Gender Equity Task Force Report

Presentation to the UT Austin Faculty CouncilJanuary 26, 2009

Profs. J Moore, Chandra Muller & Gretchen Ritter

Gender Equity Task Force

• A 22 member task force was formed by Provost Steven Leslie in May 2007 and charged to consider what work "remains to be done in order to make The University of Texas at Austin an inviting and productive place for women faculty members in all areas.”

• Co-chairs: J Strother Moore, Computer Scienceand Gretchen Ritter, Government and CWGS.

Main Findings & Recommendations

FINDINGS:• Gender gaps were found in compensation and

promotion as well as governance and leadership.• The climate for professional activity is more hostile to

women than men.• UT trails it’s peer institutions in gender equity. RECOMMENDATIONS:• The university must address these problems

immediately with ongoing procedures to correct the inequality and ensure that it is permanently corrected.

Data

• Climate Survey: Fall 2007 to all faculty– 54.4% response rate for tenure/tenure-track– 27.1% response rate for non-tenure-track

• Administrative data for academic years 1996/97-2007/08

• Comparative information with peer institutions.

Comparison to Peers

Climate: Work EnvironmentTenured/Tenure-Track Faculty

Levels of Agreement That Positive Aspects Exist at UT

Percentage Who Responded ‘Definitely Agree’ or ‘Somewhat Agree’ “Indicate your level of agreement or disagreement

with each of the following statements about your colleagues. In general, the colleagues in my unit:”

Males Females

Are collegial 86.0 75.5*** I do not feel I am ignored in my unit^ 81.4 76.5* I do not feel under scrutiny by my colleagues^ 81.5 72.3*** Maintain a supportive working environment 81.8 70.8*** Agreements are honored 80.2 74.9* Understanding is shown for family responsibilities 81.5 69.7*** The administration is effective 78.8 72.4**

^Reverse coded for consistency in rank ordering of table. Actual survey item wording: “I feel I am

ignored in my unit,” “I constantly feel under scrutiny by my colleagues,” For the exact wording see the survey items at the end of this document.

*** Difference is significant at p<.001 level. ** Difference is significant at p<.01 level. * Difference is significant at p<.05 level.

Climate: Discrimination and Harassment

“In the table below, indicate whether you have been subjected to any kind of discrimination or harassment as a UT employee within the past 5 years. Discrimination or harassment can include unwanted comments directed at you or made directly to you about a colleague.”

Tenured/Tenure-Track – Results in Percentages Basis of Discrimination Males Females

Gender 3.5 39.2*** Race/ethnicity 5.1 11.6*** Age 4.3 11.9*** Family status 2.8 15.7*** Other personal issues 6.0 9.3*

“Have you been subjected to any unwanted sexual attention as an employee at UT? This can include unwanted sexual jokes, remarks; pressure for dates; letters, emails or phone calls; touching, cornering or pinching; pressure for sexual favors; stalking; rape or assault, etc.”

Sexual Harassment 2.2 14.2*** *** Difference is significant at p<.001 level. ** Difference is significant at p<.01 level. * Difference is significant at p<.05 level.

Compensation: Descriptive Statistics for Tenured or Tenure-Track Faculty by Gender at the University of Texas at Austin (2007)

Women Men All Number of Faculty 555 1413 1968 Percent of Faculty 28% 72% Years Since Highest Degree 17.28 23.6 21.86 Mean Years at UT 13.1 18.43 16.9 Mean Salary $86,427 $106,215 $100,634 Rank Assistant Professors 0.33 0.20 0.24 Associate Professors 0.33 0.20 0.24 Full Professors 0.34 0.60 0.53 Mean Salary by Rank Assistant Professors $72,296 $81,004 $77,566 Associate Professors $76,736 $82,422 $80,209 Full Professors $109,344 $122,586 $120,160

Compensation: Total Salary & Supplements, 2007

Tenure/Tenure Track Coefficient Sig Coefficient Sig Intercept 110518.14 *** 108563.06 *** Female -12792.11 *** 1448.52 Assistant Professor (Ref) --- --- Associate Professor --- --- 21140.81 *** Full Professor --- --- 63286.06 *** Interactions Female by Associate Professor --- --- -420.77 Full Professor --- --- -9027.94 ** Explanatory Variables White --- --- -1225.86 Terminal Degree --- --- 3692.46 + Chair of Department --- --- 19380.82 *** Years in Rank --- --- 1813.56 *** Years at UT --- --- -2287.83 *** Administrative Position --- --- 27238.63 *** Highest Degree Earned in 2000-2007 --- --- -6435.97 * Highest Degree Earned 1990-1999 --- --- -5872.50 * Highest Degree Earned 1970-1979 --- --- 10660.38 *** Degree Earned before 1970 --- --- 4420.30

Recommendations

• Cover a range of topics including: compensation, hiring, promotion practices, administrative leadership, mentoring, family friendly policies, data keeping and publicity.

• Key goals: accountability (for deans and chairs), fair procedures, and the creation of a supportive environment that is conducive to productivity and intellectual community for ALL faculty.

• One focal point: increase in number and leadership roles for senior women.

Issues for Faculty Council

• Budget Priorities (leave, hiring, salary equity)• Policy Changes (governance, merit raises,

family policies)• Broadening discussion within the faculty• Creating accountability with the

administration (transparency and data)• Commitment to core values: equity, non-

discrimination, fairness, intellectual excellence

Thank you!

Gretchen Ritter, ritterg@mail.utexas.eduJ Strother Moore, moore@cs.utexas.eduChandra Muller, cmuller@prc.utexas.eduJudy Langlois, langlois@mail.utexas.edu

Promotions: Duration to Promotion, Assistant Professors(given stayed at UT)

Compensation