Chancellor's Committee on the Status
June 2001 - June
During the 2001-2002 Academic Year, the Chancellor's Committee on
the Status of Women worked to better women's status on campus, while
at the same time participating in CIC initiatives and contributing to
other campus committees.
The Commitee was very pleased to meet with the new Chancellor, Nancy
Cantor, early in the fall semester, on September 14, 2001. Before the
meeting, the Committee had already studied Chancellor Cantor's
response to inquiries from the Board of Trustees concerning their
report, Progress and Challenges in Representation and Equity for
Women at the University of Illinois (See Cantor's response dated
August 9, 2001, in Appendix A). By the end of the year, the Committee
asked that the Chair write to the Chancellor commending her efforts
on behalf of all campus women (letter from Watts, dated March 2,
2002, Appendix B).
The Committee both initiated inquiries and proposals for improving
the status of women, as well as monitored progress as the
implementation of previous projects went forward.
This Report describes the activities of CCSW in several, interrelated
I. Committee Engagement with the Campus.
II. Fulfilling Chancellor Cantor's charge to propose a campus plan
III. Monitoring the progress and implementation of continuing
projects at both campus and committee level.
IV. Participation in the activities of the Woman's Advocacy Network
of the CIC.
V. Prospects for AY 2002-2003.
I. Committee Engagement with the Campus
- The work of the Committee was enlarged and enhanced as
individual members served on other committees or in administrative
assignments on campus. In this way, CCSW's goals were interjected
into deliberations exterior to the Committee. The Committee itself
continued to make the campus aware of its presence in a variety of
- A. Two members served on the Gender Equity Task Force, and
three on the Diversity Initiatives Committee. The work of both of
these groups will be discussed in Section III.
CCSW member Priscilla Yu also served as Chair of the Senate Equal
Opportunity Committee, and Emily Watts served on the Senate
Committee on Committees. Kal Alston served on the University
Senates Conference Committee. Other members served on college and
departmental committees and in administrative positions.
B. Chancellor Cantor met monthly with Chair Watts and the
Provost's representative, Kathleen Pecknold, who also served as an
ex-officio member of CCSW. Members of CCSW suggested topics to be
discussed, and Chair Watts reported the Chancellor's responses and
suggestions to CCSW.
C. CCSW invited a variety of guests to make persentations during
regularly scheduled meetings: Cheryl Bullock, Office of
Instructional Resources (November 27, 2001); Jane Loeb, Professor
of Educational Psychology, and Professor Emerita Susan Greendorfer
(November 27, 2001); the Council of Deans (January 22, 2002); and
Carol Livingstone (April 23, 2002). Throughout the year, various
members of the Committee, such as Jamie Lake, Heidi Johnson, and
Kathleen Pecknold, make special presentations.
Chancellor Cantor met with CCSW on September 14, 2001, at a
D. Announcements of meetings were published in The Daily
Illini and Illini Week.
CCSW sent informational postcards to all women faculty, staff, and
graduate students. Informational posters were sent to deans and
E. As in previous years, copies of the agenda and minutes of each
meeting, as well as a copy of this Annual Report, will be
deposited in the campus archives.
II. Fulfilling Chancellor Cantor's Charge to Propose a Campus
Plan for Mentoring
At the special meeting of September 14, 2002, Chancellor Cantor
asked CCSW to propose a plan for mentoring on the campus. CCSW's goal
was to propose policy and procedures which include women and men
faculty, academic professionals, and staff.
CCSW first surveyed mentoring plans at other CIC schools and gathered
some information on current campus plans.
On January 22, 2002, twelve members of the Council of Deans met with
CCSW to discuss mentoring strategies already in place and to explore
options for campus mentoring. The cooperation and sincere interest of
the Deans resulted in a plan shaped by CCSW and submitted to the
Chancellor on April 15, 2002.
The recommendation includes a survey of mentoring plans at CIC
schools as well as an overview of current mentoring on campus.
CCSW drafted this proposal with the hope that, as one dean asserted,
mentoring would become a core value of our campus.
III. Monitoring the Progress and Implementation of Continuing
Projects at Both Campus and Committee Level
- Under Chancellor Cantor, the campus made remarkable progress
toward creating a campus in which both men and women could realize
their potential. Some initiatives had been suggested by CCSW's
Status of Faculty Women (1999), and others are the result
of committee or administrative initiatives.
The following is a list of major campus initiatives which will,
the Committee believes, contribute to a more balanced and diverse
- A. The Gender Equity Committee recommended exit interviews of
all faculty and academic staff -- a plan implemented by
Provost Herman in Spring, 2001. CCSW had recommended interviews
for all exiting faculty in 1999.
B. The Gender Equity Committee also recommended exit interviews
with all finalist candidates for academic jobs, whether or not the
job was offered or accepted. This plan was implemented by Provost
C. In the 2001-2 Faculty Salary Study, one suggestion of CCSW --
the discontinuance of athe "all male" model -- became part of the
salary analysis. (See Appendix D, p.4). The study also includes a
discussion of the possible future use of another CCSW suggestions"
"Examining the interaction of gender with other independent
variables in the regression" (pp.17-18).
In "Table 1. Summary of Significant Effects," the study found that
the salaries of new women assistant professors fell below those of
new men assistant professors by $1,790.00 (p. 5). The study also
found that about 9% of all women faculty salaries fell into the
"15% or more below prediction category," while about 7% of
allmen's salaries fell into that category (p. 5).
Even with special attention paid to the salaries of all those
faculty below predicition, the salary for men full professors
remained at third in the Big Ten, and the slaaries of women full
professors moved from seventh in 1998-1999 to sixth. However, the
disparity between the salaries of men and women full professors
increased slightly. See Appendix E for other aspects of salaries
in comparison to Big Ten schools.
D. The campus hired increasing numbers of women and minority
faculty, as CCSW had suggested. Of the 195.7 new hires for FY02,
89.7 (45.8%) were women and 45.1 (23%) were minorities (See
E. In February 2002, the Chancellor implemented the provision of
contraception for women faculty and staff at McKinley Health Care
Center. CCSW, along with other campus groups, had urged this
F. The Provost's Office provided a new policy concerning "Modified
Teaching Duties for Faculty Members with a New Child" (see
G. The campus finally made true progress toward an adequate
childcare program, as CCSW has recommended throughout its history.
Besides the expansion of the Child Development Lab School, a
Strategic Plan Work Group is proposing a Drop-In Child Care Center
and a plan for At-Home Sick Care (See Appendix H).
Research by CCSW member Jamie Lake informed the Committee of state
law concerning child care centers in state-owned or state-leased
buildings (See Appendix I).
H. In its First Annual Report, dated May 1, 2002 (Appendix J), the
Diversity Initiatives Planning Committee proposed a number of
objectives and goals, among which are the following: "Recruit and
retain greater numbers of women and minority, faculty staff and
administrators (including deans, department heads, and senior
level administrators)" (p. 3); "Increase fellowship funds for
women graduate students in underrepresented areas" (p. 7);
"Increase support for and understanding of lesbian, gay, bisexual,
and trangender issues and members of the campus community" (p. 8);
"Seek 'legislative relief' that will allow the University to
expand childcare facilities beyond research oriented career
centers. . . . one of the many issues affecting the recruitment
and retention of women faculty and staff continues to be the lack
of affordable, high quality childcare" (p. 8); and "Demonstrate
the value to the campus community of the existing cultural
programs, the Office for LGBT concerns and the Office of Women's
Programs by providing resources to enable them to enhance their
ability to provide quality services to the campus and community"
I. CCSW alerted the Office of Instructional Resources to our
concerns about the ICES forms: the idenficiation of the responding
student's gender (an issue also confronted by the College of
Engineering); the possible discrimination against women
professors; and the possiblity of using the ICES forms from over
the years for research on male students' responses to male and
female professors. Cheryl Bullock, Office of Instructional
Resources, provided CCSW with information on these issues and
suggested the difficulty in changing the format.
J. CCSW received the final draft of Jane Loeb and Susan
Greendorfer's study "Retention and Promotion of Male and Female
Faculty Members at UIUC, a study initiated in the early 1990's by
CCSW and funded by former Chancellor Aiken. CCSW then formally
transmitted the study to Chancellor Cantor, (See Appendix K for
summary; the complete report is in CCSW files). The study found,
inter alia, that htere was a small significant difference
favoring men in attainment of tenure and that there was a
consistent tendency for men to attain higher ranks.
This list of research, proposals, and implementation is a tribute
to the recommendations of the Board of Trustees, Chancellor
Cantor, and members of the campus community as they continue their
efforts to provide a setting in which men and women can
IV. Participation in the Activities of the Woman's Advocacy
Network of the CIC
In June 18-20, 2001 in Fennville, Michigan, the Woman's Advocacy
Network (WAN) of the CIC met in a retreat to consider the
implications of what appears to be CIC disinterest in women's issues.
The retreat was the direct result of the omission of WAN
representatives from the teams of several CIC schools sent to the CIC
Conference on Diversity in Ann Arbor, Michigan, in April 2001.
Although this was not a problem for UIUC, which sent a quite a
complete team, UIUC has joined the other CIC schools in questioning
CIC's perception of women's issues at member institutions. At this
retreat and, later, at the fall meeting (November 4-5, 2001 in Park
Ridge, Illinois), which Chair Watts attended, the members of WAN
decided to gather comparative information on the status of women at
At the spring meeting (May 14-20, 2002 in Park Ridge, Illinois),
which Chair Watts and Chair-to-be Kathryn Anthony attended, UIUC
reported on CIC mentoring projects (see Appendix L) and Faculty
Salary Studies. Because only two other schools had reported regular
Faculty Salary Studies (Michigan, Ann Arbor and Purdue), UIUC
submitted the 2001-2002 UIUC Faculty Salary Study (see Appendix D)
and a draft article by UIUC Professors Marianne A. Ferber and Jane
Loeb, "Issues in Conducting an Institutional Salary Equity Study"
(the text of this article is included in CCSW's files).
From other CIC schools, the following reports are included: Parental
Leave Policies and Tenure Accommodations for Childcare (Appendix M);
Status of CIC Women Faculty Summary Report (Appendix N; note: at the
time this report was prepared, the complete UIUC Work-Life Report had
not been issued, only a preliminary report); Child Care Enrollment
Ratios and other childcare statistics (Appendix O); and a preliminary
study, Women Administrators at CIC Institutions (Appendix P; note:
like most other members of WAN, Chair Watts felt that certain job
titles were confusing. WAN hopes to redo this study with
clarification of job titles).
Although CCSW protested to Chancellor Herman in fall 2000, CIC
continues to withhold staff support from WAN (except for reserving a
meeting room at Big Ten headquarters in Park Ridge and providing
Association with WAN continues to be productive and stimulating for
V. Prospects for AY 2002-2003
- In May 2002 Chancellor Cantor appointed Kathryn Anthony Chair
of CCSW. CCSW will continue with a balance of new and experienced
members. Goals of CCSW for 2003-2004 will include a continuation
of projects as well as new initiatives:
- A. Completing the status report on undergraduate women.
B. Monitoring the implementation of recommendations of the
Diversity Initiatives Committee and the Gender Equity
C. Monitoring faculty women's salaries and the salary study.
D. Monitoring Faculty Excellence, TOPPS, and other hires
E. Monitoring progress in childcare facilities
F. Monitoring the implementation of CCSW's proposal for
G. Continuing to express the need on campus for domestic partner's