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
|
Appendix III
UW-Green Bay Climate Study Summary
Created and administered by the Hiring, Promotion and Retention Work
Team.
Purpose:
To accurately describe the perceptions of newly hired male and female
employees about the working climate at UW-Green Bay.
Method:
An interview guide was developed and tested. It was designed to explore
newly hired employee perceptions (see Appendix IIIB). The guide allowed
qualitative and quantitative data to be collected.
A stratified random sample was created using the following procedures:
- Recently hired employees were categorized into three groups: assistant
professors, academic staff hired within 3 years, and classified staff
hired within 3 years.
- Within each group males and females were randomly selected for interviews
based upon the percentage represented in the pool.
- If for some reason an individual could not be interviewed, the individual
was randomly replaced with another person drawn from the same "pool."
Consequently, the sample of 87 subjects consisted of 1/3 assistant
professors, 1/3 academic staff, and 1/3 classified staff. Males comprised
41% of the sample and females 59%.
Two procedures were used to analyze the data. Standard statistical
tests (e.g. ANOVA) were used to analyze the quantitative data. Second,
content analysis procedures were used to analyze the interview results.
Two researchers independently read responses to each question from
a particular group of subjects. Next the researchers discussed and
developed a group of categories that summarized the respondents' comments.
Then the researchers counted the number of comments that fell into
each category.
Results:
Based on the analyses, the following findings were made:
- In general, UW-Green Bay employees rated the climate, orientation,
and mentoring "above-average." although there was clearly
room for improvement in all three areas (see Table
1).
- The quantitative data revealed no significant differences regarding
the climate and orientation based on gender (see Table
1).
- While males and females rated the climate and orientation in similar
ways, their reasons for their ratings differed (see summary of content
analysis).
- The quantitative data revealed that females expressed significantly
more concerns about mentoring than males (see Table
1). In particular females expressed more concern than males with
the following issues: availability of mentors, confusing, biased and
misleading advice and overall unsupportive nature of the mentor.
- The analyses revealed no significant differences regarding the climate,
orientation and mentoring based on job classification (see Table
2).
- The analyses revealed that female faculty members expressed significantly
more concerns about mentoring than male faculty members (see Table
3). There were no significant differences on other items based
on classification.
|
Table 1
Responses by Gender
|
Total
Mean
|
Male (36) Mean
|
Female (51)
Mean
|
Significant
(<.05)
|
|
Climate:
Supportive vs. Unsupportive
|
7.3
|
7.5
|
7.1
|
|
|
Orientation:
Adequate vs. Inadequate
|
6.5
|
7.0
|
6.2
|
|
|
Mentoring:
Adequate vs. Inadequate
|
6.9
|
7.8
|
6.3
|
x
|
|
Note: We used a 0 - 10 scale with “0” indicating unsupportive
or inadequate, “10” indicating supportive or adequate, and “5”
the midpoint.
|
|
Table 2
Responses by Classification
|
Total
Mean
|
Faculty
(29)
|
Academic
Staff (29)
|
Classified
Staff (29)
|
Significant
(<.05)
|
|
Climate:
Supportive vs. Unsupportive
|
7.3
|
7.3
|
7.3
|
7.3
|
|
|
Orientation:
Adequate vs. Inadequate
|
6.5
|
6.7
|
6.6
|
6.2
|
|
|
Mentoring:
Adequate vs. Inadequate
|
6.9
|
7.1
|
6.5
|
7.1
|
|
|
Table 3
Faculty Ratings by Gender
|
Total
Mean
|
Male (15) Mean
|
Female (14) Mean
|
Significant
(<.05)
|
|
Climate:
Supportive vs. Unsupportive
|
7.3
|
7.7
|
6.8
|
|
|
Orientation:
Adequate vs. Inadequate
|
6.7
|
6.7
|
6.7
|
|
|
Mentoring:
Adequate vs. Inadequate
|
7.1
|
8.1
|
6.1
|
x
|
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to Full Report | Next
- Appendix IIIA - Survey
|
