Report of Faculty Diversity Efforts at UC Irvine
August 8, 2005
1. Reports on Faculty Gender Equity and Racial Diversity Since 1995
- Advance reports to National Science Foundation: 2003, 2004, 2005
- Office of Equal Opportunity and Diversity
- Affirmative Action Plans
- Annual reports
- D. Haynes, J. Shapiro, and A. Venkatesh, January 2004. “Understanding the Place of Faculty Diversity at UC Irvine: A Report Based on Interviews with Academic Deans” -- cover letter
- Faculty Senate
- Taskforce Report on Undergraduate Education, 2004
2. Campus Climate Studies
- Work/Life Survey in 2001
- Sent to faculty and staff
- Conducted by the Office of Equal Opportunity and Diversity
- Executive Summary
- Faculty studies
- 2002-03 and 2004-05
- Sponsored by Advance
- Conducted by Judith Stepan-Norris and Matthew Huffman (Sociology, UC Irvine)
- Reports and summaries on web:
- http://advance.uci.edu (Click on “Survey”)
3. Pay Equity Studies
- Annual analysis of data by Academic Affairs (since 1991)
- Regression analysis
- Residuals computed as compared to “non-minority male models”
- Frequencies: residuals for minorities and women (separately) posted to the web since 1995.
- http://www.ap.uci.edu/Equity/studies/index.html
- Advance Equity Advisors (since September, 2001)
- Provided with residuals reports from Academic Personnel for faculty within own School
- Review residuals with Deans to identify potential cases to be rectified.
- Report on these meetings/discussions in their annual reports to Advance Program.
- http://advance.uci.edu (Click on “Equity Data”)
4. Special Programs to Promote Diversity
- EVC’s FTE Program requires analysis of diversity efforts by Schools
- Campus programs sponsored by the Office of Equal Opportunity and Diversity
- Career Partner’s Program
- Recruitment of 6 President’s Postdoctoral Fellows as Assistant Professors
- Pay Equity Analysis
- Career Equity Review policy
- UCI Average Off-Scale Salary Equity Adjustment
- Mentoring Programs for Assistant Professors established by Advance Equity Advisors
- Guide to Diversity Programs: prepared by Office of Graduate Studies
5. Individuals Responsible for Faculty Diversity
- Administrative reporting lines
- Executive Vice Chancellor: Michael Gottfredson
- Associate Executive Vice Chancellor: Herbert Killackey
- All Deans
- Department Chairs
- Responsible for ensuring compliance to federal and state regulations and institutional diversity goals within relevant units.
- OEOD
- Director: Kristen Quanbeck
- Assistant Director: Gwendolyn Black
- Community Equity Advisor
- Douglas Haynes, Associate Professor of History
- Office of Graduate Studies
- Director of Recruitment, Retention, and Diversity Programs: Lisa Gauf
- California Alliance for Graduate Education and the Professoriate (AGEP)
- Advance
- PI: Susan V. Bryant, Dean School of Biological Sciences
- Co-PIs: Herbert Killackey, Associate EVC and Debra Richardson, Dean, Donald Bren School of Information and Computer Sciences
- Program Staff: Lisa Frehill and Priscilla Kehoe, Co-Directors and Dina Jankowski, Program Coordinator
- Advance Term Chairs
- Ellen Druffel, School of Physical Sciences
- Chuu-Lian Terng, School of Physical Sciences
- Advance Equity Advisors
- Arts
- Lisa Naugle
- Biological Sciences
- Diane O’Dowd
- Andrea Tenner
- Business
- Tom Buchmueller
- Engineering
- Scott Jordan
- Amelia Regan
- Humanities
- Alice Fahs
- Information & Computer Science
- Magda El Zarki
- Michael Goodrich
- Medicine
- Frances Leslie
- Physical Sciences
- Tammy Smecker-Hane
- Social Ecology
- Karen Rook
- Kristen Day
- Social Sciences
- Charlie Chubb
- Teresa Caldeira
6. Campus Programs to Promote Equity and Diversity among Ladder Rank Faculty
- Office of Equal Opportunity and Diversity
- Annual report sent to Deans and Administrators
- OEOD meets with Deans to discuss reports
- FAST: Faculty Applicant Survey Tracking – online applicant tracking helps search committees with recruitments
http://www.ap.uci.edu/appointments/trackingOV.html
- Advance Equity Advisors
- Appointed as faculty assistants to deans
- Provide training and information within schools
- Work as a group to develop “best practices” across schools
- Community Equity Advisors
- Meet with deans, department chairs and search committees.
- Associate Executive Vice Chancellor
- Annual workshop on merit review and recruitment with department chairs.
- Annual workshop on tenure review with assistant professors.
7. Start-Up Package Analysis: Judy Stepan Norris, 2005
http://advance.uci.edu/images/NSFADVANCEReport%20of%20New%20Data%20Collection%204.7.05%20final.pdf
- All schools (n = 27F, 37M)
- Separate analysis for science & engineering fields (n = 11F, 18M)
- Gender analysis
- Data collected from offer letters
- Jobs beginning in Fall, 2004
- All but one letter analyzed
- Findings: no significant independent effect of gender.
8. Retention Efforts
- On-going exit interviews of faculty.
- First report available online:
- Results of 22 interviews (11F, 11M) who left 1999 – June 30, 2003.
- Additional interviews to be conducted for those who have left July 1, 2003 – present.
- Chairs’ Survey
- 2002-2003, 2003-2004 and 2004-05
- Judith Stepan-Norris, UCI Sociology
- Available at http://advance.uci.edu (click on survey)
9. Demographic Characteristics of Important Campus Committees
- Demographic profile of Senate faculty, Senate committee members, deans and department chairs, endowed chairs, and distinguished faculty
- Senate Chair’s statement on composition of committees
- Conference Paper on Senate Leadership and Diversity