|
|
|
Sponsored by the
Chancellor’s Committee on the Status of Women |
|
|
|
February 28, 2001 |
|
|
|
|
|
To present some statistical comparisons with
peer institutions |
|
Proportion of women faculty |
|
Salary gaps |
|
To assess where we are |
|
To challenge you to help us decide what to do
next |
|
|
|
|
UIUC ranks near bottom among peer groups in the
proportion of its full professors who are women |
|
UIUC ranks near top among peer groups in the
size of its salary gap between men and women full professors |
|
|
|
|
Roughly 22% of faculty at UIUC are women. Women constitute only 11.8% of full
professors. |
|
The proportion of full professors who are women
has increased very slightly over the past three years. |
|
We remain near the bottom in comparisons with
our peers. |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
UIUC ranks near the bottom in the proportion of
full professors who are women among major peer groups: |
|
Big Ten (ranks 3rd from last) |
|
IBHE Peer Institutions (ranks last) |
|
Top Ten Public Universities (ranks 2nd
from last) |
|
Possible explanation: UIUC faculty are concentrated in the hard sciences where the
proportion of women is low. |
|
|
|
|
|
|
|
|
|
|
|
|
Salary gap measures the percentage difference
between men and women’s salaries relative to men’s salaries |
|
For UIUC full professors the salary gap is 14.1%
and has remained fairly constant over the past 3 years. |
|
UIUC ranks at the top for the size of its full
professor salary gap among peer institutions. |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
UIUC ranks near the top in the size of its full
professor salary gap among major peer groups : |
|
Big Ten (ranks 3rd from top) |
|
Top Ten Public Universities (ranks 2nd
from top) |
|
Top Six Engineering Schools (ranks highest) |
|
Possible explanation: big salary gaps in the
hard sciences |
|
|
|
|
|
|
|
|
|
|
|
|
The adoption of a more aggressive hiring
strategy aimed at increasing the representation of women at all ranks, and |
|
The assurance of a professional climate for all
faculty that is more supportive and more equitable than has existed in the
past. |
|
|
|
|
|
|
Appointment of a Task Force on the Status of
Women |
|
Commitment to annual salary equity reviews |
|
Addition of annual reports to unit heads on the
percent raises being awarded to men and women at each rank |
|
Decision to collect gender information on exit
surveys |
|
Some increased representation of women faculty
in several colleges |
|
|
|
|
Keep units informed of gender/racial
representation among their faculty and how they compare with peers |
|
Alert units to the availability of
women/minority faculty among their hiring pool |
|
Require national advertising on all new hires,
including Faculty Excellence Hires
(To date, 39 men and 4 women faculty have been hired under this program.)* |
|
|
|
|
Lower the 15% threshold for identifying and
reviewing possible salary inequities |
|
Inform faculty who have been identified as
possibly having a salary inequity |
|
Do not rely on the filing of grievances to
identify salary inequities |
|
|
|
|
|
Maintain progress toward moving women faculty
into positions of authority and honor |
|
Encourage the campus to explore other factors
that affect the profession climate for faculty |
|
Teaching loads |
|
Office and lab space |
|
Research support |
|
Committee loads |
|
Retirement contracts |
|
|
|
|
|
|
|
Notes
