The President’s Council on
Gender Equity
Annual Report
2008-09
Texas Tech University
Martha Smithey, Council Chair
Associate Professor of Sociology
m.smithey@ttu.edu
www.depts.ttu.edu/genderequity/
Charge
• Advise the President on matters related to
gender issues at Texas Tech University
• To make recommendations for changes to
ensure an equitable and inclusive environment
for all members of the university community.
• The Council is advisory and does not have final
authority to direct, control or supervise any
activities related to the operations or activities
of the institution.
• For more information on the charge and bylaws
of the Council visit the website for The Office of
the President and click the link to “Councils”.
Council Committees
• Family Committee: Examines employee
and student balance of demands relevant
to family and workplace.
• Climate Committee: Examines
environment for student and employees
• Employment Committee: Examines
recruitment, hiring and retention of student
and employees.
Employment Committee
Salary Analysis: AY 2008-09
Female associate professors make
on average $4,784.19 a year
less than male associate
professors regardless of years at
TTU, college, being current chair of
the department, and the percent
females in the department.
Employment Committee
Salary Analysis: AY 2008-09
Female instructors make on
average $4,573.63 a year less
than male instructors regardless
of years at TTU, college, the
percent females in the
department, and whether they are
full or part-time instructors.
Gender Demographics and
Opportunity for Promotion
College by Gender: AY 2008-09
Engineering
Architecture
Business Admin
Agriculture
Mass Comm
Honors
Arts&Sciences
Law
Male
Female
VisualPerfArts
Human Sciences
Education
0
20
40
60
Percent
80
100
Department by Gender
A g A p p Eco n
E ng T e c h
G e o S c i e nc e s
C i v i l E ng
P hy s i c s
La nd A r c h
N a t R e s M g mt
M e c hE ng
I nd E ng
E nv T o x i c o l o g y
E l e c t E ng
C he m&B i o c he m
A r c hi t e c t ur e
C he mE ng
P o l i S c i e nc e
C o mp S c i e nc e
P hi l o s o p hy
E c o nG e o g
B us A d mi n
M at h
M a s s C o mm
P e t E ng
B i o l S c i e nc e s
P l a nt S o i l S c i e nc e
Ho no r s
A g E d uc &C o mm
A ni mF o o d S c i
Hi s t o r y
M us i c
La w
SA SW
P s y c ho l o g y
HE S S
C l a s s M o d La ng
A rt
E ng l i s h
C o mmS t ud i e s
Male
A p p P r o f S t ud i e s
Female
D esi g n
N ut Ho s p R t l ng
T he a t r e / D a nc e
E d uc a t i o n
HD F S
0
20
40
60
Percent
80
100
Department Head by Gender
100
Percent
80
Male
60
Female
40
20
0
AY 2007
AY 2008
Tier One Competitors:
Gender Demographic
Rankings
Percent Female Faculty
TEXAS TECH
39
UNT
38
UTA
38
UTSA
34
UTEP
31
UH
29
UTD
26
0
10
20
30
Percent
40
50
Percent Female Department Heads/Chairs
UNT
40
UTSA
26
UH
26
UTA
24
UTEP
21
UTD
13
TEXAS TECH
5
0
10
20
30
Percent
40
50
Percent Female Deans
UTEP
63
UTA
33
UNT
27
UTSA
25
TEXAS TECH
8
UH
UTD
6
0
0
10
20
30
40
Percent
50
60
70
Consequences
• Lower ability of academic
departments to recruit and retain
productive female faculty
– see PCGE Annual Report 2007-08
• Lower rankings among Tier One
competitors
Recommendations for Resolution
three year plan of resolution for female
associate professors and instructors should be implemented.
The Office of the President or Provost should appoint three
university-level Salary Equity Review Committees for the first
year and one for the following to years.
SALARY ANALYSIS: A
GENDER DEMOGRAPHICS:
• Texas Tech should strive toward increasing the number of
female academic-administrators. A notable difference should
be evident within the next five years. The President, Provost,
and Deans should be mindful of this goal and document efforts
to recruit and promote females into academic-administrative
positions at all levels.
• Texas Tech should implement all relevant recommendations
from the NSF Advance-PoWERS study.
• Texas Tech should institutionalize personnel positions under
advisory of the President’s Council on Gender Equity to monitor
and address gender equity. A primary responsibility for these
personnel should be the implementation and documentation of
progress of the practices recommended by the NSF AdvancePoWERS study.
Faculty Senate
The Council requests that the
Faculty Senate formally
endorse the recommendations
for resolution of salary inequity
for female associate
professors and instructors.