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Release: Jan. 9, 2002

Office of Affirmative Action releases workforce report to Regents

IOWA CITY, Iowa -- The University of Iowa Office of Affirmative Action's annual workforce report, which statistically tracks UI workforce growth across eight employment categories, shows the university's workforce increased by 262 to 13,616 from Oct. 1, 2000, to Oct. 1, 2001. The 2001 Equal Employment Opportunity/Affirmative Action Report also shows the number of female employees increased by 184 to 8,320 during that period and that females are modestly more represented in senior-level administrative, tenure and clinical track faculty positions. Further, at a present 6.8 percent, the UI has moved closer towards its strategic goal of having a 7 percent minority merit staff workforce.

The report contains data compiled for the one-year period, and provides one-, five-, and 10-year comparisons of the major workforce categories for the period ending Oct. 1, 2001. The report was prepared for the Board of Regents, State of Iowa, for its meeting on Jan. 16.

The workforce report indicates the University of Iowa continues to make good progress toward meeting its strategic planning indicators for female representation in the workforce by the year 2005, yet faces some challenges in meeting its strategic indicators for minority representation.

"We are pleased at the progress to date in meeting the university’s strategic indicators for women, and will continue to work closely with faculty and staff to strive for similar gains for minority representation in our workforce," says Jennifer Modestou, interim assistant to the president, director of affirmative action and Americans With Disabilities Act (ADA) coordinator.

As of Oct., women comprised 91 (31.8 percent) of 286 persons holding positions in the executive/administrative/managerial Primary Occupational Activity (POA) category. That POA category decreased by one during the period, and reflects a 17-person or 5.9 percent minority composition. In the tenure track faculty area, women account for the entire four-person increase in that category and make up 421 (27.3 percent) of the 1,543 such positions. The number of minorities in tenure track positions is down three to 195 or 12.6 percent.

"While we are disappointed that there was a slight decrease in the number and percentage of minority tenure track faculty since 2000, we do not consider this a sign of declining support for diversity. Slight fluctuations in the number of women and minority faculty from year to year are normal. We are hopeful that as departments increase their hiring activity the university will be able to continue to see greater success, as we did in 2000," says Modestou.

Further, Hispanic/Latino faculty members account for the largest five-year gain among minority tenure track faculty, increasing to 40 (2.6 percent) in 2001 from 28 (1.7 percent) in 1996. The report says that while the UI has made progress in diversifying the faculty, the minority representation among tenure track faculty has risen only 1.3 percentage points since1996 to its current 12.6 percent. That growth, however, should continue to be a point of emphasis for the UI as it continues to recruit and retain minority faculty, the report says.

Other significant employment gains reflected in the 2000-2001 annual report:

    • Minorities make up 1,032 of the UI's total workforce, a gain of 17 from the previous year.
    • Asian/Pacific Islander tenure track faculty increased to 125 (8.1 percent) in 2001 from 122 (7.6 percent) in 1996
    • Native American tenure track faculty is unchanged at three from 1996 to 2001
    • Black/African-American tenure track faculty decreased to 27 from 31 from 1996 to 2001
    • Composition of the total 292 clinical track faculty: Asian/Pacific Islander, 19; Black/African-American, 4; Hispanic/Latino, 6; Native American, 1
    • Women account for 40.1 percent of clinical track faculty positions
    • Clinical track faculty positions increased by 44 to 292; women gained 17 positions in that category, boosting their numbers to 117; and the number of all minorities increased to 30 or 10.3 percent.
    • From 1991 through 2001, the percentage of female faculty increased to 61.1 percent in 2001 from 60.5 percent. Minority faculty and staff have also increased to 7.6 percent.
    • Largest progress areas for women over 10-year period:
      • Executive/administrative/managerial, 91 positions held out of 286, up from 60 (8.2 percentage point increase)
      • Tenure track faculty, 421 out of 1,543, up from 332 (6.8 percentage point increase)
      • Non-tenure track faculty, 226 out of 512, up from 113 (5.2 percentage point increase)
    • Largest gains for minorities over 10-year period:
      • Service/Maintenance staff, 225 out of 1,713, up from 93 (7.9 percentage point increase)
      • Skilled crafts, 21 out of 421, up from 12 (2.3 percentage point increase)
      • Technical/Paraprofessional, 22 out of 509, up from 13 (1.9 percentage point increase)

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-time and part-time employees working 50 percent time or more during the period from Oct. 1, 2000 to Oct. 1, 2001. In defining the term "minority," the UI follows federal guidelines. The term refers to Asians/Pacific Islanders, Blacks/African-Americans, Hispanics/Latinos, and Native Americans/Alaskan Natives. For more information, contact the Office of Affirmative Action at (319) 335-0705.