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Feb. 18, 2004, Vol. 3, No. 3
Santa Clara University

Gender equity

Study identifies areas of concern, committee recommends better monitoring and training

A long-awaited report from a faculty-staff committee on gender equity at the University released its report at a special forum on Feb. 11 in Benson Memorial Center.

Tops on the list of recommendations from the committee, chaired by Bill Sundstrom, economics, was the creation of a University ombudsman position - someone who could mediate and assist in resolving questions or complaints from faculty or staff. The committee examined salaries in 2000-01, and conducted a "gender climate" survey in 2002-03.

The faculty-staff committee's review of 2000-01 salary data showed that on average, male faculty about 16 percent more than female faculty or staff member, but much of this could be attributed to gender differences in school and academic rank," said Sundstrom.

""I intend to ask the deans to do some real scrutiny of their own units" with regard to possible salary inequities.
-Denise Carmody 
"There was a general pattern of men earning more than women even within most ranks and schools, although these gender differences were not usually statistically significant, given the small samples. A similar overall gender gap in pay was found for staff as well," said Sundstrom.

"The University should be especially attentive to this," he said.

The committee stopped short of recommending any across-the-board pay adjustments.

Provost Denise Carmody noted that the University has made some progress since those payroll statistics were compiled, especially in the appointment of women to senior faculty and staff positions. However, "I intend to ask the deans to do some real scrutiny of their own units" with regard to possible salary inequities, Carmody told Feb. 11 meeting.

Other recommendations:

  • Improve the process for selection, training and evaluation of all supervisors, including department chairs
  • Increase efforts to identify qualified women for higher level positions
  • Open all administrative posts to women, including the presidency
  • Correct any salary inequities among faculty and staff, and monitor pay, retention and promotion by gender on an ongoing basis
  • Institute policies that are gender-fair, including flexible work schedules, child-care subsidies, improved leave policies

The report now goes to the University Coordinating Committee for review.

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