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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

Identified Needs and Proposed Action Steps

The Committee through its evaluation of the status of women, women of color, and LGBT people on this campus has identified a series of issues which are organized into four needs statements with proposed action steps.

Needs Statement One:
UW-Green Bay needs a working environment conducive to the hiring, retention and promotion of faculty and staff, particularly women, women of color, and LGBT people.

UW-Green Bay has done much in the past decade to address gender-based salary inequity. The following action steps address the on-going problems in mentoring, retention, and promotion of women and the need to support assessment of these efforts through the systematic collection and analysis of data.

Proposed Action Steps:

- Develop a process that will track the number of women employed by position and salary.

- Continue with hiring practices that ensure women are employed in leadership roles.

- Collaborate with efforts made by UW System to develop more flexible methods of human resource management for all classified staff.

- Collaborate with efforts made by UW System to ensure that women within a classification are paid in relation to qualifications and skills required by the position.

- Provide opportunities and support for women to advance professionally or to grow within their current roles.

- Ensure that women from UW-Green Bay participate in the UW System Leadership Institute.

- Develop an administrative shadow program through which women faculty and staff can explore administrative roles.

- Develop a new professional mentoring program for female faculty, academic and classified staff, and student leaders. This program will be designed to meet the mentoring needs as identified in this initiative.

- Restore the position of faculty advocate and establish advocates for academic and classified staff.

- Improve the performance review process by providing comprehensive training for supervisors of academic and classified staff.

- Expand professional development opportunities for women.

- Identify funding resources outside individual units for professional development for all classified staff.

- Create a structure through which instructional academic staff can have a more consistent voice on campus.

- Develop a process through which instructional academic staff can be acknowledged and rewarded for their contributions to student learning and the University community as a whole.

- Develop a process through which non-instructional academic staff can be acknowledged and rewarded for their contributions to the total learning experience and University community as a whole.

- Create a structure through which both administrative support and non-administrative support classified staff can have a collective voice.

- Recommend that campus governance groups (faculty, staff, classified and students) advocate for the inclusion of domestic partnerships in all employee benefits and privileges.

- Include domestic partnerships in campus-specific benefits such as library passes, golf course, and Phoenix Sports Center memberships.

- Promote positive working relationships through improved intradepartmental communication and increased opportunities for socialization.

- Develop and implement a formal exit interview process. This process would provide data important for the assessment of the campus climate as it relates to hiring, retention and promotion of women, women of color, and LGBT people.

Needs Statement Two:
UW-Green Bay needs to expand opportunities for academic achievement and personal development for all students, particularly women, women of color, and LGBT people.

The following action steps address the student experience and support the interdisciplinary minor in Women's Studies. Improved recruitment of women, students of color, and non-traditional women students requires an extensive examination of financial aid accessibility and childcare and housing options. A more comprehensive collection and analysis of student statistics should be systematically performed to identify academic gender bias and to monitor gender differences in degree completion.

Proposed Action Steps:

- Develop a process that will track the need for increased degree completion opportunities.

- Conduct an annual statistical analysis of the performance of female and male students in general education courses. This statistical analysis would be reviewed by the academic deans and budgetary unit chairs to increase the awareness of potential gender biases in teaching practices and course curriculum.

- Promote a comprehensive Women's Studies minor by ensuring course periodicity, enhancing the current array of course offerings, and increasing funding and opportunities for co-curricular events pertinent to the Women's Studies minor.

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