Accountability

Recent Reports



The APRU Gender Gap Report 2013. The Association of Pacific Rim Universities (APRU) developed the APRU Gender Gap Survey to provide data to support the discussion of gender equity in Asia-Pacific universities and outline key challenges for the future. The survey was administered to 45 universities in 16 economies. Read the full report.

2011 MIT Report on the Status of Women Faculty in the Schools of Science and Engineering. Following up on the ground breaking 1999 study, MIT reports noteworthy progress in advancing gender equity in number of women in the faculty and holding senior administrative positions, and more equitable resource and salary distritubtion. But, a number of challenges remain. Read the full report.

The UC Systemwide Advisory Committee on the Status of Women has released the 2010 Annual Report.

The Report on the Initiative for Faculty Race and Diversity (a detailed study of how race affects the recruitment, retention, professional opportunities and collegial experiences of underrepresented minority (URM) faculty at MIT) has been released. For more information, visit http://web.mit.edu/provost/raceinitiative/ and http://www.insidehighered.com/news/2010/01/15/mit.

The White House Project has released a report entitled, "Benchmarking Women's Leadership." The link to the report can be found here. For more information on The White House Project, visit http://benchmarks.thewhitehouseproject.org/

The Shriver report, "A Women's Nation Changes Everything," a study by Maria Shriver and the Center for American Progress, is now available. For more information, visit http://www.awomansnation.com/.

Connie Pechmann, Chair of the Council on Faculty Welfare, releases a new study entitled Campus-Wide Analysis of Median Faculty Salaries by Gender and Ethnicity at UCI for 1998-2008.

UCI ADVANCE Program Reports

Elsevier Foundation Dependent Care Travel Awards Program Evaluation

NSF Reporting

These edited versions of the reports submitted by the UCI ADVANCE Program to the National Science Foundation (NSF). Included in the last pages of the these reports are the required indicators of the status of women at UCI. These data include:

  • Number of faculty university-wide followed by each school by rank, gender, percent women, years at rank and average salary
  • Number of faculty by rank, gender, percent women, years at rank and average salary for departments:
  • Number of faculty university-wide who left the institution, and for each shool by rank and gender
  • Number of faculty recruited university-wide followed by each school by rank and gender
  • Number and percent of women in non-tenure track positions (teaching and research) by school
  • Tenure promotion outcomes by gender
  • Number of women in endowed or named chairs
  • Number and percent of women in administrative positions
  • Number and percent of women on promotion and tenure committees

The EA Final Report 2006 2007, authored by Professor Judith Stepan-Norris, examines the Equity Advisors’ activities during the first year following the original NSF ADVANCE grant period at UCI through 2006, and seeks to assess whether or not their continuing activities had an impact on the hiring of female faculty members, the advancement of junior faculty members, and gender equity during that year.  Read the full report. ^Top


External Evaluations

An external evaluation of program outcomes was included as an integral component of UCI's ADVANCE proposal to the NSF. Two external evaluations were planned, one at the mid-point of the program (conducted in 2005 by Dr. Laura Kramer and listed below) and one at the conclusion of the NSF portion of the project, represented by this report. This external evaluation report (conducted by Dr. Marietta Baba) takes into consideration the period of the project during 2001-2008.

Evaluation of ADVANCE at UCI, by Professor Laura Kramer, March 2005
Dr. Kramer visited UC Irvine in February 2005 in order to provide an external evaluation of the ADVANCE Program. She reviewed program reports and documentation (much of which is available on our website) and interviewed with 34 key administrators, faculty, adn social science consultants. The constructive report describes the ADVANCE Program at UCI from the various points of view represented by the interviewees and provides recommendations for improvement for the UCI administration and the ADVANCE Program.

Assessment of UCI ADVANCE Interim Success by Professor Judith Stepan-Norris, April 2005
This report documents the early impact of Equity Advisor activities upon the recruitment of women and the narrowing of the pay gap. in short, the more meetings with search committees, department chairs, and deans that involve the Equity Advisors, the more successful the school in terms of women's recruitment and in gender equitable teaching loads, start-up packages and salaries. ^Top


Faculty Climate Surveys

2009 - This survey is the third and final survey funded by the NSF ADVANCE award to UCI. The program commissioned an external consultant to analyze and report on the data.

2004 - This survey is the second of three surveys to be conducted over the course of the ADVANCE award. UCI Professor Judith Stepan-Norris conducted this survey.

2002 - This survey is the first in a series of three. This report establishes a baseline from which to chart progress. UCI Professor Judtih Stepan-Norris conducted this survey.

Faculty Start-Up Packages: Analysis of Gender Differences in Faculty Start-UP Packages

Analysis of Gender Differences in 2006 Faculty Startup Packages at UCI, by Judith Stepan-Norris, February 2008
In 2005, reports on gender equity in faculty start-up packages for new hires were conducted. These reports collected all offer letters for tenured and tenure-tracked jobs beginning in each of the previous academic years (fall 2004 and 2005). In the reports, these were coded for the various perks that were offered upon hiring, analyzed gender differences, and beginning with the 2006 report, were compared to the prior year’s findings in order to assess change over time. This report continues the effort from 2005 here, by adding the data for the 2006/2007 academic year.

Analysis of Gender Differences in 2005 Faculty Startup Packages at UCI, by Judith Stepan-Norris, May 17, 2006
To address the issue of gender equity in start-up packages for new hires, this report collects all offer letters for tenured and tenure tracked jobs beginning fall 2005. In the report, these are coded for the various perks that are offered upon hiring. Offer letters are analyzed to determine if they reveal any gender inequalities, and are compared to last year’s findings in order to reveal change over time.^Top


UCI Job Candidates Interview Project

2005-2007 Report on the Interview Project with UCI Job Candidates, by Judith Stepan-Norris, June 17, 2008
As part of its larger project on improving gender equity at UCI, the ADVANCE Program commissioned a survey in the summer of 2007 of individuals who interviewed for UCI tenuretrack positions during the 2005/2006 and 2006/2007 recruitment cycles. The report aims to assess the effectiveness of UCI recruitment practices and to identify any specific problems by collecting information on candidates’ experiences during their interviews.

Trend Data Anlysis

UCI ADVANCE program commissioned Dr. Steve Hoagland, an External Consultant, to conduct Trend Data Analyses on Advancement from Assistant Professor to Associate Professor with Tenure and of salary ratios for women faculty hired in 1998-1999 and 2001-2002 in STEM and in comparison to Arts and Humanities highlights salary parity trends.

National Reports


Authors: Committee on Maximizing the Potential of Women in Academic Science and Engineering, National Academy of Sciences, National Academy of Engineering, and Institute of Medicine

Beyond Bias and Barriers explains that eliminating gender bias in academia requires immediate overarching reform, including decisive action by university administrators, professional societies, federal funding agencies and foundations, government agencies, and Congress. If implemented and coordinated across public, private, and government sectors, the recommended actions will help to imporove workplace environments for all employees while strengthening the foundations of America's competitiveness.

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