History of DPB Requests to UM System Administration

1. History of DPB Requests to UM System Administration >10 Yrs MU Faculty Council Resolution and Request 2008 MU Status of Women Request with Chancellor Support UMSL Resolution and Request UMKC Resolution and Request 2010 MU Resolution and Request 2011 Intercampus Faculty Council Request Developed Business Case Justification for Inclusion Agenda for RSB Committee Write-in Campaign

2. Competition for Faculty/Administrators(with other schools) • 47/50 States have Universities/Colleges with DPB • Publics: KS, AR No; IL, IA Yes • Average length of time with DPB is 11 years (longest 21 yrs) • Not limited to secular schools • (Baylor Medical, Marquette, U Denver, Furman, Elon, Pacific Lutheran, Southern Methodist)

3. Regional Competition YES Iowa Illinois Kentucky NO Kansas Arkansas Nebraska Tennessee Mississippi

4. Missouri Higher Education Institutionswith Domestic Partner Benefits • William Woods College (Fulton) (2011) • Westminster College (Fulton) (2009) • Stephens College (Columbia) (2010) • Drury College (Springfield) • Avila College (Kansas City, MO) • Shawnee Mission Community College (Kansas City, KS) • Webster University (St. Louis) • Washington University (St. Louis) (1994) • Metropolitan Community College (St. Louis) • St. Louis College of Pharmacy (St. Louis)

5. Competition for Faculty & Staff 2009 Employers Responding to the HRC with Partner Health Insurance Corporate Equity Index Fortune 100 83 (83%) Fortune 500 293 (59%) Fortune 1000 404 (40%) AMLAW 153 (77%) >9300 Private Sector Companies with >500 Employees have DPB

6. Competition for Faculty and Staff Companies Headquartered in Missouri with DPB AMC Entertainment Inc Ameren Corp Anheuser-Busch Companies, Inc Brown Shoe Company, Inc Brian Cave, LLP Cerner Corp Cms Communications Data Research Associates Design Consultants, Inc Enterprise Rent-A-Car, Inc Express Scripts, Inc Fred Pryor Seminars/Careertrack Graybar Electric Company, Inc H&R Block Hallmark Cards, Inc HNTB Companies Husch Blackwell Sanders LLP Jacobs Civil Inc Loanscapes, LLC Loansurfer.com Midwest Library Service Monsanto Co Nestle Purina PetCare Co PolsinelliShughart PC Progressive Medical Inc Pulitzer Inc Shook, Hardy & Bacon LLP Sizewise Rentals Llc Smithkline Beecham Consumer SSM Health Care System St. Louis Post-Dispatch State Street Kansas City Stinson Morrison Hecker LLP Thompson Coburn LLP

7. Competition for Faculty and Staff by Business Sector Technology/Software IBM Inc Cisco Systems, Inc Dell Inc Apple Inc Blackboard Inc Adobe Inc Corning Inc Hewlett-Packard Co Intuit Inc Lexmark International McAfee Inc Microsoft Corp Motorola Inc Xerox Corp Peoplesoft Inc Pharmaceuticals Abbott Labs Baxter Corp Berlex Inc Boehringer Ingelheim CVS Caremark Eli Lilly GlaxoSmithKline Johnson & Johnson Merck & Co Novartis Pfizer Inc Wyeth Aerospace Industries Boeing Co Goodrich Corp Honeywell International Lockheed Martin Northrop Grumman Raytheon United Technology Cort

8. Competition for Staff Food Industry 7-Eleven Inc Aramark Corp Berger King Corp Campbell Soup Co Cargill Inc Coca-Cola Co ConAgra Foods Inc Dean Foods Dole Foods Inc Dunkin Brands General Mills Locals Kraft Foods Frito Lay/Quaker State Farm Sprint Century Link AT&T 3M Lowes Home Depot JC Penney Sears Macy IBM TIAA-CREF Target Walgreens Postal System Columbia City St Louis City Kansas City Jackson County Boone Hospital H.J. heinz Co Hershey Co Kellogg Co Kraft Foods Kroger Co McDonald’s Corp MillerCoors LLC PepsoCo Sara Lee Walgreen Co

9. What Next? • SPRAC Letter to Owens and the Board of Curators? • More push on individual Curators (faculty have minimal contact!) • CEOs? If you know prominent business people, have them write. • H&R Block • Remember the inequality issue and our non-discrimination statement! • Total Compensation Philosophy Does not include cost of buying private insurance or pre-tax differential

10. Domestic Partner Benefits: Cost and Utilization After more than a decade of experience with employers offering domestic partner health benefits, the cost to most employers has been negligible. Overall Impact on Benefits Cost A 2005 Hewitt Associates study found that the majority of employers — 64 percent — experience a total financial impact of less than 1 percent of total benefits cost, 88 percent experience financial impacts of 2 percent or less and only 5 percent experience financial impacts of 3 percent or greater of total benefits cost. Utilization / Enrollment Rates of enrollment have not been particularly high. Possible explanations most commonly cited for this are that same-sex domestic partners are likely already covered by their own employer, or that the employee is simply unwilling to disclose their sexual orientation for fear of discrimination. A 2005 study by Hewitt Associates found an average of 1 percent of eligible employees elected coverage for a domestic partner and that an average of 1 percent of employees elected coverage for dependents of a domestic partner.

11. Does Lack of DPB Impact Hires? Faculty Lost Hires (2008-2010) • Assistant Professor, School of Social Work (Female, White/Caucasian, 40's) Tenure-track: Human Environmental Sciences; September 2007- August 2008 The applicant said that she had a partner and wanted partner benefits. She obtained an offer from another university (University of Louisville) that has partner benefits so she accepted that position. We had not yet made an offer but she was our top candidate and we were about to make the offer. But she knew that we did not have partner benefits. • Assistant Professor, School of Social Work (Female; White/Caucasian, 30's) Tenure-track;; Human Environmental Sciences; September 2008 - August 2009 Met candidate at national meeting for screening interviews. She said at that time that she had a partner and would need partner benefits or a job for partner. Partner has children. We brought candidate to campus for interview and made an offer. She brought partner to Columbia to look for a job but didn't find anything suitable. Candidate declined offer. In this case if we had partner benefits it might not have been enough unless partner benefits would also include partner's children. • Assistant professor, Women and gender studies (Female; Black/African American, 20’s) Tenure-track; September 2006 - August 2007 All I recall is that the faculty member informed us that she no longer wanted to be considered because of the lack of partner benefit policy. I also have a faculty member who is currently looking for a job because of the lack of a policy. Withdrew after applying - before action on application • Professor, British Literature (Female, White/Caucasian, 40's) English, September 2009- August 2010 Expressed interest in MU, but changed mind when I said there were no same-sex benefits here at this time. Refused to apply

12. Does Lack of DPB Impact Hires? Chair of a department in the College of Education • Tenured position, September 2006 - August 2007 (Female, White/Caucasian, 40's) Candidate did not apply for a position as a department chair in the College of Education. Candidate was successfully recruited to be Associate Dean of Education in a major Big Ten University. She did not apply because there were no partner benefits at the University of Missouri. Director of Development Research • Administrator - department head or higher (Female, White/Caucasian, 40's) Development; September 2008 - August 2009 During a trip the Association of Prospect Researchers for Advancement (APRA)in August 2008 I attended the conference to recruit for a new director of development research in the Office of Development. When I returned I started looking through some of the possible recruits that I had identified. One of the possible recruits was an associate director of development research at a Big 10 University. In September I started doing some background checks on her and determined that she was a very good recruit, somebody with the skills, talent and leadership I was looking for in a candidate. I started to pursue her with an initial telephone interview, which went well. After that discussion she became more interested and we had a follow-up discussion where she started asking about benefits, the university and the city of Columbia. During the conversation she mentioned that she had a partner and that it would be important that they have benefits because it may be a while before her partner could get a position and she inquired about domestic partnership benefits. Once I told her that we did not have domestic benefits she wanted to think about applying for the position. After some she thought she called back and said that because we didn't have domestic benefits that she couldn't consider the position because she couldn't risk moving here and not have benefits for her partner who may not be able to find a position immediately and that they had a child. Refused to apply Vice Chair position at the School of Medicine • Non-tenurable ranked faculty. September 2008 - August 2009 (Male, White/Caucasian, 40's) I took on the leadership of a department. I had anticipated bringing one of my strongest colleague from my previous institution to serve as vice chair of clinical services. He was very interested in pursuing the position and we discussed having him interview here. He asked me about domestic partnership benefits, which I assumed existed here, since they had been at my previous institutions for nearly 20 years. When I found out they did not apply here I told my colleague. He declined the interview for financial reasons (needing health insurance for his partner with a preexisting condition) but his partner also persuaded him not to apply to a "hostile" institution. Refused to apply