Diversity Update 2010 September 2010

Diversity Update 2010

September 2010

http://apa.wisc.edu/diversity.html

Equity Scorecard FrameworkAccess

Excellence

Institutional Receptivity

RetentionEquity in

Educational Outcomes

The Equity Scorecard was developed by Dr. Estela Mara Bensimon at the Center for Urban Education, University of Southern California (http://www.usc.edu/dept/education/CUE/).

Each of the four perspectives has an objective.

From this objective we can:-Measure baseline performance -Set an improvement target-Work towards equity in educational outcomes.


Identities for Analysis

Identities for AnalysisThis presentation is limited to identities for which we have quantitative information, including: Race/ethnicity Income level First-generation in college Gender Geographic diversity. Information is not systematically available for other groupsthat are important to inclusive excellence.


• Diversity of:– Faculty– Staff– Administrators

• Climate

Access

Excellence


Retention


Equity in Educational Outcomes


Institutional Receptivity: Employees

Employees self-identify their race/ethnicity at the time of hire.

Employees may choose any of the following designations, and may select more than one designation as of 2009:

• White• Black• Asian• American Indian• Hispanic/ Latino/a• Hawaiian

• A Campus survey was completed in 2009 to allow individuals to update their race/ethnic designation based on new reporting rules and the addition of Hawaiian/Pacific Islander to the race/ethnic categories.



2010 data available in December 2010

Employees by Category

Executive/ Instructional OtherDirector/ Academic Academic Classified Employes- Graduate

Faculty Administrator Staff Staff Staff in-Training Assistants Total

WomenBlack 21 11 13 44 68 11 86 254Asian 64 4 77 193 128 105 540 1,111Native American 6 0 6 15 10 0 19 56Hispanic 32 8 21 53 131 20 132 397White/other 540 169 856 2,446 2,567 288 1,550 8,416Total 663 192 973 2,751 2,904 424 2,327 10,234

MenBlack 24 10 22 45 65 9 59 234Asian 167 1 81 192 111 230 718 1,500Native American 6 2 4 10 8 0 14 44Hispanic 44 8 32 42 155 28 122 431White/other 1,271 186 1,071 1,898 2,123 304 1,866 8,719Total 1,512 207 1,210 2,187 2,462 571 2,779 10,928

Total 2,175 399 2,183 4,938 5,366 995 5,106 21,162

2009 Headcount of Faculty and Staff by Gender and Race/Ethnicity

Source: October IADS data. Notes: Non-duplicating headcount reported- see Technical Note # 7. LTEs, Student and Unclassified hourly workers excluded. "White/other" includes people who chose not to report their race/ethnicity.




2000 2001 2002 2003 2004 2005 2006 2007 2008 2009Faculty Women 519 546 563 586 603 617 638 643 648 663

Men 1,655 1,667 1,662 1,650 1,635 1,603 1,572 1,555 1,530 1,512Total 2,174 2,213 2,225 2,236 2,238 2,220 2,210 2,198 2,178 2,175

Executive/Director/ Women 172 171 183 187 187 188 179 182 186 192Administrator Men 200 205 198 202 201 200 197 201 201 207

Total 372 376 381 389 388 388 376 383 387 399Instructional Women 776 763 793 795 836 876 871 901 942 973Academic Staff Men 1,113 1,099 1,123 1,088 1,113 1,162 1,152 1,147 1,197 1,210

Total 1,889 1,862 1,916 1,883 1,949 2,038 2,023 2,048 2,139 2,183Other Women 2,219 2,373 2,475 2,482 2,522 2,494 2,530 2,597 2,667 2,751Academic Staff Men 1,824 1,902 2,004 2,091 2,150 2,158 2,133 2,181 2,179 2,187

Total 4,043 4,275 4,479 4,573 4,672 4,652 4,663 4,778 4,846 4,938Classified Staff Women 2,833 2,876 2,902 2,887 2,872 2,852 2,829 2,843 2,866 2,904

Men 2,178 2,236 2,252 2,287 2,365 2,333 2,353 2,385 2,399 2,462Total 5,011 5,112 5,154 5,174 5,237 5,185 5,182 5,228 5,265 5,366

Employes-in-Training Women 261 275 281 282 314 324 324 325 361 424Men 466 437 459 460 485 489 503 482 507 571Total 727 712 740 742 799 813 827 807 868 995

Graduate Assistants Women 1,907 2,001 2,128 2,243 2,341 2,398 2,310 2,261 2,279 2,327Men 2,728 2,794 2,788 2,876 2,881 2,888 2,828 2,822 2,728 2,779Total 4,635 4,795 4,916 5,119 5,222 5,286 5,138 5,083 5,007 5,106

Total Women 8,687 9,005 9,325 9,462 9,675 9,749 9,681 9,752 9,949 10,234Men 10,164 10,340 10,486 10,654 10,830 10,833 10,738 10,773 10,741 10,928

Grand Total 18,851 19,345 19,811 20,116 20,505 20,582 20,419 20,525 20,690 21,162

Source: October EEO and IADS data. Notes: Non-duplicating headcount reported- see Technical Note #7. LTEs, Student and Unclassified hourly workers excluded.

Headcount of Faculty and Staff by Gender


Institutional Receptivity: Faculty


2000 2001 2002 2003 2004 2005 2006 2007 2008 2009Professor Women 233 262 269 275 283 291 298 303 307 312

Men 1,127 1,103 1,098 1,084 1,060 1,044 1,019 1,012 987 969% Women 17.1 19.2 19.7 20.2 21.1 21.8 22.6 23.0 23.7 24.4

Associate Professor Women 125 107 101 106 110 113 135 137 151 153Men 266 267 250 257 253 244 259 264 278 281% Women 32.0 28.6 28.8 29.2 30.3 31.7 34.3 34.2 35.2 35.3

Assistant Professor Women 161 177 193 204 210 213 202 202 190 198Men 262 296 314 309 319 315 294 279 265 262% Women 38.1 37.4 38.1 39.8 39.7 40.3 40.7 42.0 41.8 43.0

Instructor Women 0 0 0 1 0 0 3 1 0 0Men 0 1 0 0 3 0 0 0 0 0

Total Faculty Women 519 546 563 586 603 617 638 643 648 663Men 1,655 1,667 1,662 1,650 1,635 1,603 1,572 1,555 1,530 1,512Total 2,174 2,213 2,225 2,236 2,238 2,220 2,210 2,198 2,178 2,175

Women as Percent of Total Faculty 23.9 24.7 25.3 26.2 26.9 27.8 28.9 29.3 29.8 30.5

Faculty Headcount by Rank and Gender

2000 2001 2002 2003 2004 2005 2006 2007 2008 20090%

10%

20%

30%

40%

50%Women as Percent of Faculty by Rank

Professor Associate Assistant



•Increase in the percent of faculty hires that are minority hires.

0

5

10

15

20

25

30

35

40

45

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

Perc

ent

Year of Hire

UW-Madison Faculty Hires by Minority Status

Minority Faculty Non-Asian Minority Faculty

Madison Plan

Strategic HiresSHI - 2




•In 2009: 2,175 total faculty members

•16.8% (364) of Faculty are racial/ethnic minorities.

•7.2% increase in minority faculty since 1996


Black, 2.1% (45)

Asian,10.6% (231)

American Indian, 0.6% (12)

Hispanic/Latino/a, 3.5% (76)

0

3

6

9

12

15

18

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

Minority Faculty as a Percent of the Total Faculty Headcount

16.8%16.9%16.2%

9.6%10.1% 10.5%

11%

12.1%13.2%

13.8%14.3%14.6%15.1%

15.4%


Institutional Receptivity: Staff

•In 2009, 2,183 Instructional Academic Staff members

•11.7% (256) of Instructional Academic Staff are racial/ethnic minorities

•2.6% increase in minority instructional academic staff since 1996


0

3

6

9

12

15

18

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

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%8.8%8.1%7.7%8.2%

9.1%

Black,1.6% (35)

Asian,7.2% (158)

American Indian,.5% (10)

Hispanic/Latino/a,2.4% (53)



•In 2009: 4,938 non-instructional Academic Staff

•12% of non-instructional Academic Staff are minorities

•3.4% increase in minority non-instructional academic staff since 1996


0

3

6

9

12

15

18

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

Minority Other Academic Staff as a Percent of the Total Headcount

Hispanic/ Latino/a, 1.9% (95)

AmericanIndian, .5% (25)

Asian,7.8% (385)

Black,1.8% (89)

12%12%11.7%11.2%11.1%10.9%

10.2%9.6%9.4%9.2%8.8%

8.3%8.7%8.6%



•In 2009: 5,366 Classified Staff members

•12.6% (676) of classified staff are minorities

•8.4% increase in minority classified staff since 1996


0

3

6

9

12

15

18

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

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%7%

6.1%5.2%4.8%

4.2%

Hispanic/ Latino/a, 5.3% (286)

American Indian,.3% (18)

Asian, 4.5% (239)

Black,2.5% (133)



•In 2009: 399 Executive/Director/Administrators

•11.2% of Executive/Director/Administrators are racial/ethnic minorities

•Slight increase in the proportion who are minorities.


0

3

6

9

12

15

18

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

Minority Executive/Director/Administrators as a Percent of the Total Headcount

Hispanic/Latino/a, 4.1% (16)

American Indian, .5% (2)Asian, 1.3% (5)

Black,5.3% (21)

11.2%11.6%11.2%11.2%

10.8%10.8%11.1%

10.2%10.9%

11.1%10.6%10%

9.8%10.5%



• Minority faculty members make up almost 17% of all faculty members.

• This is the largest proportion among the various employment groups.


0

2

4

6

8

10

12

14

16

18

1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009

Perc

ent o

f Tot

al

Minorities as a Percentage of Faculty and Staff

Faculty

Instructional Academic Staff

Classified Staff

Other Academic Staff




-Women made up around 50% of all employees at UW-Madison.

-A smaller proportion of faculty members are women (30%)

0

10

20

30

40

50

60

Total Faculty Exec/Dir/ Admin

Instructional Acad. Staff

Other Acad. Staff Classified

Percent of Women Faculty and Staff by Employee Type

Minority Women




-Around 13% of all employees are minorities

-A larger proportion of faculty are minorities, especially among men.

0

5

10

15

20

Total Faculty Exec/Dir/ Admin

Instructional Acad. Staff

Other Acad. Staff Classified

Percent of Minority Faculty and Staff by Gender and Employee Type

Women Men


Institutional Receptivity: Promotion

• For these rates, those that 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, in order to allow for those who have extensions on the tenure clock.

• Data for tenure charts in this slideshow combine hires from 1989-90 to 2003-04 or 1991-92 to 2003-04. This is necessary due to the small number of faculty, especially women and minority faculty, who are hired within a division in a given year.

• Small Ns make tenure/promotion rates subject to large variation.

http://apa.wisc.edu/diversity.htmlNotes about faculty promotion data:


• At 9 years, 64% of women faculty have been promoted to tenure.

54%

71%

41%

64%

0

10

20

30

40

50

60

70

80

6 Years 9 Years

Percent of Faculty Promoted to Tenure by Gender,within Six (6) and Nine (9) Years

Men Women

Percent tenured based on data for hires from 1991-92 to 2003-04



• 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 2003-04

71%74%

80%78%

56%

64%

75% 68%80%

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

Men Women

N=470 N=256

N=130

N=174N=70

N=25 N=84N=79

N=113

N=82


50%

69%

48%

64%

0

10

20

30

40

50

60

70

80

6 Years 9 Years

Percent of Faculty Promoted to Tenure by Minority Status, within Six (6) and Nine (9) Years

Non-Minority Minority


• At 9 Years, 64% of minority faculty members have been promoted to tenure. Percent tenured based on data for hires from 1991-92 to 2003-04



• 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.



61%67% 70% 67%

46%

65%71%

82%79%

54%

0

10

20

30

40

50

60

70

80

90


Social Studies

Percent of Faculty Promoted within Nine (9) Years, by Minority Status and Division

Minority Non-Minority

N=144 N=582N=31

N=213 N=39

N=116

N=37

N=126

N=37N=158


• 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

• See next slide for numbers of faculty by division, gender, and minority status

Note: Chart excludes 41 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 2009 payroll.

3135

2227

15 14 2928

3427

911

19 24 40 34

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Minority Male Non-Minority Male Minority Female Non-Minority Female

Faculty Disciplinary Division Affiliation, by Minority Status and Gender

Social Studies

Physical Sciences

Arts and Humanities

BiologicalSciences



• Women, especially minority women, are heavily concentrated within the Social Studies Division

• See previous slide for percent by division

Note: Chart excludes 41 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 2009 payroll.

75

37

82

4526 3411 48

437

178

339

299

142 149

55

177

0

50

100

150

200

250

300

350

400

450

500

Biological Sciences Arts and Humanities Physical Science Social Studies

Number of Faculty by Disciplinary Division, Gender, and Minority Status

Minority Male Minority Female Non-Minority Male Non-Minority Female




60 60

7166

45

62

81

6369

47

71 71

84

76

57

64

7174

81

49

0

10

20

30

40

50

60

70

80

90


Social Studies

Percent of Faculty Promoted within Nine (9) Years, by Gender and Division

Minority Men Minority Women Non-Minority Men Non-Minority Women

65Arts and Humanities

Social Studies

Total

17

18

5

13

Number of Faculty Promoted to Tenure

20

19

34

18

Non-MinorityMinority

61

6593

156

96Physical Sciences

203

57

20

WomenMenWomenMen

Biological Sciences

91 53 410





• 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:

Peer Comparisons

for Faculty Diversity

(N = 492)(N = 307)(N = 370)

(N = 211)(N = 600)(N = 714)(N = 522)(N = 471)(N = 674)

(N = 403)(N = 361)

(N = 778)(N = 270)(N = 648)(N = 577)(N = 1,097)(N = 755)(N = 666)(N = 403)(N = 597)(N = 597)(N = 586)(N = 744)(N = 622)

(N = 1,187)(N = 747)(N = 1,239)

(N = 1,096)(N = 920)

(N = 773)(N = 662)(N = 777)

(N = 1,952)

0% 10% 20% 30% 40% 50%

WisconsinIndianaVirginiaOregon

North CarolinaWashington

KansasArizona

Penn StateSUNY - Stony Brook

NebraskaOhio State

UC - Santa BarbaraTexas A & M

IowaFlorida

MissouriMichigan StateSUNY - Buffalo

IllinoisUC - Berkeley

Iowa StateUC- Davis

UC - San DiegoMinnesota

TexasPittsburgh

UCLAMaryland

PurdueUC- Irvine

RutgersMichigan

Percent Non-White Faculty 50%Non-White Full-Time

Faculty as a Percent of Total Full-Time Faculty at AAU Public Institutions, 2008

Average Percent Non-White Faculty for AAU Public Institutions: 25.5%

Source: IPEDS Fall HR, 2008-09http://apa.wisc.edu/diversity.html

Institutional Receptivity: Climate

Some Recent Climate Studies

• UW-Madison participation in UW System Climate Study Pilot Project (limited to CALS and Office of Student Life), 2010-11

• Letters & Science Climate Study, 2009-10; with linkages to STEM, teaching and learning communities

• CALS Climate Study, 2008-09• NSSE Survey includes many climate-related

questions, 2004, 2006, 2008, 2011 (planned)• WISELI Studies and Programs, on-going since 2002



Participation in the UW System Climate Study, 2010-11• UW-Madison is participating in Tier III of the UW System Climate Study• Initiated by UWSA at the request of the Board of Regents• Tier I was implemented in 2008-09. Tier II was implemented in 2009-10.

• Questionnaire will go to all employees and students in Spring 2011;

responses are anonymous and confidential• For logistical reasons, the study will be fielded only in CALS and Division

of Student Life • Reports are expected in summer 2011• Campus oversight by a “Diversity Leadership Committee”• Institutional implementation by the “Climate Study Working Group”• More detail: http://www.apa.wisc.edu/diversity/ClimateStudy.html



Selected NSSE Results

** significantly different

Percent of Seniors who often or very much:

See: http://www.apa.wisc.edu/performance_students_surveys.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

63

54

65

61

56

46

62

56

48

AllNon-MinorityMinority

**


Selected NSSE Results

** significantly different

Percent of Seniors for whom the university emphasizes quite a bit or very much:

See: http://www.apa.wisc.edu/performance_students_surveys.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

38

25

40

65

41

17

37

64

41

18

37

66

AllNon-minorityMinority

**

Equity Scorecard FrameworkAccess

Excellence


RetentionEquity in

Educational Outcomes

The Equity Scorecard was developed by Dr. Estela Mara Bensimon at the Center for Urban Education, University of Southern California (http://www.usc.edu/dept/education/CUE/).

In 2010-11 UW-Madison will formally participate in the Equity Scorecard framework.


Diversity Update 2010

• Slideshow available at http://www.apa.wisc.edu/diversity.html

• Questions about these slides:– Sara Lazenby ([email protected])– Jocelyn Milner ([email protected])

http://www.apa.wisc.edu/diversity.html

mailto:[email protected]

mailto:[email protected]

Diversity Update 2010 September 2010

Documents

category http

employees2010 data available

faculty2010 data available

classified staff members

minority faculty

minority hires

racialethnic minorities

total faculty members