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III. Findings and Recommendations of
the Task Force
D. Findings and Recommendations From the Subcommittee
on Administrators
FINDINGS
a. Findings from the Survey of Chairs
(continued)
- Fifty-three percent of responding Chairs (16 out of
30) reported that the perception from their faculty was
that merit increases are fairly applied; seventeen
percent (5 out of 30) reported that the perception from
their faculty was that merit increases were not fairly
applied; seventeen percent did not respond. (See Appendix
C, Report of Survey of Chairs, Question 18b)
- Three point three (3.3) percent of responding Chairs
(1 our of 30) reported that faculty perceptions of
unfairness in the distribution of merit increases focused
on gender.46
(See Appendix C, Report of Survey of Chairs, Question
19)
- Seventy percent of the responding Chairs (21 out of
30) reported that, in their judgment, there were no
inequitable differences between men and women faculty in
their departments; thirteen percent of responding Chairs
(4 out of 30) reported that, in their judgment, there
were inequitable differences between men and women in
their department. (See Appendix C, Report of Survey of
Chairs, Question 20a)
- Chairs reported various theories explaining
inequitable differences between women and men in their
departments:
- In response to Question 21, which asked Chairs how
they integrated new faculty into their departments,
responding Chairs reported a variety of approaches. (See
Appendix C, Report of Survey of Chairs, Question 21)
- Past patronage (cronyism) in a department
with few women put women at a disadvantage. (one chair
reported)
- Past equity upset by recent infusion of funds for
women that produces inequity for men. (one chair
reported)
- One Chair thought that women Chairs probably have
lower salaries than comparable male Chairs.
- One Chair estimated that salary differences at the
time of hire produced escalating differences later on
because raises come as a percentage of an original,
base salary. (See Appendix C, Report of Survey of
Chairs, Question 20b)
- Thirteen percent of responding Chairs (4 out of 30)
reported that their departments had formal mentoring
programs; eighty-seven percent (26 out of 30) reported
that their departments did not have such programs. (See
Appendix C, Report of Survey of Chairs, Question 22)
- When asked to identify the resources needed to assist
them with gender equity, forty percent of the responding
Chairs (12 out of 30) indicated that they were not aware
of any needs in this regard. Based on elaborated
responses by several Chairs, however, the need for more
dollars and/or more faculty lines was identified as a
resource that would help with gender equity in their
departments. (See Appendix C, Report of Survey of Chairs,
Question 23)
- When questioned about the goals the University should
adopt to address gender education and diversity in
academic departments, sixty-four percent of the
responding Chairs (19 out of 30) offered no answer. Due
to this significant lack of response, the Subcommittee
declined to draw any findings from this question. (See
Appendix C, Report of Survey of Chairs, Question 24)
- Seventy-six percent of responding Chairs (22 out of
30) affirmatively replied that it would be appropriate
for higher administration to intervene in departments to
address gender equity issues. Twenty-one percent (7 out
of 30) responded that it would not be appropriate for
higher administration to intervene in departments to
address gender equity issues. The Chairs who
affirmatively responded, when asked to elaborate when and
under what circumstances it would be appropriate for such
intervention, noted that it should only come after
consultation with the Chair or after a determination that
there is clear evidence of a problem. (See Appendix C,
Report of Survey of Chairs, Question 25)
- Eighty-three percent of responding Chairs (25 out of
30) agree that the Dean's annual evaluation of a
department Chair should include the Chair's
responsiveness to both diversity and gender equity
issues. Ten percent of responding Chairs (3 out of 30)
disagree. (See Appendix C, Report of Survey of Chairs,
Question 26)
- The College of Nursing and the Law School do not
operate with traditional Marquette departmental
structures. Specifically, these two schools do not have
Chairs. Therefore, the Survey of Chairs was presented to
the Deans of these two schools for completion. No attempt
has been made to report the results of their surveys
using a numerical analysis since the sample size of two
is not conducive to that type of reporting. Concerns of
confidentiality preclude detailed descriptions of the
survey responses. Nevertheless, the Subcommittee noted
that both schools, in their elaborated responses, offered
differences in practices and helpful suggestions for
diversity. (See Appendix C, Report of Survey of Chairs,
pp. 30-31)
46 Other
responses to question 19 were not discussed because they
indicated that the responding Chairs might have
misunderstood the question.
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