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GENDER EQUITY AT TEXAS TECH UNIVERSITY

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Title: GENDER EQUITY AT TEXAS TECH UNIVERSITY


1
GENDER EQUITY AT TEXAS TECH UNIVERSITY
  • REPORT OF THE TTU GENDER ISSUES COMMITTEE
  • APRIL 2004

2
COMMITTEE CHARGE
  • To analyze the interaction between gender and the
    Texas Tech University environment for students,
    faculty and staff,
  • To make recommendations for changes or additions
    to existing policies through the appropriate vice
    president or provost,
  • To ensure that all policies and procedures are
    fair and in accordance with state and federal
    law,
  • To assure that Texas Tech University is gender-
    and family-friendly, with the goal of attracting
    and retaining a qualified, diverse workforce and
    student body.

3
REPORT CONTENTS
  • HIRING AND SALARY ISSUES FOR FACULTY AND STAFF,
  • CLIMATE ISSUES FOR GENDER AND SEXUAL ORIENTATION
    FOR FACULTY, STAFF AND STUDENTS, AND
  • POLICY RECOMMENDATIONS

4
DATA SOURCES
  • Dowling Report on Salary Equity at TTU. 2002
  • Student, Staff, and Faculty Perceptions of Campus
    Climate at Texas Tech University A Report
    Prepared for the Diversity Strategic Planning
    Committee and StudentFIRST Committee.
  • Brian Cannon
  • Office of Institutional Research. 2002
  • Lesbian, Gay, Bisexual, and Transgender Faculty
    and Staff and Student Focus Group Analysis.
  • Stacey Moore, Karen Meaney
  • Womens Studies Exit Interview Analysis.
  • Marjean Purinton

5
DATA SOURCES
  • Report of the Texas Tech Child Care Exploratory
    Committee.
  • Annual Report. Athletic Councils Standing
    Committee on Equity.

6
Salary Analysis
  • Women faculty make less than men at all academic
    ranks.
  • Women staff make less than male staff, in all but
    one job category.

7
WOMEN STAFFS AVERAGE SALARIES ARE LOWER THAN
MENS
1Technical/Paraprofessional 2Clerical/Secretaria
l 3Skilled Crafts 4Service/Maintenance 5Other
Professionals 6Executive/Managerial
8
GENERALLY, THE HIGHER THE FACULTY RANK, THE
LARGER THE GENDER GAP
9
WHY DO W0MEN MAKE LESS MONEY?
  • Women are clustered in lower academic ranks.
  • Women are underrepresented in administrative
    positions.
  • Women are underrepresented in higher paid
    disciplines.
  • Gender Bias?

10
WOMEN ARE MORE LIKELY TO BE IN LOWER ACADEMIC
RANKS.
11
THERE ARE FEW WOMEN AT THE LEVEL OF DEAN-ASST OR
ASSOC.
12
AND FEWER FEMALE DEPT. CHAIRS
13
WOMEN ARE NOT EVENLY REPRESENTED IN ALL COLLEGES
14
HIGHER NUMBERS OF WOMEN LOWER SALARIES
15
CLASSROOM CLIMATE
  • FEMALE STUDENTS THRIVE WHERE THERE ARE LARGER
    NUMBERS OF FEMALES.

16
FEMALE STUDENTS AND FACULTY IN COLLEGES
17
GENDER BIAS?
  • There are cases where women, even within
    disciplines and within rank, and after
    controlling for time in grade, made less than
    would be predicted.
  • Could be explained by merit.
  • Could be explained by gender bias.

18
CLIMATE
  • FEMALE FACULTY ARE MORE LIKELY TO REPORT
    OBSERVING AND EXPERIENCING PREJUDICIAL REMARKS
    TOWARD FACULTY BASED ON RACE, AGE, GENDER,
    RELIGIOUS BELIEFS, SEXUAL ORIENTATION OR
    DISABILITY THAN MEN.

19
HAVE YOU OBSERVED PREJUDICIAL REMARKS?
20
HAVE YOU EXPERIENCED PREJUDICIAL REMARKS?
21
WHAT ARE THE CONCERNS EXPRESSED BY WOMEN
FACULTY?
  • An analysis of exit interviews has shown problems
    experienced by female faculty.

22
Lack of resources
  • low salaries,
  • high teaching loads,
  • and inadequate research or travel resources

23
SERVICE AND ADMINISTRATIVE RESPONSIBILITIES
  • being given heavy responsibilities, such as
    supervising teaching assistants early in their
    careers, which puts tenure and promotion in
    jeopardy

24
INADEQUATE COMMUNITY AND FAMILY SUPPORTS
  • lack of good quality child care,
  • ambivalent maternity and family leave policies,
    and
  • inadequate opportunities for spousal employment.

25
COMMITTEE RECOMMENDATIONS
  • BASED ON THESE FINDINGS THE COMMITTEE MADE THE
    FOLLOWING RECOMMENDATIONS FOR CHANGE

26
ESTABLISH FACULTY MENTORING PROGRAMS
  • Faculty mentoring programs, such as the one in
    the College of Arts and Sciences, are useful in
    helping women to prepare for tenure by helping
    them to understand and reach university
    expectations

27
INVESTIGATE SALARIES OF UNDERPAID WOMEN
  • Investigate the salaries of women paid more than
    one standard deviation lower than expected for
    their time at Texas Tech.

28
HIRE MORE WOMEN, ESPECIALLY IN UNDERUTILIZED
POSITIONS
  • Departments and academic units should be
    encouraged to fill underutilized positions in
    order to achieve gender balance in faculty
    representation.
  • (Based on a nation-wide number of graduates each
    year, EEO establishes underutilized positions.)

29
EQUALIZE SALARIES AMONG THE DISCIPLINES
  • Differences in salaries by gender should be
    reduced by equalizing the salaries of male and
    female dominated specialties.

30
RECRUIT WOMEN TO ADMINISTRATIVE POSITIONS
  • Our analysis has found a lack of women in
    administrative positions in most disciplines and
    at most levels of the university.

31
FOLLOW AAUP POLICY RECOMMENDATIONS
  • Provide a family friendly work environment by
    implementing the AAUP recommendations for the
    academic work place.
  • www.aaup.org/Issues/FamilyWork/Policy/policy.htm

32
RECOGNIZE PAID FAMILY LEAVE
  • Paid leaves should be provided for pregnancy,
    family care, and emergencies with the option of
    longer-term unpaid leaves depending upon the
    circumstances.

33
STOP THE TENURE CLOCK
  • Make provisions for stopping the tenure clock in
    case of family needs, such as the birth of a
    child.

34
INSTITUTE REDUCED WORK LOAD
  • Allow faculty to substitute family leave with a
    status of active service with modified duties.

35
CREATE FLEXIBLE WORK ENVIRONMENT
  • Make it possible for employees to adjust work
    schedule and work setting to meet family needs.

36
USE BENEFITS WITHOUT PREJUDICE
  • Establish clear expectations that any employee
    taking advantage of these programs can do so
    without prejudice.

37
ESTABLISH A CHILD CARE CENTER
  • Follow up on the recommendation of the TTU Child
    Care Exploratory Committee and provide the
    financial resources to establish a university
    child care center.

38
PROVIDE PARTNER BENEFITS
  • Provide for partner benefits for LGBT members of
    the university community.

39
CLIMATE ISSUES
  • SPECIAL ISSUES OF CONCERN
  • Climate for lesbian, gay, bisexual, transgender
    members of the university community
  • Climate for gender equity in sports for women

40
SEXUAL ORIENTATION AND CLIMATE
  • Problems feeling safe and accepted on the TTU
    Campus.
  • Problems in the academic setting.
  • Problems in other university settings.

41
FOCUS GROUPS
  • Focus group participants requested that
  • The university improve education about LGBT
    issues,
  • bring more visibility to LGBT issues and
  • create a resource center for LGBT members of the
    university community

42
RECOMMENDATION
  • Include sexual orientation in the
    antidiscrimination statement
  • Included in the policies of most Big XII schools.
  • Necessary to promote tolerance on campus.

43
GENDER EQUITY IN ATHLETICS
  • Gender equity in athletics has declined in
    several areas since 1995.
  • Coaches salaries
  • Game-day expenses
  • Number of women participants
  • Follow recommendations of committee on equity and
    gender in athletics

44
CONCLUSION
  • Hire more women. Women are underrepresented,
    especially in higher paid specialties.
  • Recruit more women for administrative positions.
  • Equalize salaries among disciplines.
  • Investigate individual salary inequities.
  • Implement family-friendly policies. This includes
    accepting and supporting all types of families.

45
CONCLUSION
  • Create and support a climate that is unbiased for
    all its members, including clearly communicating
    that discrimination against any group will not be
    tolerated.
  • Follow up is critical.
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