Diversity Update 2011 September 2011 Faculty/Staff and Climate Slides

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


Indicator 10: Women as a Percentage of all Faculty

2011 data available in December 2011


•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%


2011 data available in December 2011


•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.


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


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



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%



•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




•In 2010: 5,410 Classified Staff members

•12.9% (697) of classified staff are minorities

•8.7% increase in minority classified staff since 1996



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)


•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.



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%



-Around 13% of all employees are minorities

-A larger proportion of faculty are minorities.



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


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.


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.


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


• 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


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


• 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 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




• 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


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


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


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])

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

mailto:[email protected]

mailto:[email protected]

Documents

Diversity Update 2011 September 2011 Faculty/Staff and Climate Slides