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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

 

The Status of Women on the
UW-Green Bay Campus - Part 2

Although it was determined that the UW-Green Bay Office of Financial Aid provides excellent information and resources to assist traditional students inquiring and applying for financial aid, access to financial aid information is more difficult for non-traditional students, particularly the economically disadvantaged and minorities. There are some gender-based scholarships available that are GPA and major specific (County Association of Women, American Business Women, non-traditional students).

Several initiatives within the UW System highlight the importance of a college education to economically disadvantaged individuals, women and minorities. Plan 2008 and the Gender Equality Study focus on increasing educational opportunities for these groups of individuals in hopes of bridging the gap "between prosperity and economic decline." One obstacle to building a better life though a college education rests with the lack of support for childcare.

Systemwide it is recognized that there is a need to assist students with childcare issues while they pursue their education. In fact, UW System Financial and Administrative Policy G38 indicates "access to childcare for students... is crucial," with a further directive pointing to the need to focus on seeing that "child care needs are met." UW-Green Bay is the only four-year campus in the UW System that does not have an on-site childcare facility. A previous child development center was closed in 1994.

In a recent UW System report, participants in focus groups found that women with modest incomes or who are economically disadvantaged and supporting children do not find adequate financial aid.

A similar survey of the UW-Green Bay campus resulted in 50% of the parent-student respondents indicating that their financial aid was not adequate to meet the commitments of tuition, childcare and other school related expenses.

The 1996 implementation of Wisconsin's W-2 (welfare reform legislation) has added to the challenge of providing childcare while pursuing an education. Under recent welfare reform provisions, women can no longer receive welfare assistance while attending college.

During the spring semester of 2000, a childcare survey was constructed and administered by the UW-Green Bay Student Government Association. Results indicate that between 200 and 300 students have childcare needs, with half having difficulties paying for childcare expenses in addition to tuition and other school related expenses. The survey also indicates that 66% of surveyed student parents responded that they would use an on-site facility.

With regard to hiring, promotion, and retention, in 1991 an ad hoc committee of the UW-Green Bay University Committee conducted a study with a focus on the status of women faculty. The report provides a compelling background to the current project, noting issues in climate that still exist today. More importantly, the University Committee study, findings and recommendations, submitted in 1991, document a history of inaction on these issues at least 20 years old.

"Previous studies carried out on this campus were instructive, mainly in emphasizing that the issue of the recruitment, retention, and promotion of women faculty has long been a problem. Women themselves have called attention to the issue several times since 1981, and at least two major task forces, one of them appointed by the Chancellor in 1987, spent many hours examining the problem. While the 1987 task force was charged with reviewing the situation of all women on campus, it did develop several recommendations pertaining to women faculty. Few of these have been acted on." (Report of the University Committee - Ad Hoc Committee on Women, UW-Green Bay, 1992) (Appendix I)

The 1991 committee made the following observations in its summary, "One of the reasons for this record is the absence of any campus-wide group with a clear mandate to initiate programs and/or policies concerned with improving the institutional climate for women and minorities. The Affirmative Action/Equal Opportunity Council is perceived to have a vague charge at present, and has been ineffective in gaining administrative support to address the problems it has identified. Another reason is that few mechanisms are in place for collection of data on the status of women faculty essential to formulation of any plan of action."

The 1991 Ad Hoc Committee on Women concluded its report with recommendations including the appointment of an ad hoc committee to develop a plan for the appointment of an ombudsperson and a formal mentoring program, the development and maintenance of a data base to provide accurate and current information on employees, and the creation of an on-going committee to monitor and follow up on the status of women.

The 1991 Committee on Women summarized, "The data indicates a good record of recruitment of women faculty members at UWGB. There is evidence here, however, that substantiates a poor record of retention and promotion of women faculty. For the period under study, there is also evidence of differences in salaries paid to male and female faculty members at the assistant professor level."

The statistics provided in the 1992 report combined with more recent figures show a pattern of improvement in faculty hiring and salary, but confirm a history of poor retention of women faculty.

A current review of the percentage of women in the faculty since 1996 shows gains at the full professor level. In 1996, 8% of the full professors were women compared with 16% in 2000; in 1996, 27% of the associate professors were women compared with 29% in 2000; and in 1996, 53% of the assistant professors were women compared with 50% in 2000.

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