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Dashboard Indicators on the Status of Women at IU Bloomington Spring 2012 Prepared by the Office for Women’s Affairs

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A series of data about the women at Indiana University

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Page 1: Dashboard Indicators

Dashboard Indicators

on the Status of Women at IU Bloomington

Spring 2012

Prepared by the Office for Women’s Affairs

Page 2: Dashboard Indicators

2

to the 2012 Dashboard Indicators on the Status of Women of the Bloomington campus of Indiana University, which we are providing as part of the celebratory events of the 40th anniversary of the Office for Women’s Affairs’ (OWA) mission.

Dashboard Indicators provide a snapshot of some of the important issues that OWA and the university have always been concerned with, including women’s leadership, faculty composition, faculty recognition, composition of the staff workforce, as well as enrollment and persistence data for students. While there are many other areas that data and time constraints did not allow us to include, the available indicators provide an opportunity for readers to examine progress made as well as challenges that remain. In keeping with the sage that “one picture is worth a thousand words,” we have provided graphics that illustrate striking evidence of the successes and challenges concerning the status of women. As with any good inquiry, the data also raises new questions about mechanisms, opportunities, constraints, existing policies as well as practices and goals that, we hope, others with long-standing interests in these areas in addition to those who are newly empowered by the current data will, indeed, take up in the future.

OWA is very grateful to Dr. Eric Mokube, who serves OWA as the Director of the Savant Program, Research and our Fiscal Officer. His leadership has been very important in data gathering and analysis. Furthermore, we wish to express gratitude as well to members of our Faculty and Staff Advisory Boards and current OWA staff, who offered advice about what we should include, coupled with comments on earlier drafts of the document. We are also grateful to previous OWA Deans, their team members and allies in the university as well as Bloomington communities, on whose shoulders we stand. Last, but certainly not least, we are especially grateful to the Office of the Vice-Provost for Faculty and Academic Affairs (VPFAA), Office of Affirmative Action and University Human Resource Services (UHRS), for providing the data that we have utilized to configure the Dashboard Indicators.

Finally, we thank each of you in advance for taking time out of your schedules to examine, peruse and to offer your comments on the data as you work individually and collectively to improve and to move forward the standing of Indiana University by elevating the status of women faculty, staff and students.

Welcome

Yvette M. Alex-Assensoh, DeanThe Office for Women’s Affairs (OWA) Spring 2012

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3

Stat

ewid

e De

mog

raph

ics

Figure 1: State of Indiana Population Data by Gender

2000 2010

Male Female

51% 50.8%

Figure 2: Racial and Ethnic Profiles of Women in Indiana

American Indian

African American

Asian American

Hispanic

White

2000 2010

0.1%45%

1.6%4.4%

0.8%0.1%

43%

2.8%4.7%

0.5%

Source: Indiana State Gov. website; US Census data spring 2012.

Women comprise a majority, which has decreased slightly over the last decade.

Source: Indiana State Gov. website; US Census data spring 2012.

The proportion of women of color has increased over the last decade with the exception of American Indians. The percentage of white women has decreased slightly since 2000.

I. Statewide Demographics by Gender

Page 4: Dashboard Indicators

4

II. Board of Trustees at Indiana University

Figure 3: Women Members of the Indiana University Board of Trustees

1970/71-1979/80

2000/01-2009/10

1990/91-1999/00

1980/81-1989/90

Male Female

26%17%18%21%

100%

20%

0%

40%

60%

80%

Figure 4: Gender Distribution of Appointees Holding Academic Administrative Positions (2000-2005)

2000-01 2004-052003-042002-032001-02

V. President (0/4)

Assoc. Dean (13/25)

Chairperson (16/71)

Dean (4/13)

Chancellor (3/7)

Sr. Admin. (0/3)

V. President (1/3)

Assoc. Dean (15/22)

Chairperson (17/80)

Dean (3/15)

Chancellor (2/7)

Sr. Admin. (0/4)

V. President (1/4)

Assoc. Dean (13/21)

Chairperson (21/69)

Dean (5/12)

Chancellor (2/8)

Sr. Admin. (1/4)

V. President (1/3)

Assoc. Dean (13/24)

Chairperson (28/75)

Dean (6/9)

Chancellor (2/8)

Sr. Admin. (2/5)

V. President (0/3)

Assoc. Dean (13/24)

Chairperson (23/67)

Dean (5/9)

Chancellor (3/7)

Sr. Admin. (4/5)

100%

20%

0%

40%

60%

80%

Figure 5: Gender Distribution of Appointees Holding Academic Administrative Positions (2005-2010)

2008-09 2009-102007-082006-072005-06

V. President (0/3)

Assoc. Dean (15/24)

Chairperson (24/65)

Dean (5/12)

Chancellor (1/6)

Sr. Admin. (6/7)

V. President (0/2)

Assoc. Dean (15/22)

Chairperson (28/72)

Dean (6/14)

Chancellor (1/7)

Sr. Admin. (5/11)

V. President (2/4)

Assoc. Dean (21/23)

Chairperson (25/71)

Dean (4/12)

Chancellor (N/A)

Sr. Admin. (6/10)

V. President (2/4)

Assoc. Dean (17/23)

Chairperson (25/76)

Dean (4/14)

Chancellor (N/A)

Sr. Admin. (9/12)

V. President (1/4)

Assoc. Dean (17/22)

Chairperson (25/75)

Dean (4/12)

Chancellor (N/A)

Sr. Admin. (8/10)

Male

Male

III. Academic Administrative Positions

Source: Board of Trustee website; http://www.indiana.edu/~trustees/trustees/academic-years/1850-1860.shtml. Spring 2012.

Since the 1970s, women have comprised less than 30% of the Board of Trustees membership, with percentages dipping below 20% in the 1980s and 1990s. From 1970 to 1980, 4 of the 18 trustees were women. From 1980 to 1990, 2 of the 11 trustees were women. From 1990 to 2000, 3 of the 19 trustees were women. From 2000 to 2010, 5 of the 19 trustees were women.

Source: VPFAA spring 2012. Data were provided by the Office of the Vice Provost for Faculty and Academic Affairs (VPFAA) in Spring 2009 and 2012. The categories are defined as follows: Vice President includes Provost and Vice Presidents. Senior Administration includes Associate Vice Presidents, Vice Provosts and Associate Provosts. Chancellor includes Vice Chancellors and Associate Vice Chancellors. Deans include only Academic Deans and Associate Deans include only Faculty appointed to Associate Dean positions.

Percentage of women in academic leadership positions on the Bloomington campus has not yet reached 50%. In fact, there is volatility within each year and across positions. While we see some level of stability at the lower levels of administration, including Chairpersons and Associate Deans, there are still disproportionately more women at the Associate Dean than the Dean levels. Also, over the 10 year-period under review, there has been approximately only a 10 % increase in the Chairperson level.

Wom

en’s

Lead

ersh

ip

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Source: VPFAA spring 2012. V. President includes Provost and Vice Presidents; Sr. Administration includes Associate V. Presidents, V. Provost and Associate Provosts; Chancellor includes V. Chancellors and Associate V. Chancellors; Deans includes only Academic Deans; Associate Deans includes only academic appointments.

At the highest levels of administration, women were unrepresented, although they have served as Associate Deans and Chairpersons. There were also racial differences, with American Indians, Latinas, Asian and African American women holding fewer positions than their white counterparts.

100%

25%

0%

50%

75%

V. President ChairpersonAssociate DeansDeansSr. Administrator Chancellor

Male

100%

25%

0%

50%

75%

V. President ChairpersonAssociate DeansDeansSr. Administrator

American Indian (0/0)

White (23/65)

Hispanic (0/2)

Asian (0/6)

African American (2/2)

American Indian (0/0)

White (17/22)

Hispanic (0/0)

Asian (0/1)

African American (0/0)

American Indian (0/0)

White (3/10)

Hispanic (0/1)

Asian (1/0)

African American (0/1)

American Indian (0/0)

White (6/8)

Hispanic (0/0)

Asian (1/0)

African American (1/2)

American Indian (0/0)

White (1/4)

Hispanic (0/0)

Asian (0/0)

African American (0/0)

Male

Female

Figure 6: 2000-2001

American Indian (0/0)

White (14/66)

Hispanic (1/1)

Asian (1/2)

African American (0/2)

American Indian (0/0)

White (12/23)

Hispanic (0/0)

Asian (1/0)

African American (0/2)

American Indian (0/0)

White (4/11)

Hispanic (0/1)

Asian (0/1)

African American (0/0)

American Indian (0/0)

White (2/5)

Hispanic (0/1)

Asian (0/0)

African American (1/1)

American Indian (0/0)

White (0/3)

Hispanic (0/0)

Asian (0/0)

African American (0/0)

American Indian (0/1)

White (0/2)

Hispanic (0/0)

Asian (0/0)

African American (0/1)

Figure 7: 2009-2010

Female

Source: VPFAA spring 2012. Data were provided by the Office of the Vice Provost for Faculty and Academic Affairs (VPFAA) in Spring 2009 and 2012. The categories are defined as follows: Vice President includes Provost and Vice Presidents. Senior Administration includes Associate Vice Presidents, Vice Provosts and Associate Provosts. Chancellor includes Vice Chancellors and Associate Vice Chancellors. Deans include only Academic Deans and Associate Deans include only Faculty appointed to Associate Dean positions.

Percentage of women in academic leadership positions on the Bloomington campus has not yet reached 50%. In fact, there is volatility within each year and across positions. While we see some level of stability at the lower levels of administration, including Chairpersons and Associate Deans, there are still disproportionately more women at the Associate Dean than the Dean levels. Also, over the 10 year-period under review, there has been approximately only a 10 % increase in the Chairperson level.

100%

20%

0%

40%

60%

80%

Figure 4: Gender Distribution of Appointees Holding Academic Administrative Positions (2000-2005)

2000-01 2004-052003-042002-032001-02

V. President (0/4)

Assoc. Dean (13/25)

Chairperson (16/71)

Dean (4/13)

Chancellor (3/7)

Sr. Admin. (0/3)

V. President (1/3)

Assoc. Dean (15/22)

Chairperson (17/80)

Dean (3/15)

Chancellor (2/7)

Sr. Admin. (0/4)

V. President (1/4)

Assoc. Dean (13/21)

Chairperson (21/69)

Dean (5/12)

Chancellor (2/8)

Sr. Admin. (1/4)

V. President (1/3)

Assoc. Dean (13/24)

Chairperson (28/75)

Dean (6/9)

Chancellor (2/8)

Sr. Admin. (2/5)

V. President (0/3)

Assoc. Dean (13/24)

Chairperson (23/67)

Dean (5/9)

Chancellor (3/7)

Sr. Admin. (4/5)

100%

20%

0%

40%

60%

80%

Figure 5: Gender Distribution of Appointees Holding Academic Administrative Positions (2005-2010)

2008-09 2009-102007-082006-072005-06

V. President (0/3)

Assoc. Dean (15/24)

Chairperson (24/65)

Dean (5/12)

Chancellor (1/6)

Sr. Admin. (6/7)

V. President (0/2)

Assoc. Dean (15/22)

Chairperson (28/72)

Dean (6/14)

Chancellor (1/7)

Sr. Admin. (5/11)

V. President (2/4)

Assoc. Dean (21/23)

Chairperson (25/71)

Dean (4/12)

Chancellor (N/A)

Sr. Admin. (6/10)

V. President (2/4)

Assoc. Dean (17/23)

Chairperson (25/76)

Dean (4/14)

Chancellor (N/A)

Sr. Admin. (9/12)

V. President (1/4)

Assoc. Dean (17/22)

Chairperson (25/75)

Dean (4/12)

Chancellor (N/A)

Sr. Admin. (8/10)

Male

Male

Racial and Ethnic Profiles of Women in Academic Administration

Wom

en’s

Lead

ersh

ip

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6

1969 1979 1989 1991 1996 2001 2006 2009 2010

100%

20%

0%

40%

60%

80%

Figure 8: Women Tenure/Tenure-Track Faculty (1969-2010)

FullProfessor

AssociateProfessor

AssistantProfessor

Facu

lty C

ompo

sitio

n

Source: IU Library Archives and IU Fact Book.

The highest percentages of female faculty are concentrated in the Assistant Professor rank, while the lowest percentages are found in the full Professor rank, where faculty have the ability to exercise the most influence and authority.

100%

25%

0%

50%

75%

V. President ChairpersonAssociate DeansDeansSr. Administrator Chancellor

Male

100%

25%

0%

50%

75%

V. President ChairpersonAssociate DeansDeansSr. Administrator

American Indian (0/0)

White (23/65)

Hispanic (0/2)

Asian (0/6)

African American (2/2)

American Indian (0/0)

White (17/22)

Hispanic (0/0)

Asian (0/1)

African American (0/0)

American Indian (0/0)

White (3/10)

Hispanic (0/1)

Asian (1/0)

African American (0/1)

American Indian (0/0)

White (6/8)

Hispanic (0/0)

Asian (1/0)

African American (1/2)

American Indian (0/0)

White (1/4)

Hispanic (0/0)

Asian (0/0)

African American (0/0)

Male

Female

Figure 6: 2000-2001

American Indian (0/0)

White (14/66)

Hispanic (1/1)

Asian (1/2)

African American (0/2)

American Indian (0/0)

White (12/23)

Hispanic (0/0)

Asian (1/0)

African American (0/2)

American Indian (0/0)

White (4/11)

Hispanic (0/1)

Asian (0/1)

African American (0/0)

American Indian (0/0)

White (2/5)

Hispanic (0/1)

Asian (0/0)

African American (1/1)

American Indian (0/0)

White (0/3)

Hispanic (0/0)

Asian (0/0)

African American (0/0)

American Indian (0/1)

White (0/2)

Hispanic (0/0)

Asian (0/0)

African American (0/1)

Figure 7: 2009-2010

Female

Source: VPFAA spring 2012. V. President includes Provost and Vice Presidents; Sr. Administration includes Associate V. Presidents, V. Provost and Associate Provosts; Chancellor includes V. Chancellors and Associate V. Chancellors; Deans includes only Academic Deans; Associate Deans includes only academic appointments.

Women are now serving at higher levels of administration as Vice Presidents as well as Senior Administrators. They continue to serve, at slightly higher rates as Deans, Associate Deans and Chairpersons. There is very little racial diversity in academic administration.

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Facu

lty C

ompo

sitio

n

200030%

200131%

200232%

200336.1%

200436.8%

200537%

200638.5%

200739.1%

200839.5%

200939.9%

201040.9%

201141%

Male

Female

100%

20%

40%

60%

80%

Figure 9: Full-Time Academic by Gender (2000-2011)

Source: VPFAA data provided in spring 2012. Full-time academic faculty includes: Librarians, Researchers, Visiting Scientist, Academic Specialists, Clinical Faculty, Lecturers, Acting Professors, Adjunct Faculty, and Tenured/Tenure-track Faculty.

While men comprise the solid majority of full-time faculty on the Bloomington campus, the data also show a steady increase in the hiring of female faculty, with the sharpest increase happening between 2002 and 2003.

2003 2004 2005 2006 2007 2008 2009 20112010

5%

6%

1%

0%

2%

3%

4%

Figure 10: Full-Time Women Faculty of Color (2003-2011)

Black

Asian

AmericanIndian

Hispanic

MultiEthnic

Source: Disaggregated data by gender and race are available only in 2003 and beyond.

With the exception of the Asian women of color category, almost every other category was flat. African American women saw an increase of only 0.3% from 2003 to 2010; for Hispanic women that number increased by only 0.2% and for American Indians it moved upwards by 0.03% within the same period.

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Facu

lty C

ompo

sitio

n

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011

MaleFemale

100%

20%

40%

60%

80%

Figure 11: Part-Time Faculty By Gender (2000-2011)

Source: VPFAA data provided in spring 2012. Full-time academic faculty includes: Librarians, Researchers, Visiting Scientist, Academic Specialists, Clinical Faculty, Lecturers, Acting Professors, Adjunct Faculty, and Tenured/Tenure-track Faculty.

There is virtually no gender difference in the distribution of part-time faculty.

2003 2004 2005 2006 2007 2008 2009 2010 2011

5%

1%

0%

2%

3%

4%

Figure 12: Part-Time Women of Color Faculty (2003-2011)

Black

Asian

AmericanIndian

Hispanic

MultiEthnic

Source: VPFAA data provided in spring 2012. Black is both native and foreign born; Hispanic is both native and foreign born; Asian is both native and foreign born. The Multi Ethnic category began in 2010 for faculty reporting more than one ethnic group.

With the exception of the Asian women and the multi ethnic categories, almost every other group’s representation was flat. It mirrored the pattern for full-time faculty (see Fig. 10).

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Female Faculty Retention Data for Select Years

Figure 13: Women Faculty Resignations (2003-2009)

2003 2004 2005 2006 2007 2008 2009

100%

20%

0%

40%

60%

80%FullProfessor

AssociateProfessor

AssistantProfessor

Total 32% Total 33%Total 41% Total 29% Total 34% Total 40% Total 41%

Source: Office of Affirmative Action report to the BFC, spring 2010.

Resignations among female faculty have generally been highest at the rank of Assistant Professor, which is consistent with the national trends. What is troubling about the IUB data are the resignations by tenured faculty at the Associate and full Professor rank. There is a suggestion from anecdotal data that resignations are due to a variety of issues, including better offers from other universities, climate issues at departmental levels and lack of suitable employment for spouses.

Facu

lty C

ompo

sitio

n

100%

25%

0%

50%

75%

Full Professor Associate Professor Assistant Professor

Figure 14: Women Faculty Resignations by Ethnicity (2003)

Indian American (0)

White (0)

Hispanic (0)

Asian (1)

African American (0)

Total Wom

en (1)

Total Men (8)

Indian American (0)

White (0)

Hispanic (0)

Asian (1)

African American (2)

Total Wom

en (3)

Total Men (3)

Indian American (0)

White (1)

Hispanic (1)

Asian (1)

African American (3)

Total Wom

en (6)

Total Men (10)

Source: Office of Affirmative Action report to the BFC, spring 2010.

There are racial differences in faculty resignations. The majority of African-American and Latinas resigned after obtaining tenure. There is not a clear pattern of resignation among white women. Among Asian women, the data are more mixed, with a majority resigning before tenure in one year, but most resigning after obtaining tenure.

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Figure 16: Gender Distribution of William Patten Foundation Winners (1970-2009)

1990-1999(7/28)

2000-2009(10/27)

1970-1979(5/25)

1980-1989(7/49)

Male Female

27%20%12.5%17%

IV. Gender Composition of Faculty Recognition at IUBWilliam Patten Foundation

Source: The William T. Patten Foundation website http://patten.indiana.edu/formerLecturers. Spring 2012

Women continue to comprise a small minority of the William Patten Foundation lecturers invited to campus, although there have been improvements over the years.

Facu

lty R

ecog

nitio

n100%

25%

0%

50%

75%

Full Professor Associate Professor Assistant Professor

Figure 15: Women Faculty Resignations by Ethnicity (2009)

Indian American (0)

White (2)

Hispanic (0)

Asian (0)

African American (0)

Total Wom

en (2)

Total Men (7)

Indian American (0)

White (1)

Hispanic (1)

Asian (0)

African American (0)

Total Wom

en (2)

Total Men (2)

Indian American (0)

White (4)

Hispanic (0)

Asian (2)

African American (0)

Total Wom

en (6)

Total Men (11)

Source: Office of Affirmative Action report to the BFC, spring 2010.

There are racial differences in faculty resignations. In 2009, there was no resignation among African American women. In contrast, the majority of whites and Latinas resigned after obtaining tenure. Among Asian women, the data are more mixed, with none resigning at the full and Associate Professorial rank, but two resigning at the Assistant Professorial level.

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2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

100%

20%

0%

40%

60%

80%

Figure 17: Named Professors/Endowed Chairs By Gender (2000-2011)

Female

Male

Source: VPFAA at IUB spring 2012. Named Professorships are a means of recognizing and honoring outstanding faculty in the colleges and schools. Such faculty are expected to exemplify standards of excellence in the performance of teaching, research and service within a specific discipline/profession.

Men comprise almost 80% of the named Professors/Endowed Chairs, while women comprise 20%. With the exception of modest improvements at the beginning and at the end of the decade, very little has changed.

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

100%

20%

0%

40%

60%

80%

Figure 18: Racial and Ethnic Profiles of Women Who Hold Named Professor/Endowed Chair Positions (2000-2010)

White

AfricanAmerican

Asian

Hispanic

Other

0%

0%

0%

Source: VPFAA at IUB spring 2012. Named Professorships are a means of recognizing and honoring outstanding faculty in the colleges and schools. Such faculty are expected to exemplify standards of excellence in the performance of teaching, research and service within a specific discipline/profession.

No Asian, Latina or Native American female faculty member has been appointed to a named professorship or endowed chair. In 2009, one black female professor was appointed to a named professorship/endowed chair and in 2010, another black female professor was appointed to a named professorship/endowed chair. In 2000, there were 12 white female professors appointed to named professorship/endowed chairs and the number has grown to a total of 38 in 2010.

Facu

lty R

ecog

nitio

n

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2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

100%

20%

0%

40%

60%

80%

Figure 19: Special Professors by Gender (2000-2010)

Female

Male

Source: VPFAA spring 2012. Special Professors includes Distinguished, Provost, Chancellors’ and College Professors.

For the last decade, women have held about 20% of the Special Professorships on campus, while men have held the remaining 80%. Little has changed over the last decade.

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

100%

20%

0%

40%

60%

80%

Figure 20: Racial and Ethnic Profiles of Women Who Hold Special Professorships (2000-2010)

White

AfricanAmerican

Asian

Hispanic

Other

0%

0%

0%

Source: VPFAA spring 2012. Special Professors includes Distinguished, Provost, Chancellors’ and College Professors.

There are no Asian, Latina/Hispanic or Native American female special professors on the Bloomington campus of Indiana University. From 2000 to 2007, there was a single African American female who held the status of special professor. Eight white female faculty held the status of special professor in 2000 and that number has grown to 15 in 2010.

Facu

lty R

ecog

nitio

n

Page 13: Dashboard Indicators

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2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2010

100%

20%

0%

40%

60%

80%

Figure 21: Full-time Non-Academic Women Workforce by EEO Category (2000-2011)

Professional

Clerical

Technical

Skilled Craft

ServiceMaintenanceSt

aff D

ata

Source: Data from the Office of Affirmative Action. All data are from October 1 frozen files, spring 2012.

Women staff members are disproportionally represented among the lower-paid clerical category and underrepresented among the higher paid skilled craft and professional categories. The EEO categories are based on the Salary Grade and the job responsibility they are related to. “Full-time” is defined as someone who works 40 standard hours/week. This may be a person who has 2 jobs that each requires 20 standard hours of work/week. “Part-time” is anything less than a total of 40 standard hours/week. For benefit status see this link: http://hr.iu.edu/enroll/video.html

100%

25%

0%

50%

75%

Professional Service MaintenanceSkilled CraftTechnicalClerical

Indian American (1)

White (322)

Hispanic (6)

Asian (8)

African American (8)

Indian American (0)

White (30)

Hispanic (0)

Asian (0)

African American (0)

Indian American (0)

White (125)

Hispanic (2)

Asian (5)

African American (2)

Indian American (3)

White (1113)

Hispanic (10)

Asian (20)

African American (23)

Indian American (4)

White (862)

Hispanic (12)

Asian (24)

African American (21)

Total Men 912/ Women 923 Total Men 150/ Women 1169 Total Men 190/ Women 134 Total Men 438/ Women 30 Total Men 474/ Women 346

Figure 22: Racial and Ethnic Breakdown of Full-time Nonacademic Women Staff (2000)

100%

25%

0%

50%

75%

Professional Service MaintenanceSkilled CraftTechnicalClerical

Indian American (1)

White (214)

Hispanic (8)

Asian (8)

African American (6)

Indian American (0)

White (26)

Hispanic (0)

Asian (0)

African American (0)

Indian American (0)

White (105)

Hispanic (2)

Asian (2)

African American (0)

Indian American (3)

White (983)

Hispanic (8)

Asian (12)

African American (17)

Indian American (1)

White (1104)

Hispanic (14)

Asian (49)

African American (38)

Native Hawaiian (1)

Multi Ethnic (22)

Native Hawaiian (0)

Multi Ethnic (11)

Total Men 1262/ Women 1229 Total Men 166/ Women 1031 Total Men 175/ Women 111 Total Men 364/ Women 27 Total Men 476/ Women 240

Figure 23: Racial and Ethnic Breakdown of Full-time Nonacademic Women Staff (2011)

Native Hawaiian (0)

Multi Ethnic (1)

Native Hawaiian (1)

Multi Ethnic (1)

Native Hawaiian (0)

Multi Ethnic (0)

Source: Data from the Office of Affirmative Action. All data are from October 1 frozen files, spring 2012.

In 2000, white women held a majority of all staff positions and the representation among women of color is very low, especially in the technical and skilled craft categories.

V. Women Staff

Page 14: Dashboard Indicators

14

1970 1980 1990 2000 2010

UndergraduateWomen

GraduateWomen

100%

20%

40%

60%

80%Undergraduate

Men

GraduateMen

Enrollment data graduate and undergraduate levels at the decade level IUB!

Figure 24: Enrollment Data for Graduate and Undergraduate Students by Gender (1970-2010)

VI. Student Enrollment

Sources: Office of the Registrar; IU Archives—Enrollment Statistics spring 2012.

Women’s enrollment surpassed the enrollment of their undergraduate male counterparts in the 1990s, but is currently at par with men. Women graduate enrollment is basically on par with men at the aggregate level.

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100%

25%

0%

50%

75%

Professional Service MaintenanceSkilled CraftTechnicalClerical

Indian American (1)

White (322)

Hispanic (6)

Asian (8)

African American (8)

Indian American (0)

White (30)

Hispanic (0)

Asian (0)

African American (0)

Indian American (0)

White (125)

Hispanic (2)

Asian (5)

African American (2)

Indian American (3)

White (1113)

Hispanic (10)

Asian (20)

African American (23)

Indian American (4)

White (862)

Hispanic (12)

Asian (24)

African American (21)

Total Men 912/ Women 923 Total Men 150/ Women 1169 Total Men 190/ Women 134 Total Men 438/ Women 30 Total Men 474/ Women 346

Figure 22: Racial and Ethnic Breakdown of Full-time Nonacademic Women Staff (2000)

100%

25%

0%

50%

75%

Professional Service MaintenanceSkilled CraftTechnicalClericalIndian Am

erican (1)

White (214)

Hispanic (8)

Asian (8)

African American (6)

Indian American (0)

White (26)

Hispanic (0)

Asian (0)

African American (0)

Indian American (0)

White (105)

Hispanic (2)

Asian (2)

African American (0)

Indian American (3)

White (983)

Hispanic (8)

Asian (12)

African American (17)

Indian American (1)

White (1104)

Hispanic (14)

Asian (49)

African American (38)

Native Hawaiian (1)

Multi Ethnic (22)

Native Hawaiian (0)

Multi Ethnic (11)

Total Men 1262/ Women 1229 Total Men 166/ Women 1031 Total Men 175/ Women 111 Total Men 364/ Women 27 Total Men 476/ Women 240

Figure 23: Racial and Ethnic Breakdown of Full-time Nonacademic Women Staff (2011)

Native Hawaiian (0)

Multi Ethnic (1)

Native Hawaiian (1)

Multi Ethnic (1)

Native Hawaiian (0)

Multi Ethnic (0)

Source: Data from the Office of Affirmative Action. All data are from October 1 frozen files, spring 2012.

In 2010, only the professional category reflected a measure of improvement in the representation of women of color. The clerical, skilled craft, technical and service maintenance categories were basically the same as they were a decade ago.

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Figure 25: Percentage of Undergraduate Minority Women Enrollment to Total Undergraduate Enrollment (1980-2010)

1980 1990 2000 2010

20%

0%

40%

60%

80%

Total 21873Minority Women 2066

Total 24911Minority Women 2428

Total 25623Minority Women 3099

Total 30422Minority Women 4661

Source: Office of the Registrar; IU Archives—Enrollment Statistics spring 2012.

1980 1990 2000 2010

100%

20%

0%

40%

60%

80%

Figure 26: Undergraduate Enrollment Among Women of Color (1980-2010)

AfricanAmerican

AsianAmerican

IndianAmerican

HispanicAmerican

Total2006

Total2428

Total3099

Total4661

Source: Office of the registrar; IU archives—Enrollment statistics spring 2012.

Asian women have experienced an increase in enrollment patterns. Black women, who had the highest enrollment record among minority groups in the 1980s, continue to see their numbers decline. Latina and Native American women’s enrollment patterns have decreased and flat lined, respectively. Overall, the student enrollments are certainly not proportionate to growth among women of color in the state.

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2002-2003

2003-2004

2004-2005

2005-2006

2006-2007

2007-2008

2008-2009

2009-2010

2010-2011

2011-2012

100%

20%

0%

40%

60%

80%

Figure 27: Degree Conferred at IUB by gender from 2002-2011

MaleFemale

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

Doctorate

Bachelor’s

Master’s

DoctorateDegree Completion

Source: University Institutional Research and Reporting website http://www.iu.edu/~uirrr/reports/standard/degree.

Earlier in the decade, women were surpassing men in the percentage of degrees conferred at the bachelor’s degree level and were at par with men at the master’s degree level. The gender gap is also closing at the doctoral level.

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