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Release: Dec. 6, 2000

UI workforce diversity report shows marked achievements

IOWA CITY–The University of Iowa Office of Affirmative Action annual workforce report shows the UI continues to make progress in becoming a more culturally diverse and inclusive community, having increased its representation of females and minorities in faculty, professional and scientific, and service and maintenance employment areas. (Click here to see chart.)

"This year, we've seen a net gain of nine minority tenure faculty, increasing from 189 in 1999 to 198 in 2000. This represents the largest net gain of minority tenure track faculty in a single year in the last decade, and a continuation of the gains made in the 1998-1999 academic year, says Susan L. Mask, assistant to the president, director of affirmative action and ADA coordinator.

"The university has effectively met or exceeded all of its strategic planning goals except one, the goal for female executive/administrative/ managerial staff," Mask says.

The Equal Employment Opportunity/Affirmative Action Report that covers hiring from Oct. 1, 1999 through Oct. 1, 2000 was prepared for the Office of the Board of Regents, State of Iowa, and will be presented to the Regents at its Dec. 13 meeting in West Des Moines.

The report shows female tenure track representation has risen to 410 (26.6 percent) in 2000, up from 298 (19 percent) in 1990, a 7.6 percent increase over the last 10 years; however, the percentage of female faculty (26.6 percent) has remained the same for the last two years. Minority tenure track faculty now stands at 12.9 percent, up from 10.2 percent in 1990.

The statistics on minority and female tenure track faculty were incorrectly reported in the university's annual report on meeting targets, "Implementing the Strategic Plan 1999-2000." The errors were due to a slight difference in how the percentages were calculated by two UI offices. The numbers provided by the Office of the Provost and published in the report were derived from the 1999-2000 Operation of Tenure Policies report, while the Office of Affirmative Action used a different method, which excluded faculty administrators, to calculate the percentages. The data provided by Affirmative Action should have been used in the target report.

The number of clinical track faculty members has increased to 248 members up from 70, a 178-person increase since 1995. As of Oct. 1, 2000, there were 100 women appointed as clinical track faculty, representing 40.3 percent of all clinical faculty. The current representation of minority clinical track faculty is 25 (10 percent).

Over the last five years, the largest increase in the percentage of women occurred in the tenure track faculty category while the largest increase in the number and percentage of minorities occurred in the service and maintenance areas.

The report shows females make up 26.6 percent of the tenure track faculty at the UI. The figure exceeds the 25 percent planning indicator the UI set for female tenure track faculty, as one of its two strategic planning indicators for female representation in the workforce by the year 2000.

Other reported highlights include:

-- Minority merit staff representation increased to 6.1 percent, exceeding the 5.3 percent goal.

-- Among professional and scientific staff, the representation of minorities increased to 6.1 percent, exceeding the 5.5% goal.

-- During the 1999-2000 data year, the UI realized a net gain of 102 minority faculty and staff.

-- Among the executive, administrative, and managerial staff, the representation of women decreased for the second consecutive year, down from 29.7 percent in 1999 to 29.3 percent in 2000, falling short of the goal of 32 percent by 2000.

-- During 1999-2000, one woman was appointed associate dean; one woman was appointed associate provost; three women were appointed department chairs; and one woman was appointed to a head coach position. No minority appointments were made in the executive, administrative or managerial category during 1999-2000.

-- Female faculty received 29 percent of the promotions, effective 2000-2001. Exactly 17 or 34 percent of faculty members granted tenure, effective 2000-2001, were women. Minority faculty received 8 percent of the promotions, effective 2000-2001.

Other reported acknowledgments of achievement include:

-- The Graduate College shared recognition of the Summer Research Opportunities Program (SROP) with other CIC institutions. The CIC consortium of summer research programs won this year's prestigious Presidential Award for Excellence in Science, Mathematics, and Engineering Mentoring from the White House Office of Science and Technology Policy, given to CIC institutions for their efforts to increase minority access to doctoral education.

-- Michelle Eliason, professor, College of Nursing; Raul Curto, professor of mathematics and executive associate dean, College of Liberal Arts; and the Graduate College received the 2000 Catalyst Awards in recognition of their efforts to enhance diversity at the UI.

The statistical information in the UI's annual Affirmative Action report is prepared from workforce data compiled in accordance with the Office of the Board of Regents, State of Iowa, guidelines. The report includes all permanent, full- and part-time employees working 50 percent time or more as of Oct. 1, 2000. In defining the term "minority," the UI follows federal guidelines. The term refers to Asians, Blacks, Hispanics, and Native Americans/Alaskan Natives.