III. Findings and Recommendations of
the Task Force (continued)
B. Findings and Recommendations From the Anecdotal
- During the pendancy of the Task Force Study,
Marquette University closed two programs, comprised
mostly of women, creating the perception of indifference
to programs in which women predominate.
- Women recount perceptions of disproportionate
assignment to labor-intensive and/or service courses for
which there is inadequate recognition or monetary
- Women and men perceive that there are double
standards within some Departments with respect to hiring,
promotion and retention. In particular, women perceive
that these processes are marked by excessive cronyism (an
"old boy's network") within certain Departments and/or
- Both men and women also recognize that there are few
women at Marquette University in administrative and
senior faculty ranks; women perceive that Marquette
University has, in the past, and continues, in some
cases, to hold little interest in hiring or recruiting
- Two women perceive that there are disparities and
inconsistencies in the University's extension and
implementation of tenure buy-out options.
- Where departments or programs are closed, Marquette
University should undertake a "gender impact study" to
assess whether or not the closure will result in a
disparate impact upon women, in order that this factor
may be specifically considered in any closure
- Deans and Chairs should be evaluated regularly with
respect to their administrative style and duties; these
evaluations should encompass progress or lack of same
with regard to increasing gender (or other) diversity.
Any implementation plan should specify the time-frame and
methodology for meaningful evaluation.
- When the regular evaluations disclose negative
gendered attitudes towards women (or men) by
administrators in a College, remedial measures must be
- Each Department should implement a mentoring program
for all new faculty, whether men or women.
- Each Department should devise formalized written
policies, procedures, and processes whereby compensation
- In conformity with the University standards outlined
in the Faculty Handbook, each Department should devise
standards whereby candidates can demonstrate eligibility
for tenure and/or promotion, and those standards should
published to all faculty within the Department.
- The Marquette University Committee on Promotion and
Tenure should review its current standards for promotion
to the rank of Full Professor and compare those standards
as against the models used by peer institutions.
- Marquette University, acting through its
Administration and its Deans and Department Chairs,
should aggressively seek, hire, and retain women faculty,
especially senior women faculty.
- Marquette University should continue its efforts to
adopt uniform policies governing retirement options and
- Marquette University should demonstrate greater
support for disciplines or programs dealing with women's
issues, including Women's Studies, by committing
financial and teaching resources to these programs,
thereby demonstrating its regard for the voices of
Task Force Report From the Anecdotal Evidence Subcommittee,
Force on Gender Equity
University -- Last Update: January