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Which Data Set Tells the UCLA Story?
By Judith L. Smith,
Prof. of Physiological Science, UCLA
Progress in hiring and retaining women in ladder faculty positions
can be viewed from several data sets; each tells a different story. We can
consider, for instance, the number of women in ladder positions. Of 1,750
ladder faculty at UCLA in 1983, there was a total of 236 women (13%). Ten
years later (1993), of 1,653 ladder faculty, there were 334 women (20%),
a net increase of 98 women. Of the 334 women, 218 (16%) were tenured
(Associate Professor and Professor), compared to 145 women (10%) in 1983.
With regard to the utilization analysis, several departments are
still markedly below their "availability pool" (based on percent of women
earning doctoral degrees). These units cluster in areas of public health,
foreign language, and social science (including psychology). These
departments have availability pools higher than 50% (55-68%) with
utilization ranging from 15% (Sociology) to 44% (French). Although these
statistics continue to be discouraging, it is important to note that gains
in hiring women at UCLA occurred largely in two of these areas, humanities
and social sciences.
UCLA statistics regarding tenure rates are similar for men and
women, and the annual success rate of those considered varies from 85-93%,
with no clear gender pattern. From 1991-93, for example, a total of 44
women and 114 men were considered for tenure. Of that total, 2 women and
6 men were denied tenure. The question I am interested in however, is the
promotion rate with regard to those hired. These figures are not usually
given, and as it turns out, they are not readily available.
At my suggestion, our Vice Chancellor for Academic Personnel
(Norman Abrams) asked the Academic Personnel Office (APO) to undertake a
cohort study to determine the promotion rates of men and women hired as
assistant professors from 1983-1985. To obtain this data, APO staffers had
to review individual dossiers; no data base existed.
During this three-year period, 40 women and 81 men were hired as
assistant professors. Before they were considered for tenure, 15 (37%) women
and 19 (23%) men resigned. Thus, for this cohort group, women left UCLA at
a higher rate. Was this because women received better offers elsewhere; or
did they find the academic arena unsuitable as a career? We do not know, and
it is important that UCLA set up an exit interview system to determine why
faculty resign at such an early stage in their careers.
Of the cohort group, 20 of 25 women who were considered for promotion
were tenured (80%), and 57 of 62 men were promoted (92%). If, however, you
consider the tenure rate of those hired, 50% of the women (20 of 40) and 70%
of the men (57 of 81) received tenure. While data for this sample may not be
representative (or may not be accurate considering the method of data
gathering) of other cohort groups at UCLA or UC, the results indicate the
importance of considering longitudinal data. These types of studies are
critical and must be done routinely, not only at UCLA but systemwide.
Source: Based on a talk presented to the
UCLA Association for Academic Women, March 24, 1994.
Judith Smith is a past president of AAW and a past chair of UCLAs
Privilege and Tenure Committee.
Currently, she is Chair of the Academic Senate at UCLA.
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