Diversity Update 2010 September 2010

1. http://apa.wisc.edu/diversity.html Diversity Update 2010 September 2010

2. Equity Scorecard Framework http://apa.wisc.edu/diversity.html • Each of the four perspectives has an objective. • From this objective we can: • -Measure baseline performance • Set an improvement target • Work towards equity in educational outcomes. Equity in Educational Outcomes The Equity Scorecard was developed by Dr. Estela Mara Bensimon at the Center for Urban Education, University of Southern California (http://www.usc.edu/dept/education/CUE/).

3. Identities for Analysis http://apa.wisc.edu/diversity.html Identities for Analysis This presentation is limited to identities for which we have quantitative information, including: • Race/ethnicity • Income level • First-generation in college • Gender • Geographic diversity. Information is not systematically available for other groups that are important to inclusive excellence.

4. Institutional Receptivity http://apa.wisc.edu/diversity.html • Diversity of: • Faculty • Staff • Administrators • Climate Equity in Educational Outcomes

5. Institutional Receptivity: Employees Employees self-identify their race/ethnicity at the time of hire. http://apa.wisc.edu/diversity.html Employees may choose any of the following designations, and may select more than one designation as of 2009: • White • Black • Asian • American Indian • Hispanic/ Latino/a • Hawaiian • A Campus survey was completed in 2009 to allow individuals to update their race/ethnic designation based on new reporting rules and the addition of Hawaiian/Pacific Islander to the race/ethnic categories.

6. Institutional Receptivity: Employees Employees by Category http://apa.wisc.edu/diversity.html 2010 data available in December 2010

7. Institutional Receptivity: Employees http://apa.wisc.edu/diversity.html 2010 data available in December 2010

8. Institutional Receptivity: Faculty http://apa.wisc.edu/diversity.html 2010 data available in December 2010

9. Institutional Receptivity: Faculty http://apa.wisc.edu/diversity.html • Increase in the percent of faculty hires that are minority hires. 2010 data available in December 2010

10. Institutional Receptivity: Faculty http://apa.wisc.edu/diversity.html • In 2009: 2,175 total faculty members • 16.8% (364) of Faculty are racial/ethnic minorities. • 7.2% increase in minority faculty since 1996 2010 data available in December 2010

11. Institutional Receptivity: Staff http://apa.wisc.edu/diversity.html • In 2009, 2,183 Instructional Academic Staff members • 11.7% (256) of Instructional Academic Staff are racial/ethnic minorities • 2.6% increase in minority instructional academic staff since 1996 2010 data available in December 2010

12. Institutional Receptivity: Staff http://apa.wisc.edu/diversity.html • In 2009: 4,938 non-instructional Academic Staff • 12% of non-instructional Academic Staff are minorities • 3.4% increase in minority non-instructional academic staff since 1996 2010 data available in December 2010

13. Institutional Receptivity: Staff http://apa.wisc.edu/diversity.html • In 2009: 5,366 Classified Staff members • 12.6% (676) of classified staff are minorities • 8.4% increase in minority classified staff since 1996 2010 data available in December 2010

14. Institutional Receptivity: Staff http://apa.wisc.edu/diversity.html • In 2009: 399 Executive/Director/Administrators • 11.2% of Executive/Director/Administrators are racial/ethnic minorities • Slight increase in the proportion who are minorities. 2010 data available in December 2010

15. Institutional Receptivity: Staff http://apa.wisc.edu/diversity.html • Minority faculty members make up almost 17% of all faculty members. • This is the largest proportion among the various employment groups. 2010 data available in December 2010

16. Institutional Receptivity: Employees http://apa.wisc.edu/diversity.html • Women made up around 50% of all employees at UW-Madison. • A smaller proportion of faculty members are women (30%) 2010 data available in December 2010

17. Institutional Receptivity: Employees http://apa.wisc.edu/diversity.html • Around 13% of all employees are minorities • A larger proportion of faculty are minorities, especially among men. 2010 data available in December 2010

18. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html Notes about faculty promotion data: • For these rates, those that did not receive tenure include the following: • Those who were denied tenure • Those who left the university for another position elsewhere • A few faculty members still hold probationary appointments after 9 years. • Tenure and promotion rates are calculated at 6 and 9 years after hire, in order to allow for those who have extensions on the tenure clock. • Data for tenure charts in this slideshow combine hires from 1989-90 to 2003-04 or 1991-92 to 2003-04. This is necessary due to the small number of faculty, especially women and minority faculty, who are hired within a division in a given year. • Small Ns make tenure/promotion rates subject to large variation.

19. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html • At 9 years, 64% of women faculty have been promoted to tenure. Percent tenured based on data for hires from 1991-92 to 2003-04

20. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html • A lower percentage of women and men are promoted to tenure within the Social Studies. • The largest gap in tenure rates by gender is within the Physical Sciences division. Data on faculty hires from 1989-90 to 2003-04

21. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html • At 9 Years, 64% of minority faculty members have been promoted to tenure. Percent tenured based on data for hires from 1991-92 to 2003-04

22. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html • A lower percentage of faculty members are promoted to tenure within the Social Studies division. • The largest gap in tenure rates by minority status is within the Physical Sciences and Arts and Humanities. Data on faculty hires from 1989-90 to 2003-04

23. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html • Selecting a divisional affiliation is a step in the tenure process. Faculty are not required to identify their divisional affiliation at the time of hire, but many do. • Women, especially minority women, are heavily concentrated within the Social Studies Division • See next slide for numbers of faculty by division, gender, and minority status Note: Chart excludes 41 faculty members who have not yet selected a disciplinary division, as they are not required to do so until they go up for tenure. Data as of October 2009 payroll.

24. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html • Women, especially minority women, are heavily concentrated within the Social Studies Division • See previous slide for percent by division Note: Chart excludes 41 faculty members who have not yet selected a disciplinary division, as they are not required to do so until they go up for tenure. Data as of October 2009 payroll.

25. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html Data on faculty hires from 1989-90 to 2003-04

26. Institutional Receptivity: Promotion http://apa.wisc.edu/diversity.html Key findings from tenure/promotion data: • All groups have lower promotion rates within the Social Studies division. • Women, and especially minority women, are more likely to be within the social studies division. • For groups with small hiring pools, the effect of one person’s tenure/non-tenure can affect the percent tenured dramatically. • Those not receiving tenure includes those who took a position elsewhere or still have a probationary appointment after 9 years. Data on faculty hires from 1989-90 to 2003-04

27. Non-White Full-Time Faculty as a Percent of Total Full-Time Faculty at AAU Public Institutions, 2008 Institutional Receptivity: Peer Comparisons for Faculty Diversity Average Percent Non-White Faculty for AAU Public Institutions: 25.5% Source: IPEDS Fall HR, 2008-09 http://apa.wisc.edu/diversity.html

28. Institutional Receptivity: Climate Some Recent Climate Studies http://apa.wisc.edu/diversity.html • UW-Madison participation in UW System Climate Study Pilot Project (limited to CALS and Office of Student Life), 2010-11 • Letters & Science Climate Study, 2009-10; with linkages to STEM, teaching and learning communities • CALS Climate Study, 2008-09 • NSSE Survey includes many climate-related questions, 2004, 2006, 2008, 2011 (planned) • WISELI Studies and Programs, on-going since 2002

29. Institutional Receptivity: Climate http://apa.wisc.edu/diversity.html Participation in the UW System Climate Study, 2010-11 • UW-Madison is participating in Tier III of the UW System Climate Study • Initiated by UWSA at the request of the Board of Regents • Tier I was implemented in 2008-09. Tier II was implemented in 2009-10. • Questionnaire will go to all employees and students in Spring 2011; responses are anonymous and confidential • For logistical reasons, the study will be fielded only in CALS and Division of Student Life • Reports are expected in summer 2011 • Campus oversight by a “Diversity Leadership Committee” • Institutional implementation by the “Climate Study Working Group” • More detail: http://www.apa.wisc.edu/diversity/ClimateStudy.html

30. Institutional Receptivity: Climate Selected NSSE Results http://apa.wisc.edu/diversity.html Percent of Seniors who often or very much: ** significantly different See: http://www.apa.wisc.edu/performance_students_surveys.html

31. Institutional Receptivity: Climate Selected NSSE Results http://apa.wisc.edu/diversity.html Percent of Seniors for whom the university emphasizes quite a bit or very much: ** significantly different See: http://www.apa.wisc.edu/performance_students_surveys.html

32. Equity Scorecard Framework http://apa.wisc.edu/diversity.html In 2010-11 UW-Madison will formally participate in the Equity Scorecard framework. Equity in Educational Outcomes The Equity Scorecard was developed by Dr. Estela Mara Bensimon at the Center for Urban Education, University of Southern California (http://www.usc.edu/dept/education/CUE/).

33. Diversity Update 2010 • Slideshow available at http://www.apa.wisc.edu/diversity.html • Questions about these slides: • Sara Lazenby (sllazenby@wisc.edu) • Jocelyn Milner (jlmilner@wisc.edu)