OU paid $22,000 for an external consultant and self-described “Dispute Doctor” to assess the workplace climate within the Gaylord College of Journalism and Mass Communication according to documents OU Daily obtained on Friday via a records request.
Moira J. Kelly of Kelly Consulting LLC was hired in the spring after nearly half of Gaylord College's female full-time faculty and staff signed a letter that OU Daily obtained from an anonymous source, which had previously been sent to college and university leadership detailing an alleged hostile work environment and culture of discrimination, nepotism, violation of policies and secrecy within the college.
These allegations, coupled with the college’s then-ongoing search for its next dean, contributed to the college’s decision to bring Kelly to campus in the spring to interview faculty and staff members.
Andrea Miller began her position as dean of Gaylord on July 15 after beating out four other candidates in April as the result of a national search. The record request fulfilled Friday came at the end of her first week in the job — and 141 days after the Daily first requested the information.
“The report identified areas of improvement, and I am grateful to the faculty and staff who participated in the process,” Miller wrote in an email to OU Daily. “I am committed to fairness and transparency and will work to develop a plan of action to foster a welcoming environment for all in the Gaylord College.”
Kelly, who was hired by interim dean David Craig, visited Gaylord College after spring break to conduct voluntary interviews with faculty and staff.
Kelly Consulting LLC is a client-consulting organization concentrated on training on dispute resolution, labor relations and effectiveness. Kelly has experience as a mediator resolving “thousands” of disputes concerning discrimination, civil court subjects and general workplace issues, according to her LinkedIn. She has also worked with private and public-sector organizations.
Kelly told OU Daily April 11 that she would be creating two reports: one with a summary of what faculty and staff told her and a second that made recommendations. Kelly said after she finished with the reports, she would not be involved in the implementation of her recommendations or the disclosure of the reports.
OU Daily obtained the reports from an anonymous source earlier this summer.
In the findings, 47 Gaylord staff or faculty members participated in individual, confidential interviews that asked them questions about purpose, empowerment, organizational processes, relationships and communication, morale and recognition, appreciation and values.
Kelly’s reports said recent levels of change, budget containments and organizational issues at both OU and, specifically, Gaylord College, have led to increased workplace stress and frustration in employees.
When asked about how people are treated within the college, Kelly found about a third of respondents thought most people treated each other well, another third thought their colleagues were treated poorly or unprofessionally and that the treatment varied wildly depending on who the parties were.
The report also stated of respondents: “A few commented that overall, women were not treated respectfully.”
Nearly half of respondents were found to not know what the goals of the organization were or think the goals were made clear. About half the interviewees also said their suggestions were ignored, disregarded or resisted.
When asked about what they would add, change and stop within the organization, about 20% of respondents said they would add staff and academic advisers and positively change the relationship dynamic between faculty and staff. About 10% wanted to end what they saw as harassing or discriminatory behaviors, pettiness and gossip and reduce hostility and conflict.
Kelly’s recommendations include six broad areas: creating a unified vision of the goals and purposes of the college, bringing consistency to the college’s processes, improving communication, better empowering and recognizing employees, better managing power dynamics and conflict, and finally strengthening leadership and morale.
Kelly also wrote at the end of her recommendations:
“The level of knowledge and commitment from the interviewees to their job was striking. The personal commitment that employees feel to the students they serve was palpable. Almost all employees talked about their work in terms that were strong, compelling and in many cases deeply emotional. This commitment can be leveraged to make the other changes recommended in this report a reality.”
The letter the Daily obtained in the spring detailing Gaylord’s workplace culture, among other issues, alleged pay discrepancies and inconsistency in tenure processes based on gender.
The letter read that there is an alleged ignorance and indifference to diversity, equity and inclusion issues from some faculty and staff in the college, and the workplace culture has allowed for questionable hires and has permitted some faculty and staff to “subvert” handbook policies regarding the treatment of colleagues and students.
A faculty member granted anonymity due to their fear of retribution said the allegations go as far back as 20 years ago and as recently as this spring.
This faculty member said the other half of the female faculty and staff did not sign the letter for fear of retaliation or that not all allegations in the letter aligned with their experiences, but told the group they support the letter along with several other “allies” within the college. The individuals who signed the letter, this faculty member said, represent all majors and departments in the college and not one specific area. The individuals also were from an array of positions, including instructors, tenured faculty, staff and more.
This story was edited by Ana Barboza. Avery Avery copy edited this story.
