One out of five faculty members leaving Penn State reported equity problems such as harassment or discrimination, according to a study released last week by the University Faculty Senate.

Grievances cited in the report ranged from faculty being sexually harassed by students to being discriminated against as "foreigners." Interviewees complained that when supervisors or university departments were informed of the problems, nothing was done.

Such a high percentage of complaints could be evidence of an environmental problem at Penn State. It also could be a sign of a communication breakdown with faculty members not being aware of where they can turn for help.

Penn State's Office of Affirmative Action and Diversity Education Support Center is where faculty members should go when they experience such problems involving other university employees, said the office's director, Ken Lehrman. (When the harassment or discrimination involves students, they should contact the Office of Judicial Affairs.)

When Lehrman's office receives a grievance, it asks the complainant if he or she would like to pursue an informal, non-disciplinary route (often a meeting or other communication with the person in question) or a formal procedure, which launches an investigation by the office. The office then can recommend a sanction.

Lehrman was surprised by the study's high percentage and is unsure of what it means. He acknowledged that it could be a sign university employees don't know that his office's resources are available to them.

Lehrman's office is working to increase its visibility. Lehrman said he already has met with every dean or department head at the University Park campus.

The office also is looking to make other changes, such as better follow-up with those filing complaints. While Penn State is bound by privacy rules not to inform them of specific sanctions taken, complainants could at least be informed that some action has been taken.

The Faculty Senate should be lauded for publicizing this problem, but its obligation isn't over. It now has the responsibility to continue its research for the questions that the study left unanswered.

Are staff members also dealing with these problems? The surveys were taken only of tenured and tenure-track faculty, excluding a large percentage of the university's work force. Also, how do the complaints breakdown by college? Is this a university-wide problem? Should certain departments be targeted for help?

The improvements being made by the Office of Affirmative Action and Diversity Education Support Center are good first steps. Faculty Senate should consider what ways it could also aid the office in improving its visibility and accessibility among faculty.

The 20 percent from the survey is a staggering number. If the university hopes to recruit and retain a diverse work force (as its Framework to Foster Diversity at Penn State plan states), it must better address these problems.

Informing faculty members of what help is available to them is one step. Seeing it through is the next.