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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

Appendix I - Part 2

  • 1986. A memorandum on Affirmative Action and Retention of Junior Faculty from Vice Chancellor David Jowett. The memorandum was distributed to unit chairs as a cover letter with the Position Paper.
  • 1986-87. Task Force on the Status of Women at UW-Green Bay. This task force was appointed by the Chancellor in fall 1986 "to identify major problems and develop a plan of action in consultation with established groups including the University Committee, Academic Staff Committee, Clerical Development Committee, Student Senate, SUFAC, Affirmative Action Council, Committee Against Sexual Harassment, the Women's Studies Program, Women's Educational Programming, and other pertinent committees and administrative offices." The scope of the Task Force's work included "women as students, faculty and staff members in all dimensions of their experience at UW-Green Bay." The Task Force held campus hearings, reviewed other studies and system reports, and formulated a series of recommendations to address the many identified areas of concern. The Task Force report was forwarded to the Chancellor in April 1987.

    These internal studies, reviews, and recommendations were supplemented by UW System annual reports on the status of women at System institutions and other documents such as Planning the Future: Report of the Regents on the Future of the University of Wisconsin System, released in December 1986.

The University Committee pondered the question: Why, given all the studies and reports, had there been so little change? As noted earlier, neither the data nor the issues raised by untenured faculty women suggested that there had been much improvement in the numbers of women on faculty or in conditions that would retain women who were on the faculty.

From this deliberation, the University Committee arrived at the conclusion that UW-Green Bay's apparent lack of progress in recruiting and retaining women faculty members was an issue that demanded the attention and intervention of the faculty as a whole. Many of the recruitment and retention issues, such as the climate in academic units, the quality of mentoring, and equity in merit, tenure, and promotion reviews, are areas for which faculty carry major responsibility. Certainly, the Chancellor and Vice Chancellor's Offices must support, encourage and facilitate broad institutional efforts, particularly in the area of salary inequities; however, in faculty matters, faculty clearly must take the lead. Thus, in December 1991, the University Committee recommended to the Senate that a special faculty committee be appointed by the University Committee to address the issues of concern. The Senate concurred and in January 1992, the special committee was appointed.

C. Composition and Charge to the Committee

The Committee was composed of six senior, tenured members of the faculty who were selected from the four voting districts. Hence, there were two members from the Natural Sciences, two from Professional Studies, and one each from the Arts and Humanities and Social Sciences. Membership included three men and three women. The Committee was chaired by the immediate past chair of the University Committee.

At the time of its appointment, the charge to the Committee included:

1. Review of reports made to System and other data that are available pertaining to the recruitment, retention, and salaries of women. It is not intended that the committee will conduct surveys, etc. to secure data. Rather, the committee will request data from Chancellor's Office, AA/EEO, and others. While the available data clearly indicate that a problem exists, the committee needs to review existing materials so as to assure that all members have similar understanding of the issues.

2. Development of specific recommendations arrived at correcting negative situations indicated by the data and from the meetings of untenured female faculty and that are within the power of the faculty, budgetary units, the Vice Chancellor and Chancellor's Offices to remedy. Such recommendations may pertain to: (a) the adequacy of the current mentoring system; (b) the climate for women in units and ways that improvements can be made; (c) salary inequities; (d) supports that could be provided so that more women can advance in rank, etc.

The above charge indicates the decision of the University Committee and Senate to confine committee activity only to women with faculty status. This was not to suggest that other women in the University Community do not have issues of concern. Rather, it was to emphasize that the focus of this Committee, given the time and resources available, would be to deal with issues specific to the faculty.

D. Committee Activities

During the period February 1 to August 1, 1992, the Committee engaged in a number of activities. As previous reports and campus data were examined, we discovered several significant omissions of crucial information on the condition of women faculty at the University. We concluded that several efforts to gather new data would be essential to meeting the objectives stated in the charge above, even though the Committee was not mandated to engage in such data collection. This section of the report describes each of these activities, presents new data where available, and highlights the findings of both previous analyses and the Committee's own research.

1. Review of Pertinent Documents and Past Studies
A number of studies dealing with the status of women on this campus have been carried out in prior years. Some of these have already been referred to in Section B on background information. In addition, the Committee reviewed the report of a University Committee-appointed Task Force on Orientation for New Instructors. Along with these studies, the Committee reviewed annual reports made by the Affirmative Action /Equal Employment Opportunity (AA/EEO) office to the UW System, such as reports on exit interviews with women and minority faculty.

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