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FIND

III. Findings and Recommendations of the Task Force

D. Findings and Recommendations From the Subcommittee on Administrators

FINDINGS (Continued)

b. Findings From Interviews with Deans.

1. Generally, the Deans displayed a wide range of attitudes regarding gender equity, with two of eleven Deans showing little or no awareness of dimensions of gender equity that concern climate or morale. (See Appendix E, Report of Deans' Interviews, p. 1)
   
   
2. Two of eleven Deans seemed to equate gender equity issues largely with salary inequities. (See Appendix E, Report of Deans' Interviews, p. 1)
   
   
3. One Dean out of eleven expressed a target goal of hiring women for fifty percent of new hires, but he did not indicate that he had a plan to achieve this goal. (See Appendix E, Report of Deans' Interviews, p. 1)
   
   
4. A few Deans reported that, because certain professions are predominantly male, aggressively recruiting women in these professions is unlikely to prove successful in the near future. (See Appendix E, Report of Deans' Interviews, p. 1)
   
   
5. All Deans seemed to recognize the need for educational initiatives on gender equity, but none has taken specific steps to educate faculty in the particular College or School on gender equity issues. (See Appendix E, Report of Deans' Interviews, pp. 1-2)
   
   
6. None of the Deans was averse to communication on gender equity issues, and four of eleven Deans suggested meetings in a variety of contexts (departmental, College, and University) to discuss gender equity concerns. (See Appendix E, Report of Deans' Interviews, p. 2)
   
   
7. Some Deans preferred to wait for higher level administrators to assume leadership in promulgating gender equity initiatives. Others have not waited for higher administration to act. (See Appendix E, Report of Deans' Interviews, p. 2)
   
   
8. Some Deans are awaiting the results of the Task Force on Gender Equity study before they begin initiatives in their own Colleges or Schools. (See Appendix E, Report of Deans' Interviews, p. 2)
   
   
9. Several Deans commented on the need for funding to address gender-related salary disparities. (See Appendix E, Report of Deans' Interviews, p. 2)
   
   
10. Several Deans observed that the latest draft of the University's Strategic Plan, as shared with them, does not address gender equity issues. (See Appendix E, Report of Deans' Interviews, p. 2)
    
    
11. Several Deans commented that central administration should offer a definition of gender equity that will become part of the living culture of the University. (See Appendix E, Report of Deans' Interviews, p. 2)
    
    
12. In some Colleges, there are aggressive efforts to recruit women and minority candidates. (See Appendix E, Report of Deans' Interviews, p. 2)
    
    
13. In some Colleges, there are mentoring programs which facilitate progress toward promotion and tenure, as well as mentoring programs to promote leadership abilities. (See Appendix E, Report of Deans' Interviews, p. 2)
    
    
14. Some Deans were pessimistic about the recruitment of women and minorities. (See Appendix E, Report of Deans' Interviews, p. 2)
    
    
15. Many departments in male-dominated professions do not have serious initiatives in place to seek and hire qualified women candidates. The Deans who supervise these departments are not encouraging departments to take such initiatives. (See Appendix E, Report of Deans' Interviews, p. 2)
    
    
16. On the issue of advancement, Deans explained that some Colleges or Schools elect Chairs and in others, Chairs are appointed by the Dean. The Subcommittee notes that in Colleges or Schools where Chairs are appointed, a greater number of women faculty have served as Chairs. The elective process could be disadvantageous for women faculty who seek the position of Chair. The appointive process seems to favor women's appointment as Chairs in some Colleges or Schools. (See Appendix E, Report of Deans' Interviews, pp. 2-3)
    
    
17. Some Deans are positive about the prospects for women faculty to advance to administrative positions or the rank of Full Professor. They expressed concern that the present small pool of women faculty are overextended in terms of service work, and that this compromises their ability to successfully pursue the research necessary for promotion to the rank of Full Professor. (See Appendix E, Report of Deans' Interviews, p. 3)
    
    
18. Some Deans stated a need for standardized policies and procedures in a number of key areas, including: recruitment, mentoring, advancement in several areas (promotion and tenure, promotion to Full Professor, and administrative leadership) and salary equity. (See Appendix E, Report of Deans' Interviews, pp. 3-4)
    
    
19. Some Deans expressed the fear that the work of the Task Force would be relegated to a shelf, becoming a "dead letter." (See Appendix E, Report of Deans' Interviews, p.4)

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