Tag Archives: nui galway

Leaked offer document reveals NUIG management’s hypocrisy, dishonesty and bullying

The campaign has been sent a copy of the document which details the terms of the final offer to the four women taking court cases. This document, which is appended below, was presented at the last meeting of the university’s Governing Body as mentioned in our previous posting, which also announced NUI Galway’s failure to gain an Athena SWAN award.

Since then, the four women have been under enormous pressure to accept this offer. This pressure has not come just from university management but also from academics, one of them female, with a vested interest in resolving the cases. Dr Elizabeth Tilley, who has been taking a Labour Court case against NUIG for the same promotion round, has accepted an offer made to her, which presumably was similar to this one. The four have been told how unreasonable they are now being and how the University’s Athena SWAN application, and thus all future government grant funding, depends on them being reasonable, etc… But the situation NUI Galway now find themselves in with Athena SWAN is one of their own making. The four women repeatedly delayed starting court cases in an attempt at a resolution, meeting with President Jim Browne several times. He made no offer then. Instead, he told them it was for the women to prove they deserved promotion through the courts!

As well as the hypocrisy of putting the blame on the women, this document is also dishonest and bullying. It is, in fact, typical of the way management has behaved. We will point out five examples:

1. The offer includes €50,000 as compensation ‘in recognition of the administrative flaws identified in the 08/09 SL process’. This is a reference to one of the promoted men in 2008/2009 not being eligible to apply, as revealed by Micheline’s Equality Tribunal ruling. But we have already shown  this was not an administrative mistake, as claimed by management, but a deliberate act by management to promote the ineligible man concerned so he could take up a senior management role. We have so far not revealed all the documents we have which prove this, as some give the name of the individual and we believe he has suffered enough. When management discovered we had these documents (which were sent to management when they were sent to us), Jim Browne wrote to the man and asked him to resign his post because he was not good enough at it!

2. The document detailing the offer fails to acknowledge that the women have a far greater case than simply one man being ineligible for promotion. Micheline has always said that her access to all the application forms through her Equality Tribunal case showed her there were six other men who did not deserve promotion over the women. We have already worked out who four of them must be: three were men recently appointed to the top end of the Junior Lecturer pay scale whose research brought in large grant money. They didn’t qualify for promotion according to the guidelines for the ’08/’09 round but were fast tracked, nonetheless. A retired senior academic has told Micheline he saw a list of individuals with FT written next to some names. We believe that was management arranging for that fast tracking.

3. The offer includes the possibility of the four women’s current application for promotion to Senior Lecturer being assessed by an ‘independent, external academic peer review adjudicator panel’. Well, if NUI Galway can do that for the current promotion round, why can’t they do it for the round of ’08/’09? They still have all the application forms for the four women as well as the men who were promoted – we know that because they had to supply them in Micheline’s case to the Equality Officer, who concluded that Micheline deserved promotion over several of the promoted men (see the ruling). But management has never, ever considered any such investigation into the ’08/’09 promotion round. Why? Because it was corrupt and they were at fault.

4. The document makes reference to a ‘duty of care’ that NUI Galway has towards the academics involved in assessing the ’08/’09 round. This is the most gob-smacking claim in this document. Duty of care? What about their duty of care to the four women they have treated so atrociously? What about their duty of care to all the other women whose careers have been blighted by their misogyny and bullying? What about their duty of care to all the academics, male and female, who have been excluded from promotion because of management’s sole pursuit of large research grants? And what about their duty of care to the poor ineligible guy whom they promoted and then forced to resign when his appointment became an embarrassment? Management are not really concerned with their duty of care to the academics involved in the ’08/’09 selection process – many of whom will now be retired and none of whom are going to be harmed by this. It is themselves that management are concerned about protecting!

5. The document concludes with some typical bullying by management.  ‘As NUI Galway is a public body, it is obliged to seek legal costs against the plaintiffs if it is successful in its defence of the litigation issued against it. These actions are likely to cause extensive cost.’ Thus, management first told the women it is for them to prove they deserve promotion through the courts, then tried to have their cases thrown out on a technicality so they couldn’t put forward the details of what actually happened in the 2008-2009 promotion round, and now is threatening them that if they don’t agree to this offer, then they will be hit with all the university’s legal costs as well as their own. That is both hypocrisy and bullying.

What management utterly fails to understand, and what anyone who thinks this is a fair offer also fails to comprehend, is that the four women simply seek due recognition of their worth, not compensation to make up for it. They deserved to be promoted to Senior Lecturer in ’08/’09. If that round had not been so utterly corrupt, they would all have been promoted. That is how 16 men were promoted in ’08/’09 and only one woman, even though more than 50% of Junior Lecturers were women. These four women also deserved the opportunity to put themselves forward for a professorship, as they could have if they had been promoted to Senior Lecturer. Most of those 16 men are now professors. In a fair system, most of these women, including Micheline, would be professors by now. This is what promotion in academia is really about: recognition by your peers of your academic worth. But at NUI Galway, only 12% of professors are women.

Up until now, this campaign has never called for an independent investigation of the ’08/’09 round of promotion because we believed that any body set up by NUI Galway would not be independent. We knew President Jim Browne would do the same as he did with the ‘independent’ Task Force investigating gender inequality in NUI Galway. He chose all the members himself and included cronies he could trust who knew nothing of gender equality, but would make sure it did what he wanted and no more. But Jim will be retired in three months to be replaced by Professor Ciarán Ó hÓgartaigh of UCD. When the new president of the University of Limerick took up his post, he immediately set up an independent investigation into the scandal involving the bullying of women by management that had occurred under the previous president. We now call on the next NUI Galway president, Professor Ó hÓgartaigh, to do the same when he takes up his post. He has nothing to lose by doing this and much to gain. We also encourage the four women to stand firm and let management squirm. What the four women are doing is not solely for them, it is for all academic women, all of whom deserve due recognition of their worth.

Attached below is the three-page document circulated to all members of NUI Galway’s Governing Body:

Udaras Memo 1Udaras memo 2Udaras memo 3

 

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Government task force on gender bias welcomed, but at NUI Galway and other Irish Universities, it helps to look at where the power is

In July, the Higher Education Authority issued this year’s figures for gender percentages in Irish Universities and other higher-education institutions. Because this Web page focused on the four female lecturers’ mediation coming to an end at NUI Galway, we made no comment on the HEA report – and we didn’t produce an updated version of our table ranking the Irish Universities. But we found we didn’t need to: This year’s HEA figures got a lot more media coverage than last year’s, including Page One of The Sunday Times and most reports, including RTE‘s, singled out NUI Galway for still being the worst. It’s even come to the attention of the French science monitoring service!

As a result, we were pleased to hear the announcement by Minister of State for Higher Education Mary Mitchell O’Connor that she would be setting up a Task Force and was inclined to implement gender quotas in promotion to correct the imbalance in Irish Universities. We hope the Minister will note what happened at NUI Galway when an Equality Task Force was appointed in 2015. President Jim Browne made much of the Task Force and the resulting adoption of gender quotas at NUI Galway. But where are we two years later? We have a new promotion round this year from Junior to Senior Lecturer where the gender quota adopted is 40% – just 1% higher than the percentage of women promoted in the last round and 12% lower than the percentage of Junior Lecturers who are women. If it is to have any meaningful effect, the minimum gender quota adopted by the new Task Force must, at the very least, reflect the percentage of women in the positions from which they are being promoted. The quotas should also apply to appointments from outside.

NUI Galway has a sorry record of proclaiming improvements for women and then backtracking on its commitments – as Micheline keeps pointing out.  President Browne also likes to claim that the 2015 HEA report into gender discrimination, commissioned shortly after his Task Force was formed, somehow came about through his efforts and not because of Micheline’s Equality Tribunal win. That HEA report made many excellent recommendations, including regarding the appointment of University presidents, which it considered critical in order to effect real change in the third-level sector. Regarding appointment criteria for president, candidates should have ‘demonstrable experience of leadership in advancing gender equality’ and this should be ‘included in the recruitment criteria and the framework for evaluating the performance of candidates’ (p. 47). We have learned that, at a meeting where the process of the replacement of Jim Browne as President was discussed, NUIG Governing Body instructed NUIG management to implement this HEA recommendation. However, it was subsequently ignored, as is apparent from the ad and on-line brochure for the NUIG presidency. It says it all. So much for NUI Galway being ahead of the curve on correcting gender discrimination.

Everything we’ve seen so far at NUI Galway has been window dressing to make it look like the University is doing something when actually it is doing very little. They created a Vice President for Equality and Diversity and then must have given her a very limited brief. So, as well as rolling out a hugely expensive unconscious bias training programme, which has yet to prove its worth, they have increased the number of women on some committees and on the management team, so that at least some percentages look good.

However, if you want to assess change, you should look at where the power is. It was notable in the recent HEA figures that every single Irish university continues to have a man as President – as they always have. At NUI Galway, every College Dean, virtually every head of a Research Institute as well as the Registrar – the only posts with real power besides the President – is still a man, despite at least a dozen appointments in the last couple of years. Things will have changed when half of them are women.

We gather that the final short-list for the Presidency comprises seven candidates, of whom two are women. What are the chances of either woman being offered the post?

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Hanna and Me: Passing on the Flame: There are only 12 days left to raise the amount needed to fund the documentary film about the centenary of Hanna Sheehy Skeffington’s courageous speaking tour of the US in 1917. To help Micheline follow her grandmother and tell her own campaign story in the US, please support the crowdfunding here.

 

More lack of transparency at NUI Galway revealed in big way

There is yet more lack of transparency at NUI Galway.

The University has more than €57 million in a private fund-raising foundation but has resisted declaring the funds despite government pressure, according to a blockbuster story in Tuesday’s Irish Times.

The Campaign has seen such lack of transparency before when it comes to promotions at the University. Some might call it hypocrisy.

The University steadfastly claims that it is ‘comprehensively addressing’ the gender inequality issue, but where is the real change to back up its claim?

If the University is truly addressing gender discrimination, then why have virtually all of the recent appointments for senior posts gone to men? As has been noted before on this website, of the five College Deans — all of whom are male — four have been replaced in the last three years – by four more men!

I think we can all agree that recruitment and appointments should – and must – be transparent at NUI Galway if the University is serious about addressing gender inequality. That’s why it’s so shocking that in NUI Galway’s recent job advertisement for a leader to succeed President Jim Browne, whose term ends next year, there is but a cursory mention of gender equality.

Such a poor reference is particularly glaring because a 2016 Higher Education Authority (HEA) report recommended that new university presidents have leadership skills in advancing gender equality and that this be included in recruitment requirements. (A link for the report is at: http://www.hea.ie/sites/default/files/hea_review_of_gender_equality_in_irish_higher_education.pdf).

Tuesday’s story in The Irish Times reported that NUI Galway and other colleges have now pledged to be more transparent regarding funds raised by private foundations, but went on to say that an independent review is ongoing at the University of Limerick.

More significantly, that review was resisted by UL until a new president – Prof Des Fitzgerald – took over in recent weeks.

Will the new president at NUI Galway be as forthcoming? And what about gender equality? The Campaign is concerned that if NUI Galway’s advertisement for a new president gives short shrift to gender equality, then the new president will not have the leadership skills to advance such equality – skills that were specifically recommended in last year’s HEA report on gender equality in Irish higher-education institutions.

And what about the origins of that HEA report? Yes, the Campaign has discovered even more questions about transparency.

NUI Galway’s draft of its application for the Athena SWAN Bronze Award at https://www.nuigalway.ie/media/nuigalwayie/content/files/aboutus/DRAFT-Athena-SWAN-Application-March-2017.pdf implies that Dr Browne was personally responsible for the commissioning of the report. The draft application states that:

‘In tandem with the establishment of the Gender Equality Task Force in NUI Galway, the President wrote to the then Chief Executive of the Irish Higher Education Authority and asked that the HEA set up a review of Gender Equality across the Irish Higher Education System. The HEA moved as requested and the HEA National Review of Gender Equality in Irish Higher Education Institutions, under the chair of Dr Máire Geoghegan-Quinn, Former EU Commissioner was established and reported in June 2016.’

If that’s the case, then why are the report’s very specific recommendations so ignored in the presidential recruitment brochure? (downloadable at https://candidates.perrettlaver.com/vacancies/255/president/

The Campaign could find only one mention of ‘gender’ – on Page 21 of the 25-page brochure. ‘Promote gender balance and equality of opportunity among students and employees of the University’ is one of the points listed under ‘Key Responsibilities’. How many points in all are listed? 10. Where does gender equality rank? 8th. And that one mention comes more than four-fifths of the way through the brochure.

Moreover, the Foreword to the 2016 report on gender equality written by the HEA’s chief executive indicates that it was commissioned by the HEA:

‘Reflecting the requirement, enshrined in higher education legislation, for institutions to promote gender-balance among students and staff, and for the Higher Education Authority to promote the attainment of equality of opportunity, we commissioned this review.’ 

There is no mention of NUI Galway requesting the review.

2016 HEA report

The Expert Group’s “HEA National Review of Gender Equality in Irish Higher Education Institutions”, issued last June, makes a number of recommendations for Higher Education Institutions (HEIs).

On Page 47 of the report, Point 1.1 states the objective as: “To foster gender balance in the leadership of HEIs” (our emphasis) and recommends that the final pool of candidates for new university president comprise an equal number of women and men.

“The achievement of gender equality needs to be led from the top,” the report continues, “with the ultimate responsibility for its achievement sitting with the HEI president, or equivalent.

“Therefore, it is the Expert Group’s expectation that all candidates for presidential appointments will have demonstrable experience of leadership in advancing gender equality, and that this will be included in the recruitment criteria and the framework for evaluating the performance of candidates.”

The report recommendations don’t stop there: Point 1.2 states that the objective is “to ensure HEI leaders foster a culture of gender equality in their HEI” and, to do this, it recommends a requirement of appointment will be demonstrable experience of leadership in advancing gender equality.

The actual job description for a new president, as issued by NUI Galway, comes up way short of those recommendations.

The Irish Times story on the foundation funds can be read in full by clicking on this link: http://www.irishtimes.com/news/education/universities-resisted-declaring-tens-of-millions-in-assets-1.3084158#.WRqUjhwzZng

 

NUI Galway applies for gender equality award – again. Campaign supporters have until May 17th to voice opinions

The Campaign has learned that NUI Galway has resubmitted its application for an Athena SWAN Bronze award. The university’s application for the gender equality award was rejected in 2015, in the first round open to Irish institutions.

Such an award recognises that the “institution has a solid foundation for eliminating gender bias and developing an inclusive culture that values all staff.” The Higher Education Authority last year stipulated that Irish universities should obtain at least a Bronze award if they are to continue receiving certain funds.

The Campaign feels strongly that NUI Galway does not deserve the award because it has failed to recognise key improvements it needs to make to eliminate discrimination against women. To date, everything NUI Galway has implemented has been to improve the University’s image without addressing the real problem of the culture of exclusion.

An Athena SWAN Bronze award is given to an institution that “recognises a solid foundation for eliminating gender bias and developing an inclusive culture that values all staff: that includes [inter alia] [….] identifying both challenges and opportunities.” The key ‘challenges’ not addressed are outlined below.

Micheline will be sending a letter of objection regarding NUI Galway’s application to the UK-based Equality Challenge Unit (ECU), which manages the Athena SWAN awards. We urge any supporters who feel as we do, particularly if they are a member of staff, student or ex-student of NUI Galway, to also send a letter of objection.

Please send your objections to athenaswan@ecu.ac.uk no later than May 17th. They should be no more than 1,000 words.

The objections must be based on aspects of gender equality that the University is failing to address. Personal examples that you may know of are particularly useful. We would suggest the following points. If you have the time, it would be better to put these points in your own words rather than cut and paste them:

1) — The extreme gender imbalance that occurred in the round of promotions to Senior Lecturer in 2008/09 – 16 men (50% of candidates) and only one woman (6.7% of candidates) – has never been addressed by the University even though it has accepted in its submission that there was a problem. Six women were deemed suitable for promotion in that round, but not ranked high enough to be promoted. Subsequently, Micheline Sheehy Skeffington won a case in November 2014 at the Equality Tribunal on the grounds of gender discrimination and was promoted. Her Tribunal ruling made it abundantly clear that the issues were wider than just her case. In the Tribunal Conclusions (Section 4), the ruling mentions seven men against whom she compared more favourably, but who received higher scores than she did. In addition, three of the other five women are specifically mentioned as having been subject to indirect discrimination on the grounds of gender.

a. The University has never attempted to address this obvious case of gender discrimination and has never conducted an internal investigation of that promotion round. The five women also deemed suitable took court cases only after exhausting all other avenues over six months of trying to get the University to deal with the issue. Therefore, the court cases cannot be used as an excuse by NUI Galway for not addressing this issue. Provision for an independent investigation is made in the form of a Visitor under the Universities Act. Such an investigation should be part of the NUIG self-assessment for addressing gender imbalance in the institution.

2) — NUI Galway policy is now to have at least 40% women in key decision-making positions (see Section 4.4. Organisation & Culture of NUI Galway application).

a.  But in the past two years, four of the five male College Deans have been replaced — by four more men. (The College Deans are the Deans with the real power at the University.)

b.  The Academic Council, the University’s top academic decision-making body, is still more than 80 percent male. Of the 150 Council members, 121 are men, which amounts to 80.7%, and 29 are women, which amounts to 19.3%.

c.  More than 95% of new directors of Institutes and research programmes at the University are men.

d.  Therefore, this policy has not resulted in any substantial change in the representation of women in many of the important decision-making roles.

3) — July 2016 HEA figures show that NUI Galway ranks a clear last of all third-level institutions with 21% female senior staff (Senior Lecturers and Professors). The Irish universities with the highest percentage of female senior staff are Limerick (33%) and Trinity (31%). The rest are: UCD (30%); Maynooth (29%); DCU (27%) and Cork (26%). Highlighting the gender bias further at NUI Galway, only 12% of its Professors are women while 52% of its Junior Lecturers are women.

a.  There has been no substantive change in the percentage of females at the Professor level over the last three years and the number of female Senior Lecturers has fallen since 2015 (see Table 3.2.1 of NUI Galway application).

4) — The mandatory 40% female quota being adopted for the next promotion round is only 1% higher than the percentage of women promoted in the last round (2013/14, see Table 4.3.1 of NUI Galway application). This is not a sufficient policy shift to bring about change and does not reflect the more than 50% female lecturers at the level below that.

HELPFUL LINKS

Here is the link for NUI Galway’s draft submission: https://www.nuigalway.ie/media/nuigalwayie/content/files/aboutus/DRAFT-Athena-SWAN-Application-March-2017.pdf

The website also includes a copy of an undated “Report on the Athena SWAN Culture Survey.” https://www.nuigalway.ie/media/nuigalwayie/content/files/aboutus/Athena-SWAN-Culture-Survey-report.pdf

The Campaign would like to point out another discrepancy here. The introduction of the report refers to the Culture Survey conducted by the Self-Assessment Team in March 2015. Why wasn’t a Culture Survey conducted in 2017?

The Guidelines for Athena SWAN awards are here: http://www.ecu.ac.uk/wp-content/uploads/2015/05/Athena-SWAN-Charter-Post-May-2015-guide-to-processes.pdf. NB submissions must not be anonymous and will be sent to NUI Galway for a response, if considered valid.

Micheline Sheehy Skeffington’s Equality Tribunal Ruling can be read here: http://www.workplacerelations.ie/en/Cases/2014/November/DEC-E2014-078.html

 

NUI Galway will negotiate with women lecturers: Thursday’s High Court pre-trial hearing and demonstration cancelled

 

The Campaign has just learnt that the four female lecturers and NUI Galway have agreed to mediation.

As a result of the agreement, the pre-trial hearing regarding the gender inequality case that was scheduled to be held on Thursday May 4th in the High Court in Dublin has been adjourned. So the student demonstration outside the High Court that was planned for Thursday has also been cancelled. However, because Micheline is concerned that some people may not receive or hear this news, she intends to still be there outside the High Court in Dublin at 11.30 am on Thursday to explain and thank anyone who turns up.

The four women who are lecturers at NUI Galway had sued the university last year, saying they were not promoted to senior lecturer in the 2008/09 promotion round because of their gender and, with this pre-trial hearing, the university had been trying to have the case dismissed.

The Campaign would like to thank everyone who contributed their time, hard work and money to the women’s fight. It is because of YOUR commitment that this has become such a high-profile case. We believe this is why the university and the women are now undertaking mediation. It is because of YOUR support that the women’s voices are being heard. We thank you immensely for everything.

The Campaign will stand aside while the women seek what they require through mediation and we are wishing them well. If they are satisfied by the outcome, we will celebrate but not be triumphalist about it. But if they are not satisfied with the outcome, the Campaign will continue until they get justice. So please watch this website for future developments.

Thank you again to all our supporters!

The truth behind the window dressing at NUI Galway

StatsPoster1

The Gender Equality Campaign has produced posters, such as the one above, to highlight the lack of significant change at NUI Galway.

Reality speaks louder than public relations drivel, no matter how you spin it.

To wit, NUI Galway says it’s doing all it can to address gender inequality at the university.  After all, the university has repeatedly pointed out, it set up a Task Force for Gender Equality, has adopted a mandatory female quota of at least 40% for the next promotion round to Senior Lecturer, and hired a Vice President of Diversity and Equality.

From our vantage point, these changes are merely window dressing.

The truth behind the changes?

  • The task force was not independent and its scope was far too narrow, according to both the trade union SIPTU and Micheline Sheehy Skeffington.
  • The report issued by the task force suggested a cascade system of promotion, but this is being watered down. Although 52% of Junior Lecturers are women, only 40% of those promoted to Senior Lecturer are required to be women, amounting to a 1% increase over the number of women promoted in the last round.

As Micheline wrote in a Letter to the Editor last month in the City Tribune, ‘The task force in itself was a face-saving exercise, as it had no brief to address past issues. … Specifically, it did not address the cases of the five other women who, like me, were deemed eligible, but who were not promoted. I know, from what I saw during my case, that they deserve promotion as much as I did.’

  • The Vice President of Diversity and Equality earns more than €100,000 a year – more than it would cost to promote the five women.
  • Further, the City Tribune revealed recently that concern was raised at a Governing Body meeting last November regarding how much her office was spending. Approximately €500,000 was mentioned as part of the cost of the office – including continuation of unconscious bias training costs.

This is the training that helps to stop staff from giving advantage to men over women. The meeting minutes, obtained by the Tribune through Freedom of Information, said that: ‘One member was extremely surprised at the cost of the unconscious bias training and would like to be convinced in respect of the impact of such training.’ An additional €120,000 was added for enhanced maternity coverage and €90,000 for research for staff returning from academic and carers’ leave, bringing gender equality-related expenses to €700,000. The amount of money involved is amazing, particularly when you compare it to how much less it would cost to promote the five women.

  • Inspired by Micheline’s letter to the Tribune, the campaign has produced these posters (above and below) to highlight the window dressing by management.

As Micheline further explained in her Letter to the Editor, the university’s continued failure to address gender inequality – particularly regarding the five women who have taken the university to court – ‘is the clearest indication of their real attitude to women.’

PROMOTE THE FIVE! And join us on Thursday, May 4th, as we demonstrate outside the High Court in Dublin in support of the five women.

*To read the March 27th City Tribune article (‘Alarm at NUIG’s €700k bill to tackle “unconscious” gender bias’ by Dara Bradley), click on the following link: http://connachttribune.ie/alarm-nuigs-e700k-bill-take-unconscious-gender-bias/

*To read Micheline’s Letter to the Editor, see the post on this page: https://michelinesthreeconditions.wordpress.com/2017/03/27/nui-galway-management-hypocrisy/

NUI Galway management = Hypocrisy

Hypocrisy seems to be de riguer at NUI Galway.

On Wednesday, NUI Galway President Jim Browne revealed at his biannual speech the university’s hypocritical stance regarding the treatment of female staff, particularly the women who have sued the university in the High Court for gender discrimination, and then on Friday, Micheline further exposed the university’s hypocritical attitude towards the women in a Letter to the Editor in the Galway City Tribune.

Dr Browne gave his biannual speech to all NUI Galway staff last Wednesday and three women, including Micheline, stood up to raise the issue of the High Court gender discrimination case against the university and the dire treatment of women generally by NUI Galway positions. His response was interesting, to say the least.

The women highlighted that the case has been fought for 2 years, 4 months. They emphasised the ‘human cost’ as well as the ‘stress and strain’ caused by the case, saying it is ‘financially draining’ and an ‘emotionally and mentally crushing process.’

We are ‘putting our careers, wellbeing and finances on the line to fight for what is right,’ one of the women said, adding that the sacrifice is ‘not only for ourselves but, more importantly, for others.’

In the past, Dr Browne has responded to such statements with obvious annoyance, even outright anger.

This time, he claimed heartfelt concern.

‘I regret to the core what the five women are going through,’ he told them and added that he wished he could help them but he was unable to do anything about it, explaining that ‘the issue is very complicated.’

Really?

He has said in the past that ‘I can’t and won’t promote them’ and that it is for the women to prove they deserve promotion in court. That’s why the women filed the court case in the first place. Yet, instead of allowing the case to continue and let the facts come out, the university is dragging out the process – using taxpayers’ money while the women have to fund raise to pay their costs.

At the request of the university, a pre-trial hearing has been scheduled for Thursday, May 4th in the High Court. Such a hearing will look only at the case’s legal basis – not the facts. In short, the hearing is merely an attempt to have the women’s court case thrown out so that the facts won’t be revealed to the public and the women won’t be able to prove that they were discriminated against.

According to The Irish Times, the preliminary issues centre on whether the lecturers’ claims can be dealt with by the High Court or must they be first determined by the Workplace Relations Commission and/or Circuit Court. Two years and four months later, this is where the case stands?

But wait, the hypocrisy at NUIG continues.

Mich letter

In a Letter to the Editor (reprinted in full above) in the most recent edition of the Galway City Tribune, Micheline exposed the hyprocrisy of NUI Galway management regarding the treatment of women at the university.

Micheline referred to an article in the March 17th edition in which NUI Galway rejected Senator Trevor Ó Clochartaigh’s claim that the university has done little for the female staff in the last two years.

According to the article (“We’re taking action,” Page 15), the university said it is ‘comprehensively addressing the issue at all levels.’

However, Micheline refuted this statement, saying, ‘Yet I see no evidence that key “college decision-making bodies” come anywhere near having the 40% of female representation they claim.’

Micheline pointed out that:

  1. In the past three years, four of the five male College Deans have been replaced – by four more men. (The College Deans are the Deans with the real power at the university.)
  2. The Academic Council, the top academic decision-making body, is still at least 80 percent male.
  3. More than 95% of new directors of Institutes and research programmes at the university are men.
  4. July 2016 HEA figures show that NUI Galway ranks a clear last of all third-level institutions with 21% female senior staff (Senior Lecturers and Professors).
  5. The mandatory 40% female quota being adopted for the next promotion round is only 1% higher than the percentage of women promoted in the last round.

‘The continued failure of NUI Galway to address this injustice is the clearest indication of their real attitude to women,’ she wrote.

She said, in fact, the university is doing all it can to prevent the five women from getting justice. That’s why the benefit concert is being held on Wednesday, March 29th at the Black Box. It is not just about raising money but also awareness of what is happening. And that’s why the Students’ Union is providing buses to Dublin on May 4th so that students can protest outside the High Court. The demonstration is being held precisely to highlight the hypocrisy of what NUI Galway are attempting to do. Please come and join us and the students! 12 noon at the High Court, May 4th! We will be arranging our own bus for supporters.