Findings, Recommendations, and a Plan
In a series of meetings beginning in June, 2000, the Task
Force reviewed the reports of the various work groups and,
during November, 2000, adopted the findings and
recommendations. The many findings of the Task Force are
enumerated in the Introduction of this report. The most
important of these findings are:
- Gender has a significant and negative effect on
initial salary and this effect carries through to current
- Women may be less likely to attain the rank of
Associate Professor, even when accounting for pre-tenure
- Women are significantly less likely to receive
administrative appointments, particularly to department
Chair. Even when women hold administrative appointments,
they do not receive compensation comparable to men.
- There is a lack of written, transparent, and
standardized policies and procedures pertaining to:
recruitment, mentoring, salary, annual reviews, promotion
from Assistant to Associate Professor, and promotion from
Associate to Full Professor.
- There is a lack of understanding of gender equity in
general and specifically of gender equity as it is rooted
in the Jesuit tradition.
- There is a lack of uniform procedures for evaluating
Chairs and Deans with faculty input.
- Faculty report significant levels of gender-based
treatment sometimes amounting to harassment.
- There is a lack of a centralized office for reporting
gender equity grievances.
Force on Gender Equity Home
University -- Last Update: January