diversity update 2011 september 2011 faculty/staff and climate slides
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Diversity Update 2011 September 2011 Faculty/Staff and Climate Slides. Institutional Receptivity. http://apa.wisc.edu/diversity.html. Diversity of: Faculty Staff Administrators Climate. Equity in Educational Outcomes. Institutional Receptivity: Employees. - PowerPoint PPT PresentationTRANSCRIPT
Diversity Update 2011
September 2011Faculty/Staff and Climate Slides
• Diversity of:– Faculty– Staff– Administrators
• Climate
Access
Excellence
Institutional Receptivity
Retention
Institutional Receptivity
Equity in Educational Outcomes
http://apa.wisc.edu/diversity.html
Institutional Receptivity: Employees
Employees self-report their race/ethnicity at the time of hire.
Employees may choose any of the following designations, and may select two or more races as of 2009:
• White• Black• Asian• American Indian• Hispanic/ Latino/a• Hawaiian
http://apa.wisc.edu/diversity.html
Indicator 10: Women as a Percentage of all Faculty
2011 data available in December 2011
http://apa.wisc.edu/diversity.html
•In Fall 2010 31% of Faculty were women.
•24.4% of Full Professors, 35.3% of Associate Professors, and 43% of Assistant Professors were women.
2001 2002 2003 2004 2005 2006 2007 2008 2009 20100
500
1,000
1,500
2,000
2,500
0
5
10
15
20
25
30
35
Num
ber o
f Fac
ulty
Perc
ent o
f Fac
ulty
31%
Institutional Receptivity: Employees
2011 data available in December 2011
http://apa.wisc.edu/diversity.html
•Women make up just under 50% of all employees at UW-Madison.
•A smaller proportion of faculty members are women (31%)
Total Faculty Exec/Dir/
Admin
Instructional Acad. Staff
Other Acad. Staff Classified0%
10%
20%
30%
40%
50%
60%
Percent of Women Faculty and Staff by Employee Type
Indicator 11: Minority Faculty Recruitment
•Increases in the percent of faculty hires that are racial/ethnic minorities.
2010-11 Data is preliminary.
http://apa.wisc.edu/diversity.html
82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 00 01 02 03 04 05 06 07 08 09 100
5
10
15
20
25
30
35
40
45
UW-Madison Faculty Hires by Minority Status
Minority Faculty
Year of Hire
Perc
ent
Madison Plan
Strategic Hires SHI - 2
Black, 2.2%
Asian, 10.9%
American Indian, 0.5%
Hispanic, 3.5%
Two or More Races, 0.6%
0
3
6
9
12
15
18
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Minority Faculty as a Percent of the Total Faculty Headcount
16.8%16.9%16.2%
13.2%13.8%
14.3% 14.6%15.1%
15.4%
17.6%
Indicator 12: Minority Faculty Representation
•In 2010: 2,177 total faculty members
•17.6% (384) of Faculty are racial/ethnic minorities.
•8% increase in minority faculty since 1996
2011 data available in December 2011, New race/ethnic categories implemented in 2010
http://apa.wisc.edu/diversity.html
Institutional Receptivity: Staff
•In 2010, 2,225 Instructional Academic Staff members
•11.8% (263) of Instructional Academic Staff are racial/ethnic minorities
•2.7% increase in minority instructional academic staff since 1996
http://apa.wisc.edu/diversity.html
2011 data available in December 2011, New race/ethnic categories implemented in 2010
0
3
6
9
12
15
18
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Minority Instructional Academic Staff as a Percent of the Total Headcount
11.7%12.1%
11.2%11.9%11.5%
10.5%9.8%
8.8%8.9%
Black,1.5% (34)
Asian,7.1% (159)
American Indian,.2% (5)
Hispanic/Latino/a,2.6% (57)
11.8%
Two or More Races,.4% (8)
0
3
6
9
12
15
18
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Minority Non-Instructional Academic Staff as a Percent of the Total Headcount
Hispanic/ Latino/a, 1.8% (90)
AmericanIndian, .5% (23)
Asian,8.0% (406)
Black,1.7% (85)
12%12%11.7%11.2%11.1%10.9%
10.2%9.6%9.4%
12.3%
Two or More Races,.5% (26)
Institutional Receptivity: Staff
•In 2010: 5,092 non-instructional Academic Staff
•12.3% of non-instructional Academic Staff are minorities
•3.7% increase in minority non-instructional academic staff since 1996
http://apa.wisc.edu/diversity.html
2011 data available in December 2011, New race/ethnic categories implemented in 2010
Institutional Receptivity: Staff
•In 2010: 5,410 Classified Staff members
•12.9% (697) of classified staff are minorities
•8.7% increase in minority classified staff since 1996
http://apa.wisc.edu/diversity.html
2011 data available in December 2011, New race/ethnic categories implemented in 2010
0
3
6
9
12
15
18
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Minority Classified Staff as a Percent of the Total Headcount
12.6%12%11.8%11.3%
11%10%
9.1%8.5%8.1%
Hispanic/ Latino/a, 5.4% (291)American Indian,.3% (16)
Asian, 4.3% (233)
Black,2.4% (129)
12.9%
Two or More Races, 0.5% (28)
Institutional Receptivity: Staff
•In 2010: 410 Executive/Director/Administrators
•11.9% of Executive/Director/Administrators are racial/ethnic minorities
•1.4% increase in minority Executive/Director/Administrators since 1996.
http://apa.wisc.edu/diversity.html
2011 data available in December 2011, New race/ethnic categories implemented in 2010
0
3
6
9
12
15
18
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
Minority Executive/Director/Administrators as a Percent of the Total Headcount
Hispanic/Latino/a, 4.4% (18)American Indian, .7% (3)
Asian, 1.5% (6)
Black,4.9% (20)
11.2%11.6%11.2%11.2%10.8%10.8%11.1%
10.2%10.9%
11.9%
Two or More Races,.5% (2)
Institutional Receptivity: Employees
-Around 13% of all employees are minorities
-A larger proportion of faculty are minorities.
http://apa.wisc.edu/diversity.html
2011 data available in December 2011, New race/ethnic categories implemented in 2010
Total Faculty Exec/Dir/
Admin
Instructional Acad. Staff
Other Acad. Staff
Classified0%2%4%6%8%
10%12%14%16%18%20%
Percent of Minority Faculty and Staff by Employee Type
Institutional Receptivity:
Peer Comparisons
for Faculty Diversity
Non-White Full-Time Faculty as a Percent of Total Full-Time Faculty at AAU Public Institutions, 2009-10
Source: IPEDS Fall HR, 2009-10 (AAUDE data)http://apa.wisc.edu/diversity.html
VirginiaWisconsin
OregonIndiana
North CarolinaPenn State
KansasWashingtonStony Brook
ColoradoNebraska
Ohio StateMissouri
UC-Santa BarbaraFlorida
Texas A & MPittsburgh
Michigan StateUC-Berkeley
IowaBuffaloIllinois
UC-San DiegoArizona
Iowa StateUC-Davis
MinnesotaTexasUCLA
MarylandUC-Irvine
PurdueRutgers
Michigan
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
N=357N=528
N=224N=473N=630N=685N=555N=776N=344N=553N=396N=816N=744N=280N=1,058N=583N=1,048N=678N=597N=604N=411N=617N=655N=696N=616N=788
N=1,210N=800N=1,073N=951
N=661N=805N=812
N=2,093
Average percent non-white faculty for AAU public institutions: 26%
UW-Madison: 18%
1 AAU public institution has a lower percent of non-white faculty.
7 AAU public institutions have a lower number of non-white faculty.
Institutional Receptivity: Tenure
• Those who did not receive tenure include the following:– Those who were denied
tenure– Those who left the university
for another position elsewhere
– A few faculty members still hold probationary appointments after 9 years.
• Tenure and promotion rates are calculated at 6 and 9 years after hire, to account for those who have extensions on the tenure clock.
• Data combine hires from 1989-90 to 2003-04 or 1991-92 to 2003-04. This is necessary to account for small numbers of hires.
• Small Ns make tenure rates subject to large variation.
http://apa.wisc.edu/diversity.htmlNotes about faculty tenure data:
55%
72%
42%
64%
0
10
20
30
40
50
60
70
80
6 Years 9 Years
Percent Promoted to Tenure by Gender,within Six (6) and Nine (9) Years
Men Women
Indicator 13: Percent of Faculty Promoted to Tenure by Gender
• At 9 years, 64% of women faculty have been promoted to tenure.Percent tenured based on data for hires from 1995-96 to 2004-05
http://apa.wisc.edu/diversity.html
51%
70%
47%
65%
0
10
20
30
40
50
60
70
80
6 Years 9 Years
Percent Promoted to Tenure by Minority Status, within Six (6) and Nine (9) Years
Non-Minority Minority
Indicator 14: Percent of Faculty Promoted to Tenure by Minority Status
• At 9 Years, 65% of minority faculty members have been promoted to tenure.
http://apa.wisc.edu/diversity.html
Percent tenured based on data for hires from 1995-96 to 2004-05
3220
3527
1632
14 29
3311
27 10
19
3823
34
0%
20%
40%
60%
80%
100%
Minority Males Minority Female Non-Minority Male Non-Minority Female
Faculty Disciplinary Divison Affiliation,by Minority Status and Gender
Social Studies
Physical Science
Arts and Humanities
BiologicalSciences
Institutional Receptivity: Promotion
• Selecting a divisional affiliation is a step in the tenure process. Faculty are not required to identify their divisional affiliation at the time of hire, but many do.
• Women, especially minority women, are heavily concentrated within the Social Studies Division
Note: Chart excludes 24 faculty members who have not yet selected a disciplinary division, as they are not required to do so until they go up for tenure. Data as of October 2010 payroll.
http://apa.wisc.edu/diversity.html
72%
81% 79%74%
57%64% 66%
81%
72%
48%
0
10
20
30
40
50
60
70
80
90
Total Physical Sciences Arts and Humanities
Biological Sciences Social Studies
Percent of Faculty Promoted within Nine (9) Years, by Gender and Division
Men Women
N=547
N=279
N=89N=144
N=29
N=93N=190 N=74
N=124
N=83
Institutional Receptivity: Promotion
• A lower percentage of women and men are promoted to tenure within the Social Studies.
• The largest gap in tenure rates by gender is within the Physical Sciences division.
Data on faculty hires from 1989-90 to 2002-03
http://apa.wisc.edu/diversity.html
61%
71% 68% 67%
45%
69%
82% 81%
71%
54%
0
10
20
30
40
50
60
70
80
90
Total Physical Sciences Arts and Humanities
Biological Sciences Social Studies
Percent of Faculty Promoted within Nine (9) Years, by Minority Status and Division
Minority Non-Minority
N=157
N=669 N=44
N=129
N=42
N=140
N=34N=230
N=37N=170
Institutional Receptivity: Promotion
• A lower percentage of faculty members are promoted to tenure within the Social Studies division.
• The largest gap in tenure rates by minority status is within the Physical Sciences and Arts and Humanities.
Data on faculty hires from 1989-90 to 2003-04
http://apa.wisc.edu/diversity.html
Institutional Receptivity: Promotion
Data on faculty hires from 1989-90 to 2004-05
http://apa.wisc.edu/diversity.html
61 61
74
63
45
63
78
6772
46
72 71
85
78
5964
6973
83
48
0
10
20
30
40
50
60
70
80
90
Total Biological Sciences Physical Sciences Arts and Humanities
Social Studies
Percent of Faculty Promoted within Nine (9) Years, by Gender and Division
Minority Men Minority Women Non-Minority Men Non-Minority Women
WomenMenWomenMen
Biological Sciences
99 59 448
Number of Faculty Promoted to Tenure
21
19
39
20
Non-MinorityMinority
70
67103
170
105Physical Sciences
221
60
24
70Arts and Humanities
Social Studies
Total
16
23
6
14
Institutional Receptivity: Promotion
Data on faculty hires from 1989-90 to 2004-05
http://apa.wisc.edu/diversity.html
• All groups have lower promotion rates within the Social Studies division.
• Women, and especially minority women, are more likely to be within the social studies division.
• For groups with small hiring pools, the effect of one person’s tenure/non-tenure can affect the percent tenured dramatically.
• Those not receiving tenure includes those who took a position elsewhere or still have a probationary appointment after 9 years.
Key findings from tenure/promotion data:
Institutional Receptivity: Climate
Selected NSSE 2011 Results
** significantly different
Percent of Seniors who often or very much:
See: http://www.apa.wisc.edu/performance_students_surveys.html
http://apa.wisc.edu/diversity.html
Tried to better understand someone else's views by imagining how it looks from their perspective
Included diverse perspectives in class discussion or assignments
Had serious conversations with student of a different race or ethnicity than your own
Understand people of other racial/ethnic backgrounds
75
63
71
55
66
56
49
56
67
57
52
56AllNon-MinorityMinority
**
**
Institutional Receptivity: Climate
Selected NSSE 2011 ResultsPercent of Seniors for whom the university emphasizes quite a bit or very much:
See: http://www.apa.wisc.edu/performance_students_surveys.html
http://apa.wisc.edu/diversity.html
Encouraging contact among students from different economic, social, and racial or ethnic backgrounds
Helping you cope with non-academic responsibilities (work, family, etc)
Providing the support you need to thrive socially
Providing the support you need to succeed academically
44
25
40
71
47
21
41
72
46
22
41
72
AllNon-minorityMinority
Summary of Indicators
Indicators present in this report:1. Percent enrollment of minority undergraduate students2. Percent enrollment of targeted minority undergraduate students3. Percent enrollment of targeted minority graduate students4. Percent enrollment of targeted minority professional students5. Percent enrollment of Pell grant recipients6. Percent enrollment of first-generation students7. Percent enrollment of undergraduates by gender8. Percent enrollment of graduate/professional students by gender9. Retention/Graduation rates of targeted minorities, Pell grant recipients, and first-
generation students.10. Women as a percent of all Faculty11. Minority Faculty recruitment12. Minority Faculty representation13. Percent of Faculty promoted to tenure by gender14. Percent of Faculty promoted to tenure by minority status
http://apa.wisc.edu/diversity.html
Diversity Update 2011
• Slideshow available at http://www.apa.wisc.edu/diversity.html
• Questions about these slides:– Sara Lazenby ([email protected])– Jocelyn Milner ([email protected])