12 years in the number of discrimination lawsuits filed, or the amount of monetary damages awarded to the plaintiffs of these suits (Equal Employment Opportunity Commission, 2004).