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REPORT
OF THE CORE COMMITTEE
ON THE STATUS OF WOMEN FACULTY AND ADMINISTRATORS
FOR 2000
This page offers part of the executive summary of
the Core Committee on the Status of Women Faculty and Administrators
Report. The entire
46-page report is offered from this site as an Adobe PDF file, which
requires the free Adobe
Acrobat Reader.
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SUMMARY
AND RECOMMENDATIONS
- There
should be a single, accurate database. An accurate,
institutional database is essential to monitoring the status of
women and minorities at UTMB and to aid in decision-making.
- Hiring
& Recruitment practices should emphasize need for better
representation of women and under-represented ethnic minorities.
Attrition rates that
exceed current rates of representation for women and
under-represented minorities should be examined carefully by the
Deans and the President. Under-represented
groups (women and minorities) should be hired at rates that will
replace those who are leaving and improve the overall representation
on campus with the goal of equity and diversity.
Special emphasis should be placed on recruitment and
retention in departments with significant under-representation of
women and minorities.
- Hiring
and Recruitment:
Special attention
should be placed on recruiting women and minorities at senior ranks.
With attention to improving diversity and representation on
campus, it is especially important to monitor the distribution of
new faculty into junior and senior ranks.
- Appointments,
promotions, and tenure: We
recommend that school data on the proportion of men and women
proposed for promotion and/or tenure decisions and the average
time-in-rank of candidates by gender and ethnic subgroups be
reported annually to the Deans and the President.
- Salary
equity: We recommend that a quantitative review of salaries, be conducted on
a regular basis, perhaps yearly or every other year.
Also, information on faculty and administrative salaries
should be made more readily available and be re-installed in the
library.
- Negative work
environment: In all
three schools women experience a more negative environment than men.
A discriminatory
environment is difficult to combat due in part to the multiple
factors that create it. Our recommendations are an attempt to
recognize these factors and address them.
A first step is awareness and possible education through
policy statements and training seminars.
- Sexism and Sexual Harassment
- there should be zero
tolerance for these behaviors.
Awareness, training and improved reporting procedures need
to be implemented.
- Decision-making Process -
Women and minorities should be represented on key committees with
included at all levels of decision-making.
- Communication Issues -
A clear description of organizational structure and function
(responsibilities) of people and offices on campus should be made
available to everyone.
- Specific Gender and
Discipline Issues that Affect Schools - Equity and respect is important between schools as well as within
schools.
- Leadership
Accountability -
Someone needs to be identified as responsible for women and
minority issues and for action on these recommendations.
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committee your question or comment.
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the entire report
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Committee Home |
