Survey
Campus Climate Survey of Female Faculty
and Staff
This survey was originally conducted in May 1999.
Full Report in PDF format. To view PDF files you will need to download a free copy of Adobe Acrobat Reader. To download Acrobat Reader Click here and follow the online instructions.
Highlights and Recommendations
Areas for Improvement
1. Most faculty and staff women do not think that the University makes a sincere effort to recruit or retain women administrators or faculty. If the University is making such efforts, they are not seen.
Suggested action: Investigate efforts to recruit and retain women administrators and faculty. Report those efforts to the campus community, with guidelines for increasing such efforts.
2. Almost no woman faculty has seen guidelines at UCR for encouragement of equitable retention of male and female faculty. Eighty percent of women staff have never seen information showing gender distribution among staff.
Suggested action: If there are guidelines and reports, they need to be made public. If there are no guidelines or reports, they should be created.
3. Most faculty women do not perceive sex equity in the promotion and tenure processes.
Suggested action: If there are measures to promote equity, they need to be made public to women faculty. If there are no measures, they need to be created.
4. There is a perception of no support from administration in handling sexual harassment issues. Women faculty and staff aren't aware of policies/procedures and/or don't see them as effective. With such limited perception of support and efficacy, women will go elsewhere, such as to outside attorneys.
Suggested action: Initiate a campus-wide education campaign on the UCR protocol for addressing sexual harassment. This should include the following:
- Easily understood guidelines available on the UCR web for reporting and addressing sexual harassment.
- A written brochure sent to every UCR employee and readily available to students.
- Mandatory sexual harassment education for all UCR employees, beginning with education at new staff orientation.
- Regular reports to the campus community of sexual harassment incidents.
5. Most faculty women do not know that terms of employment are negotiable.
Suggested action: If the university wants to recruit women, it can initiate negotiations.
6. Most women faculty and 44% of women staff do not believe salaries are equitable with men's.
Suggested action: If there is data on equity, it should be made public. If there is not data, it should be gathered. If the data show inequities, those issues need to be addressed.
Additional Concerns
Almost half of the women faculty and over one-third of staff have concerns about safety on campus, particularly lighting, walkway safety, location of parking lots, frequency of police patrols, and location of emergency call boxes.
Over half of women faculty and one-third of women staff feel morale is low or feel powerless. Most women feel the University has made very little effort, no effort, or are unsure about the effort made to create and promote working conditions that would alleviate low morale.
Suggested action: Follow the recommendations of the Campus Morale Committee to address these concerns, already highlighted in the campus morale report.
Areas of Strength
1. Few women know of specific cases of discrimination in hiring at UCR.
2. Most faculty and staff believe that the people who evaluate them value their work.
3. Most staff believe they were offered the same terms (salary, staff, equipment, office) as a male staff member with the same qualifications and experience would receive. (Unfortunately, faculty do not agree.)
4. Most staff feel they have been provided with a clear description of their job responsibilities/ expectations and standards of performance. (Faculty are less sure of that.)
5. Most faculty and staff are satisfied with the safety precautions (lighting, call boxes, security systems, etc.) currently in place at UCR in their work environment. (However, many have concerns about safety on campus overall.)