1 / 22

An Update on Gender Equity at the Medical University of South Carolina

An Update on Gender Equity at the Medical University of South Carolina. Ray Greenberg February 1, 2007. Gender Equity for Students. 1. Gender Equity in Student Enrollment by College, 2007. Gender Equity in Application Process, Medicine and Dental Medicine, 2007. Female Male Medicine

kapono
Download Presentation

An Update on Gender Equity at the Medical University of South Carolina

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. An Update on Gender Equityat the Medical University of South Carolina Ray Greenberg February 1, 2007

  2. Gender Equity for Students 1

  3. Gender Equity in Student Enrollment by College, 2007

  4. Gender Equity in Application Process, Medicine and Dental Medicine, 2007 FemaleMale Medicine Applicants 790 (47%) 898 (53%) Accepted 79 (45%) 98 (55%) Enrolled 68 (47%) 78 (53%) Dental Medicine Applicants 298 (41%) 430 (59%) Accepted 23 (41%) 33 (59%) Enrolled 23 (41%) 33 (59%) 3

  5. Gender Equity in Medical School Admissions and Progress,Comparison to National Data Percentage Female MUSCUS Applicants 47 50 Graduates 45 49 4

  6. Gender Equity in Student Enrollment For the Colleges of Medicine and Dental Medicine, the percentages of female students closely mirror the respective applicant pools For the College of Medicine, the female percentages of applicants and graduates slightly trail the corresponding national percentages Four of six colleges have larger percentages of female than male students 5

  7. Gender Equity for Faculty 6

  8. Gender Equity in Faculty Rank, 2006 RankFemale Male Professor 55 (18%) 254 (82%) Assoc. Prof. 95 (37%) 167 (63%) Asst. Prof 211 (45%) 253 (55%) Instructor 92 (63%) 54 (37%) 7

  9. Trend in Gender Equity in Faculty Rank, by Year, 2003-6 Percent Female 8

  10. Gender Equity in Medical School Faculty Status, Comparison to National Data Percentage Female RankMUSCUS Professor 15 16 Assoc. Prof. 30 28 All ranks 35 32 9

  11. Gender Equity in Faculty Rank Females tend to have lower academic rank than their male counterparts The percentage of professors who are female is slowly increasing over time Comparison of COM data to national data suggests that MUSC is at or slightly ahead of the peer level of gender equity 10

  12. Gender Equity in Tenure, 2006 FemaleMale Tenured 54 (19%) 230 (81%) 11

  13. Trend in Gender Equity,Tenured Faculty by Year, 2003-6 12

  14. Gender Equity in Tenure Not surprisingly, given the gender gap in academic rank, females are less likely than their male counterparts to be tenured The percentage of female tenured faculty is increasing over time, largely because of a decline in male tenured faculty 13

  15. Faculty Equity in Compensation,Average Annual Salary by Rank, 2006 Female/Female MaleMale Professor 124,069 127,916 0.97 Assoc. Prof. 88,115 92,287 0.95 Asst. Prof. 71,113 72,063 0.99 Instructor 71,958 79,910 0.90 * * For College of Medicine, ratio is 1.29 14

  16. Office of Gender Equity 15

  17. Gender Equity Complaints1996-2006 115 Consultations 68 Investigations 40: Other action 7 Not eligible 3 Hearings 16

  18. Gender Equity Formal Investigations 61 (90%) involved an accusation of sexual harassment 7 (10%) involved an accusation of gender inequity 65 (96%) of investigations resolved by mutually agreed settlement • 3 (4%) of investigations could not be settled and led to a formal hearing 17

  19. Types of Sexual Harassment Investigated Unwanted and persistent sexual advances Inappropriate comments or physical contact Dual relationships with a supervisor Downloading child pornography Stalking 18

  20. Types of Gender Inequity Investigated Salary Duty assignments Laboratory space 19

  21. Gender Equity Office Office is active and well utilized Office is able to help resolve almost four out of ten complaints without a formal investigation About 7 formal investigations have been conducted each year Almost all formal investigations have led to a negotiated resolution 20

  22. Acknowledgments • Clip art downloaded from www.FotoSearch.com • Presentation designed by Ms. Judy Holz 21

More Related