Campus data provided by Planning, Budget and Analysis were analyzed and the results are presented in Attachments 1-5. Attachment 1 contains numbers and percentages of undergraduate and graduate students by gender for the academic years 1988-1989 through 1999-2000. Attachment 2 provides numbers and percentages of CU-Boulder staff by gender for a variety of categories. Numbers for each gender and ethnicity category are presented for the entire campus population in Attachment 3. The data from Attachment 3 are given in percentage form in Attachment 4. Attachment 5 shows salary data comparisons for faculty. The CCW recognizes that some efforts initiated on campus are only now in progress and that results cannot yet be expected.

Quotes from the focus groups (see Part II of this report for methods) are interspersed with the key findings of the quantitative analysis to illustrate the analysis of that data with perceptions of campus women. The key findings from the quantitative analysis are:

1. The figures in the Attachments clearly demonstrate that job segregation by gender exists at CU-Boulder. Most tenure-track and tenured faculty are men (74%), most officers are men (80%), and most clerical staff are women (52%). Only the gender distribution for professional exempt (50% male, 50% female) is relatively equal. The data did not allow the CCW to ascertain which professional exempt positions were associated with non-officer administrators.

   I mean, we only have [a very few] ...female faculty on campus to start with, and most of those are in associate and assistant professor positions. And so the pool of people [women] who are in full professor positions is very small, then, who can go on to be vice chancellors and presidents and other things (Professional Exempt Staff Member)

   [In] my experience in my workplace, where I've been for five years, I would say that power is in the hands of men, generally. (Staff Member)

2. The gender ratios of classified staff remained fairly constant from 1988-89 to 1998-99, with women comprising 60% of the total and men 40%. In 1999-2000, data for classified staff have now been divided into two subcategories: 1) food service, custodial and 2) other classified. Comments indicated that this group feels undervalued within the campus community.

   Those of us who are secretaries and have been doing it for twenty years, our college degrees don't really matter except that it allows us to clean up the syntax of the faculty. (Staff Member)

3. The percentage of female professional exempt has increased by 5 percentage points from 1990-1991 to the present, with female professional exempt currently 50% of the total. However, data are not yet available to identify the ratios of men and women for non-officer administrator positions within this classification.

   I think one confusing thing at CU is that there is such a hierarchy, and if you're down here, you're not supposed to go to the Board of Regents and present your plan, you're not supposed to go to the legislature, you can't go to the CCHE. (Professional Exempt Staff Member)

4. For the most part, women faculty at CU-Boulder are not paid comparably to men. On average, female full professors only receive compensation at a level of 90.6% compared with male full professors; female associate professors at 93.6% compared with male associate professors; female assistant professors at 91.8% compared with male assistant professors, and female instructors at 91.2% compared with male instructors. Initial examination of these data reveals that the disparity for full professors relates to the fact that the women have fewer years of service than the men. The campus actively examines this issue through the Salary Equity Appeals Committee. The largest salary disparity between men and women faculty appears to be in the natural sciences.

   I don't know everything that goes on up at the high levels in our department, but at least when I was sitting on the salary equity committee, it seemed to me that people in good faith were trying to make sure that salaries were equitable. Now, we have ... few enough women that it's hard — you can't do any statistical analysis on whether or not women's salaries are, you know, comparable to males', but it really seemed to me that they were really doing things in good faith and trying to keep salaries at reasonable levels. (Faculty Member)

5. Despite a slight improvement, the tenure-track and tenured faculty remain overwhelmingly male. In 1999-2000 men comprised 74% and women 26% of this group, compared to a ratio of 80% men and 20% women in 1990-1991. New hires of tenured and tenure-track faculty for 1998-1999 and 1999-2000 are predominantly male. However, new hires for instructors for 1998-1999 and 1999-2000 are predominantly female. The very small number of women creates a disproportionately heavy burden of advising and service on women faculty.

   [Within] a department, if you have ... one woman carrying the flag for you, it's impossible to do all of that plus keep up your end of teaching and research and, ... what you're there to do. Because we have more female students than male, most of the female students would love to have a female faculty member as their mentor. Well, now you have more "mentees" than you can handle. Committee assignments, there are only so many women, and you try to balance your committees. ... there are just too many ways to be stretched when you're one of the few, to try to carry that burden. (Faculty Member)

6. Men currently constitute 52% and women 48% of the undergraduate population, reflecting some change since 1988-1989 when the proportion of men was 54% and women 46%. Nationwide, women constitute the majority of the undergraduate student population.
7. The gender ratio of graduate students has also remained fairly stable. It is currently 54% male and 46% female, as opposed to 59% male and 41% female in 1988-1989. However, the skewed gender proportions of tenure-track and tenured faculty and of professional/technical staff clearly demonstrate that although we are educating women scholars and professionals, we are not hiring them.

   And I almost feel like, yes, sure, you're saying you want us — that you want to be supportive of women or other people who are underrepresented in [this field], but then there is such a clear difference between the people who are serious researchers and then the women in the department. (Faculty Member)

8. The numbers of minorities in all positions remain very low despite some slight improvement since 1988-1989. Few of the percentages of minorities in professional exempt and faculty positions reflect State of Colorado demographics.

   1. The number of African-American professional exempt (both male and female) has increased from 0 in 1988-1989 to a total of 31 (20 male and 11 female) in 1999-2000. African Americans comprise 8% of the total of 331 professional exempt employees, 23 or 3% of the 998 faculty, and 48 or 2% of the total 2,213 staff. African Americans make up 4.3% of the population of Colorado (12.7% nationally).
   2. The number of Hispanic/Latinas (os)/Chicanas (os) professional exempt (both male and female) has increased from 12 in 1988-89 to a total of 22 (12 male and 10 female) in 1999-2000. Individuals in this category comprise 6% of the total of 331 professional exempt employees, 1 or 5% of the 20 officers, 43 or 4% of the 998 faculty, and 345 or 16% of the total 2,213 staff. Hispanic/Latinas(os)/Chicanas(os) make up 14.5% of the population of Colorado (11.2% nationally).
   3. The number of Native American professional exempt (both male and female) has decreased from 7 in 1988-1989 to a total of 5 (3 male and 2 female) in 1999-2000. The individuals in this category comprise 1.5% of the total of 331 professional exempt employees, 6 or .6% of the 998 faculty, and 29 or 1.3% of the total 2,213 staff. Native Americans make up .9% of the population of Colorado (.9% nationally).
   4. The number of Asian-American professional exempt (both male and female) has increased from 3 in 1988-1989 to a total of 11 (6 male and 5 female) in 1999-2000. Asian Americans comprise 4% of the total of 331 professional exempt employees, 0% of the officers, 58 or 6% of the 998 faculty, and 143 or 6% of the total 2,213 staff. Asian Americans make up 2.4% of the population of Colorado (3.9% nationally).

   Of course, you know, when you are the only one, you do — it's like being the only minority. You hear more. The students come in, seek you out, and then ... you get it all, you just get it all. (Faculty Member)