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2009 Status Report on Women

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2009 Status Report on Women The Women’s Place Message from the Chair While we have much to celebrate when looking at progress for women as a whole, StatusStatus ofof WWomenomen atat TheThe OhioOhio StateState UniversityUniversity Strategic Goals • TWP recognizes that men as well as I first want to acknowledge that, as promised, President Gee and the progress for women of color faculty and staff has not been as steady. AutumnAutumn 19931999 toto AutumnAutumn 20072008* • Provide high-quality consultation and women need to be freed from the Provost Alutto have built a more diverse Ohio State leadership. We have innovative strategies for individuals constraints of stereotypes. experienced progress and we now have extraordinary women leaders as • TWP emphasizes the necessity to create vice presidents, deans, and in other high-level offices at the university. 19931999 20032008 2007% Change and university units seeking to make constructive, system-wide change, not just Women of Color Faculty Profile (Assistant through Full) BoardBoard of of Trustees Trustees 2 (22%)4/11 (36%) 3 (27%)3/17 (18%) 3 (17.6%)-18% constructive change. • Expand development opportunities to enable individual women to cope with After a nearly yearlong vetting process, The Women’s Place (TWP) October 1999 October 2008 ViceVice Presidents presidents 2 (25%)2/10 (20%) 2 (29%)2/13 (15%) 0 (0%)-5% for women in, and aspiring to be in, issues that they currently face. Status Report was created in 2000 by then Provost Ed Ray as a unit within the Office (% of Total Faculty) (% of Total Faculty) % Change SeniorSenior Administrators* administrators no10/40 info (25%) 26/58no info (49%) 21 +24%(38%) of Academic Affairs to focus on women faculty and staff. Provost Ray (Assistant VP’s and above) leadership roles. • TWP works in partnership with units Cathy Bindewald Black 46 (1.5%) 62 (1.7%) +.2% Non-faculty executive staff 252 (42.1%) 566 (50.8%) 740 (59.3%) recognized that, “In a decentralized organization that intended to make Non-faculty executive staff 342/687 (50%) 809/1330 (61%) +11% • Create and strengthen connections for, across the campus. It does not solve Asian American 44 (1.4%) 108 (2.9%) +1.5% Other professional staff 3389 (68.1%) 5449 (65.2%) 6,826 (66.7%) problems for units, but rather works with diversity everyone’s issue, the reality is it became no one’s issue. To move forward effectively Other professional staff 4304/6662 (65%) 7115/10644 67%) +2% and between, women. Deans 5 (20%) 8 (32%) 7 (29%) • Implement systematic and ongoing data them to identify and remove barriers on women’s issues, Ohio State needs a new mechanism.” The Women’s Place was to be that Hispanic 9 (.3%) 31 (.9%) +.6% Deans 5/24 (21%) 6/22 (27%) +6% on Women TIU Heads 19 (16.5%) 15 (14.39%) 24 (23.5%) collection to inform efforts related to the to the recruitment, retention, and new mechanism. TWP was charged with “ensuring that both existing and emerging issues American Indian 3 (.1%) 2 (.05%) - .5% TIU heads 16/96 (17%) 22/99 (22%) +5% Eminent Scholars 1 (6%) 1 (6%) 2 (9.5%) progress of women. advancement of women. are identified, discussed, and systematically addressed.” The President’s Council on Women Eminent scholars** 1/12 (8%) 2/21 (10%) +2% at The Ohio State University Total 102 (3.3%) 232 (5.55%) +2.25% Endowed Chairs 3 (7.5%) 11 (13.4%) 13 (15.3%) • Identify barriers to recruitment, • TWP uses current research and data (PCW) was created to serve as the advisory body to The Women’s Place. Endowed chairs** 7/68 (10%) 13/99 (13%) +3% Named Professors 2 (5%) 13 (20%) 12 (18%) retention, and advancement of women to identify issues and recommend 2009 Named professors** 8/55 (15%) 14/75 (19%) +4% intervention when needed. TWP and PCW are nearing the end of their first decade of existence. During this decade Faculty** 746 (26%) 820 (27.67%) 1125 (31.50%) and actively lead change efforts. Although the percentage of women as a whole among the faculty increased by 5.5% during Faculty* 848/3132 (27%) 1182/3644 (32.5%) +5.5% • TWP uses collaborative approaches to the two have worked closely on numerous projects and initiatives. In this report, we Full professors 121 (11%) 184 (17.6%) 234 (18.66%) • Support and encourage university efforts the years 1999–2008, the percent of women of color increased at a lesser rate by 2.25%. The Full professors 149 /1139 (13%) 254/1268 (20%) +7% to provide meaningful career and profes- decision making that serve as a model to provide a data update that indeed shows progress for women faculty and staff at The Ohio Assoc. Professors 252 (24%) 310 (29.29%) 403 (34.65%) actual numbers of women of color increased in each group with the exception of American Assoc. professors 328/1087 (30%) 411/1147 (36%) +6% sional development opportunities for other units on campus; these approaches State University. In addition, we outline the initiatives that have taken place that likely Assist. Professors 373 (40%) 326 (36.88%) 488 (42.29%) would not have without the mechanism provided by TWP and PCW. Indeed, TWP and Indian faculty, which declined from three to two. We still have substantial work to do Assist. professors 370/905 (41%) 517/1228 (42%) +1% women. emphasize open, democratic, and regarding recruiting and retaining women faculty of color. Students respectful ways of working together PCW have served in the role originally envisioned by Provost Ray—a catalyst for change. * DataUndergrad compares total number of women to total number 48% in category. 48% 49% that foster true dialogue and mutual ** Data is from 2001; not available for 1999. Grad & Prof. 52% 54% 66% Guiding Principles understanding. The year 2009 was for the PCW and TWP a year of building, planning, and preparation for • TWP is committed to an equitable • TWP is a safe haven for individuals and the future. President Gee has challenged each of us to reinvigorate our campus culture and Women of Color Senior Staff Positions Profile * Associate and Assistant Vice Presidents. **In The most 1993 and categories, 2003 data contain women only regular have tenure made track faculty; steady the 2007progress data include with the followingthe most faculty dramatic categories: regular environment for all people. units to seek resources for identifying to embrace a rate of change that is beyond incremental. The PCW and TWP have responded October 1999 October 2008 tenureimprovements track, regular research coming track, and at regular the senior clinical track. administrator level (24% increase in numbers of • TWP recognizes that gender powerfully problems and finding constructive to this thrilling challenge by being positive forces of change. An exciting course has been Women of Color Women of Color women) and the non-faculty executive staff level (11% increase). Among academic leaders, affects experience and opportunity. solutions. charted for The Women’s Place through the adoption of a new strategic plan. This plan Race/Ethnicity % of Total % of Total % Change there are now more women deans, TIU heads, eminent scholars, endowed chairs, and • TWP recognizes that sexism intersects • TWP is focused on the future, as informed resulted in a focused path for the next three years, a path that aligns with the strategic vision Vice presidents Black 0 0 Slownamed but professors. steady progress has occurred in the number of women in most of the with and is amplified by other oppressions. by the past. of The Ohio State University. The plan is included on the back cover of this report. Asian Am. 0 0 categories listed above. Most significantly, the number of women in the non-faculty Hispanic 0 0 executiveThe numbers staff, ofdeans, full professors Tenure Initiating increased Units by two-thirds, (TIU) heads, up endowedfrom 13% chairs,of all fulland professors I have been privileged to serve as chair of the President’s Council on Women this past Am. Indian 0 0 namedto 20%. professors—all Associate professors important increased leadership-level by one-fourth, positions—have up from 30% moved of all associatein a strong, year and to work alongside Deb Ballam, associate provost and director of The Women’s Assoc. vice presidents Black 0 0 positiveprofessors direction. to 36%. The The numberactual numbersof women of facultyassistant are professors up in all increasedcategories substantiallyand the from Vision Place. Deb announced earlier this year that, after five years of leading The Women’s Place, Asian Am. 0 0 percent370 to 517, of women although students the percent in the of graduate all professors and professional at that rank ranks held steady.has increased The Women’s Place (TWP) embraces a vision of the university that supports all women she is ready to return to her students and the classroom. The Ohio State community owes Hispanic 0 0 significantly. to thrive, advance, and make their full contributions within an environment a great amount of gratitude to Deb for her leadership and hard work to transform our Am. Indian 0 0 However, at the most senior leadership level, the Board of Trustees, women’s characterized by equity, freedom, and dignity for all people. culture to one that values diversity and recognizes that the advancement of women leads Assist. vice presidents Black 0 1 (4%) +4% Therepresentation main area hasof concern declined is bythat 18%. the Althoughpercentage the of datawomen as ofat autumnthe very 2008highest reflects ranks— a 5% us to the goal of becoming one of the world’s great universities. Thank you, Deb—you Asian Am. 0 1 (4%) +4% vicedecline presidents at the vice and presidentialmembers of level,the Board since ofthat Trustees—has time an additional declined woman and, in vice fact, president Mission have made an enduring contribution to women’s progress at Ohio State.
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