UC Berkeley Response to the Campus Data Request
for the President’s Task Force on Faculty Diversity

1. Any reports since 1995 covering faculty gender equity or racial diversity prepared by campus committees, task forces, advisory panels or other campus groups .

  1. Academic Senate Survey of Junior Faculty at UC Berkeley, Helen M. Huang (1997), revised, Linda Song (1998).
  2. Analysis of Faculty Hires 1999, Sheila O’Rourke, August 1999.
  3. Annual Report of the Committee on the Status of Women and Ethnic Minorities
  4. Asian Pacific Americans at Berkeley: Visibility and Marginality, Campus Advisory Committee for Asian American Affairs and Ad Hoc Contributors, January 2001.
  5. Chancellor's Annual Message 1994-95: Keeping Excellence and Diversity Alive, Chancellor Chang-Lin Tien, October 1995.
  6. The Year in Review: Forging Academic Excellence in Changing Times, Chancellor Chang-Lin Tien, October 1995.
  7. Creating an Inclusive Campus Climate and Fostering Leadership, U.C. Berkeley Chicano/Latino Community, January 2005.
  8. Executive Summary: Creating an Inclusive Campus Climate and Fostering Leadership, U.C. Berkeley Chicano/Latino Community, January 2005.
  9. Diversity Briefing for New Chancellor, Vice Provost Christina Maslach, June 2004.
  10. Ethnic Diversity on the UC Berkeley Faculty, 1992-2002, Associate Vice Provost for Faculty Equity Angelica Stacy, May 2002.
  11. Gender Equity Issues at UC Berkeley, Charles Henry, Faculty Equity Associate, 1999.
  12. Hiring Data for Faculty Appointments, Sheila O’Rourke, October 1999.
  13. Modifying the Search Process to Increase Diversity on the Faculty, Academic Senate Committee on the Status of Women and Ethnic Minorities, January 2003.
    Response: Modifying the Search Process to Increase Diversity on the Faculty, Chancellor Robert Birgeneau, September 2003.
  14. National Science Foundation Advance Grant Proposal, Principal Investigator, Associate Vice Provost for Faculty Equity Angelica M. Stacy, July 2005.
    • Advance Grant Charts and Endnotes, Principal Investigator, Associate Vice Provost for Faculty Equity Angelica M. Stacy, July 2005.
  15. Report of the Chancellor’s Advisory Committee on Diversity, Chancellor’s Advisory Committee on Diversity, July 2000.
    Response: Chancellor’s Open Letter on Diversity, Chancellor Robert Berdahl, December 2000.
  16. Report of the Chancellor’s Task Force on the Recruitment of Women and Underrepresented Faculty, Chancellor’s Task Force on the Recruitment of Women and Underrepresented Faculty, April 2001.
  17. Roundtable Data Overview & Recommendations, Chancellor/Academic Senate Diversity Project Coordinating Committee, January 2005.
  18. UC Berkeley Departmental Faculty Recruitment Self-Study, Fall 2004, Executive Vice Chancellor & Provost, Vice Provost for Academic Affairs and Faculty Welfare, and Office for Faculty Equity, Fall 2004.

    Forthcoming: UCB Faculty Recruitment Survey Findings, re. Women
    Forthcoming: UCB Faculty Recruitment Survey Findings, re. URM
    Forthcoming: UCB Faculty Recruitment Survey Findings, additional

    Summary of Major Findings (UCB Faculty Recruitment Survey): The enclosed UCB Advance Grant Proposal covers many of the major findings from the survey (please see UCB Advance Grant Proposal).  Specifically we found that some departments had done quite well at hiring women (above the available national pool) in the last five years and some had not.  Overall, departments were much less successful at hiring under-represented minorities (URM).  We also found that the departments that were successful at hiring women and URM were more likely to use certain methods and less likely to use other methods than were departments that were less successful (please see UCB Advance Grant Proposal).
       Chairs were also asked to rate the various factors in terms of having a negative or positive impact on UCB’s ability to successfully recruit women and URM.  The factors most negatively affecting UCB were: availability of housing (84% of chairs cited as negative impact), good schools for children (57%), high quality child/infant care slots (35%), quantity and quality of space for research (34%), and spousal/partner employment issues (33%).  Salary offer (25%) rated surprisingly low, given that many of our private competitors offer higher starting salaries.  Departmental reputation/quality, geographical location, quality, diversity of students, and diversity of faculty were factors that chairs uniformly cited as having a positive impact on our recruitment efforts.  When asked to evaluate the usefulness of a series of possible new approaches to enhancing faculty pools and recruitment of women and URM, UCB chairs were most likely to target approaches that addressed location/family related issues.  Specifically, the three approaches they perceived to be the most useful were: guaranteed child-care slots to faculty recruits (90% of chairs indicated this would be useful), a centrally-funded relocation service/counselor to assist with relocation issues (e.g. housing, schools, spouse/partner employment) (89%), and a program to hire spouses/partners who are academics into two-to-three year temporary positions (87%). 
  19. UC Berkeley Strategic Academic Plan, Strategic Planning Committee, June 2002.
  20. Western Association of Schools and Colleges (WASC) Preparatory Review Report, Institutional Capacity Working Group, July 2002.

2. Any studies of campus climate since 1995, including a copy of the survey instrument, if available, and resulting reports, analyses or recommendations .

  1. Efforts of the Faculty Equity Office: October 2001 to April 2002, Associate Vice Provost Angelica M. Stacy, April 2002.
    (Efforts of the Faculty Equity Office: October 2001 to April 2002.pdf)
  2. Confidential Climate Survey for UC Berkeley Ladder-Rank Faculty, Associate Vice Provost Angelica M. Stacy, 2003.
    Report on the University of California, Berkeley Faculty Climate Survey, 2003, Associate Vice Provost Angelica M. Stacy, 2003.

3. Any studies of faculty compensation by race/and or gender completed since 1995, along with a description of methodology.

  1. An Analysis of the Effects of Gender and Race on Salary for the Regular-Scale Faculty, Carol Chetkovich and Carol Stack, June 1991. (Forthcoming)
  2. Pay Equity Subcommittee Report, April 1997. (Forthcoming)
  3. Faculty Compensation Task Force Report, Berkeley Faculty Compensation Task Force, February 2004.  

4. A description of campus programs to promote equity and diversity among ladder rank faculty. For example, administrative offices to monitor equity in academic personnel practices, pipeline programs such as Chancellor’s Postdoctoral Fellows, curricular initiatives, mentoring programs, waivers to search procedures for exceptional hiring opportunities, etc.

  1. Berkeley Diversity Research Initiative
  2. Campus Community Initiative
  3. Chancellor's Postdoctoral Fellowshipfor Academic Diversity
  4. Diversity Project Coordinating Committee
  5. Office for Faculty Equity
  6. Senior Advisory Group on Diversity and Inclusion
  7. Senate Committee for the Status of Women and Ethnic Minorities (SWEM) Tenure Guide
  8. The Junior Faculty Mentor Grant Program

5. Title and job descriptions of individuals with responsibility for faculty diversity and an organization chart showing their level of staffing and reporting lines.

  1. Executive Vice Chancellor & Provost, Paul Gray:
  2. Vice Provost, Academic Affairs & Faculty Welfare, Jan de Vries:
  3. Associate Vice Provost, Faculty Equity, Angelica M. Stacy
  4. Assistant Provost, Equity Standards & Compliance, Sarah Hawthorne
  5. Deans
  6. Director, Office for Faculty Equity, Cristina C. Perez
  7. Director, Campus Climate and Compliance Office, Nancy Chu
  8. Administrative Specialist, Office for Faculty Equity, Michael J. Thompson

6. A description of campus programs to brief academic administrators, deans, department chairs and/or hiring committees on academic personnel practices to promote equity and diversity.

  1. Chancellor’s Cabinet Retreat,Chairs and Deans Retreats, Council of Deans
  2. Office for Faculty Equity
  3. Senate Committee for the Status of Women and Ethnic Minorities (SWEM)

7. If the campus has made any effort to analyze start up packages of recently hired professors by race and gender in the past 10 years, please provide a description of and the results of such efforts. For example, does the campus monitor the amounts of research funds, summer salary, housing assistance, etc. for equity?

No responsive data.

8. If the campus has any records allowing for an analysis of retention efforts by race and gender, please provide those records or any reports. For example, does the campus monitor retention efforts by race and gender, including analyses of the nature of the outside offer, the retention package offered and whether the faculty member stayed.

Forthcoming: UCB Faculty Rank Advancement findings (not yet to be released but some findings are presented in the Advance Grant):

Summary of Major Findings: After exhaustive analysis of personnel records from 1980 to 2003 we have found that women (p<.01) and URM (p<.05) advance more slowly than others from Assistant professor to Associate professor (after controlling for field, age, and start year).  URM also advance more slowly from Associate to Full Professor below step VI (p<.10) and are less likely to advance (p<.01) and slower  in advancement (p<.01) from Full Professor below step VI to Full Professor step VI and higher. 

9. Demographic data reflecting the race and gender of campus Academic Senate officers, committee chairs and members of major committees including CAPS, Academic Planning, Budget, Committee on Committees, representatives to systemwide Senate committees.  

Forthcoming: Berkeley Division of the Academic Senate Officers