RECOMMENDATION 9: CORRECT INEQUITIES IN HIRING, PROMOTION, TENURE, COMPENSATION, AND WORKING CONDITIONS FOR WOMEN EMPLOYEES.

Discussion of the problem: A survey of the distribution of women employees at our institutions indicates that they are conspicuously underrepresented in many of the organizational units. Women's opportunities for career advancement are inequitably restricted, as evidenced by their disproportionate under-representation in positions of administrative and supervisory responsibility, and by their disproportionate overrepresentation in positions of lower rank or status, less compensation, and less job security. Faculty and other professional women are less well paid than their male counterparts, and faculty women are less likely to achieve tenure or, having achieved tenure, to be promoted to full professor. Non-exempt staff positions tend to be highly sex- segregated. In the segments of the workforce in which women predominate, such as clerical and office workers, opportunities for career advancement are severely limited. Far too many women report being intimidated or silenced, when they have spoken out against these facts of university life; they also report profound distrust or dissatisfaction with available grievance and other conflict resolution mechanisms.

Vision for the Year 2000:

1. Employees in all ranks report that they have satisfactory access to opportunities for career advancement.

2. Equity monies are allocated in each collective bargaining process to address gender inequities in earnings.

3. There are no significant gender differences in achievement of tenure or in years in rank for members of the faculty.

4. Peer review and evaluation of faculty teaching and research gives equitable recognition to the substance and methodologies of work in Women's Studies.

5. Employees express satisfaction with the grievance or other conflict resolution mechanisms they have utilized.

6. No employees report reluctance to utilize available grievance or other conflict resolution mechanisms.

7. Wage levels of non-exempt staff are based upon considerations of comparable worth.

8. A sophisticated analysis of salaries, taking into account such factors as the market value of a discipline or professional expertise, highest degree earned, position or rank, and years in position or rank, suggests that gender is not a factor.

9. The university hires an outside firm specializing in public institution compensation studies to undertake a salary and wage analysis every three years.