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Initiative on the Status of
Women in the UW System

Initiative on the Status of
Women at UW-Green Bay

Status of Women on the
UW-Green Bay Campus

Identified Needs and
Proposed Action Steps

Committee Recommendations

Appendix I

Appendix II

Appendix IIa

Appendix III

Appendix IIIa

Appendix IIIb

Appendix IV

Initiative on the Status of Women at
UW-Green Bay

Introduction to the Initiative on the Status of Women
at UW-Green Bay

In the fall of 2000, in response to President Lyall's mandate, Chancellor Mark Perkins announced that "The Status of Women" had been identified as "one of our 'Big Rocks'- one of our institutional priorities." He stated, "our work will build upon the System report, 'Equality for Women in the University of Wisconsin System: A Focus for Action in the Year 2000.'" He indicated that the goal of our work at UW-Green Bay would be to develop an action plan that would establish a coordinated set of goals and objectives to address the recommendations outlined in the UW System report and would be organized around four major areas:

o Opportunities for Women Students

o Hiring, Promotion and Retention for Faculty, Academic Staff and Classified Staff

o Enhancing the Learning and Working Environment

o Balancing Work and Personal Life

The responsibility for developing the UW-Green Bay Action Plan would rest with four work teams and a Planning and Oversight Committee. Each work team would focus on one of the issues listed above.

The work teams would consist of nine to twelve members with team membership being a mix of faculty, staff and students, with representation of both women and men. Consideration was given to including a mix of individuals in the early stages of their careers and those with a great deal of experience; individuals encompassing a range of family responsibilities and traditional versus non-traditional age students.

The general charge for the UW-Green Bay initiative was for each of the four work teams to review a series of suggested initiatives related to one of the four recommendations contained in the "Equality for Women in the UW System" report (Appendix II). Each team would then submit a written summary of their findings to the Planning and Oversight Committee.

The Planning and Oversight Committee would be responsible for monitoring and sharing work team efforts and shaping the summary reports into a comprehensive action plan. Recommendations would be subject to the review of appropriate governance and administrative groups before being implemented.

Methods: How the work teams addressed their charge

Between October and December 2000 each work team developed a process and strategy for fact-finding and campus assessment that was applicable to their charge. The initiatives as presented from UW System were reviewed; resource lists were compiled and strategies were developed to gather information regarding the current status of these initiatives on the UW-Green Bay campus.

The campus assessment was done in a variety of ways that included the review of historical documents, archived files, current policies, personal interviews, focus groups, short questionnaires, and campus assessment surveys. An attempt was also made to review both historical and current data pertinent to the status of women at UW-Green Bay. However, it was determined that the current data collection process was insufficient for gathering and compiling data pertinent to this initiative.

Therefore the work teams relied on the information gathered from other implemented strategies to complete their assessment. These assessments were used to document the current state of affairs on UW-Green Bay campus, to identify areas of need and to make recommendations for action.

A summary of strategies used by each work team is as follows:

Enhancing the Learning and Working Environment:
The Enhancing the Learning and Working Environment work team was charged with developing proposals for making the learning and working environment more welcoming to women, especially women of color and those who identify as lesbian, gay, bisexual, or transgendered (LGBT).

The work team used the review of documents, archived files, interviews, focus groups, short questionnaires, and publication gathering and analysis to complete their assessment. They then reviewed their findings by dividing them into perceived positives and negatives.

The work team used their findings to identify needs and to make recommendations for action.

Hiring, Promotion and Retention of Women Faculty, Academic Staff and Classified Staff:
The Hiring, Promotion and Retention of Women Faculty, Academic Staff and Classified Staff work team focused its efforts on a review of historical and current data to determine trends with regard to hiring, promotion and retention of women at UW-Green Bay.

It became apparent that a current systematic method of gathering and collecting human resources data for employees at UW-Green Bay was needed. Efforts to determine why individuals were leaving employment were also hampered by an incomplete exit interview process.

The team's focus turned to existing employees and their perceptions of the hiring process and perceptions of campus climate that may impact retention and promotion. Accordingly, a pilot Campus Climate Survey was conducted. An interview guide was developed and designed to explore newly hired employee perceptions. This guide allowed the committee to gather qualitative and quantitative data.

The interviewees were asked broad-based questions and the responses isolated some highly actionable issues that are data driven. Numerous interviewees expressed concern about confidentiality and questioned the impact of such a survey, as history had shown that surveys were completed with no action taken (Appendix III).


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