Gender Equity Committee Report to the FAS Faculty on the FAS - - PDF document

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Gender Equity Committee Report to the FAS Faculty on the FAS - - PDF document

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Gender Equity Committee Report to the FAS Faculty on the FAS 2005-2007 data set Members from P&P and WFC: Marisa Carrasco, Ernest Davis, Jo Dixon, James Fernandez, Carol Shoshkes Reiss & Gabrielle Starr FAS Institutional Research:

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Gender Equity Committee Report to the FAS Faculty on the FAS 2005-2007 data set

Members from P&P and WFC: Marisa Carrasco, Ernest Davis, Jo Dixon, James Fernandez, Carol Shoshkes Reiss & Gabrielle Starr FAS Institutional Research: Rachel Krug, David Vintinner, & Joe Juliano

December 3, 2009

Characteristics of Tenure Track (TT) and Tenured Faculty

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5 10 15 20 25 30 2000 2005 2007 Year Proportion Female Minority Underrepresented Minority

Self-reported ethnicity from FAS HR Records Minority= Asian, Pacific Islanders, Black & Hispanic; URM = Black & Hispanic

Proportion female by division (T/TE)

5 10 15 20 25 30 35 40 45 2000 2005 2007 Year Proportion Humanities Social Science Science

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Gender & minority status by rank

Median salary by gender, minority status & rank (TT)

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Average salary by rank (TT, 2007)

0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 Average Male Salary A verag e F em ale S alary

Salary 2007 data set

0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 Average Male Salary A verag e F em ale S alary

All ranks

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2007 Salary versus proportion of male faculty

0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 0.1 0.2 0.3 0.4 0.5 0.6 0.7 0.8 0.9 1 Proportion Males Average S alary

Log Salary analysis

Notes: Standard errors are in parentheses. ***p<.01 **p<.05 *p<.10 †Due to the number of variables, only the overall significance of the variable department is shown.

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Log analysis by department

Administrative responsibility Internal Research Support

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Contract faculty characteristics

(Terms used)

  • Tenure Bound Faculty (TBF)

– aP/FF – Courant Instructors;

  • Non-TenureTrack (NTT)

– Clinical Faculty – Language Lecturers

Non Tenure Track Full-Time Faculty (NTTFTF)

NTTFTF characteristics

10 20 30 40 50 60 2000 2005 2007 Year Proportion

Female Minority Underrepresented Minority

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Increased hiring of NTTFTF

Average salary of contract faculty by rank, 2007

0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 Average Male Salary A verag e F em ale S alary

NTT TB

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Median salaries NTTFTF Log salary analysis NTTFTF

Notes: Standard errors are in parentheses. ***p<.01 **p<.05 *p<.10 †Due to the number of variables, only the overall significance of the variable department is shown

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Log regression by department for NTTFTF Contract faculty salary 2007

0.55 0.57 0.59 0.61 0.63 0.65 0.67 0.69 0.71 0.73 0.75 0.55 0.6 0.65 0.7 0.75 Average Male Salary A v e ra g e F e m a le S a la ry

  • verall
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Hiring and Promotion Tenure Track faculty

New Hires by gender and minority status

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Starting rank hiring cohort TT

Starting salary TT

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Proportion of Females among Short-listed candidates

0.2 0.4 0.6 0.8 1 0.2 0.4 0.6 0.8 1 Proportion of females on short list P ro p o rtio n h ired

1996-2001

0.2 0.4 0.6 0.8 1 0.2 0.4 0.6 0.8 1 Proportion of females on short list P ro p o rtio n h ired

2002-2007

Promotion Status among TT faculty cohorts

Tenured, 103 Eligible, 73 Resigned , 29 Denied, 15 Tenured, 73 Eligible, 1 Resigned , 20 Denied, 11 Tenured, 30 Eligible, 72 Resigned , 9 Denied, 4

2002-2007 1996-2001 1996-2007

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Status of new hires (1996-2001)

Tenured, 49 Eligible, 0 Resigned , 15 Denied, 6

males

Tenured, 24 Eligible, 1 Resigned , 5 Denied, 5

females

Early tenure decisions and survival

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The FAS IR study and GEC interpretation with recommendations can be found on the FAS web site

  • Please email Ms Sherri Katz for the URL

sherri.katz@nyu.edu

Additional recommendations (1)

  • We need to hire more women and URM

faculty, especially in depts which are male- dominated; we need to be vigilant about starting salaries

  • We need to continue to monitor faculty in

this study using the same methodology, adding to the database for both TT & NTTFTF

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Additional recommendations (2)

  • New data acquisition for future analysis

should be considered:

– Evaluate teaching loads: CAS vs GSAS; large vs small size; solo- vs team-taught – Evaluate selection of faculty for internal and nominations for external Honors, Awards, & Grants – Internal research support – evaluate access to res. Assts, support staff as well as other forms of direct internal research support – Climate survey

Additional recommendations (3)

  • Request CASH ask chairs to begin to

maintain records of other major dept leadership roles of TT and NTTFTF (excluding chairs, DGS, DUGS)

– chairs of search committees, – PhD admissions and awards committees – Etc.

  • the culture of each dept is different so

these responsibilities will vary.