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UCSD Gender Equity Task Force Report (March 2002)

Summary: UCSD Gender Equity Task Force Report
(March 2002)
Our Task Force was asked to study gender equity among UCSD ladder rank faculty (LRF),
particularly with regard to salary compensation, recruitment, and retention. The Task Force
examined data related to the makeup of our existing workforce, new appointments, national
availability pools, faculty salary, start-up funding, space, committee service, department and
program chair appointments, rate of advancement, promotions and above-scale actions,
accelerations, and separations. The Academic Personnel Office (APO) staff provided most of
the data we examined. In order to make the task manageable, we restricted our analysis only to
data of the past four years. In our statistical analysis, we adopted a null hypothesis, that there is
no gender bias, and looked for instances where the data lead to a rejection of that hypothesis.
Our study included only LRF on the general campus, the School of Medicine (SOM) and the
Scripps Institution of Oceanography (SIO).
In addition to examining a considerable amount of data, the committee broadened its inquiry by
interviewing as many LRF women as possible to understand whether there are widely
perceived forms of gender bias which may not be easily identified by an objective analysis of
data. Findings based on the interviews are more subjective and we have decided to report only
those concerns which seemed widespread and corroborated by several faculty. The interviews
did suggest that the perceptions of gender bias vary by department, with some departments
doing well and others less well in the treatment of women. We realize that even if a statistical


Source: Abagyan, Ruben - School of Pharmacy and Pharmaceutical Sciences, University of California at San Diego


Collections: Biology and Medicine