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FIND

III. Findings and Recommendations of the Task Force (continued)

B. Findings and Recommendations From the Anecdotal Evidence Subcommittee

FINDINGS

1. 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.
   
   
2. Women recount perceptions of disproportionate assignment to labor-intensive and/or service courses for which there is inadequate recognition or monetary reward.
   
   
3. 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 Colleges.
   
   
4. 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 qualified women.
   
   
5. Two women perceive that there are disparities and inconsistencies in the University's extension and implementation of tenure buy-out options.

RECOMMENDATIONS

1. 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 decision.
   
   
2. 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.
   
   
3. When the regular evaluations disclose negative gendered attitudes towards women (or men) by administrators in a College, remedial measures must be taken.
   
   
4. Each Department should implement a mentoring program for all new faculty, whether men or women.
   
   
5. Each Department should devise formalized written policies, procedures, and processes whereby compensation is awarded.
   
   
6. 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.
   
   
7. 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.
   
   
8. Marquette University, acting through its Administration and its Deans and Department Chairs, should aggressively seek, hire, and retain women faculty, especially senior women faculty.
   
   
9. Marquette University should continue its efforts to adopt uniform policies governing retirement options and tenure buy-out.
   
   
10. 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 women.⁴³

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