CONTACT: MELVIN O. SHAW
100 Old Public Library
Iowa City IA 52242
(319) 384-0010; fax (319) 384-0024
Release: Dec. 6, 2000
UI workforce diversity report shows marked achievements
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
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
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
-- 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