University of Wisconsin
Madison
Faculty Document 1540
4 December 2000
COMMITTEE ON WOMEN IN THE UNIVERSITY
ANNUAL REPORT, 1999-2000
I. Statement of Committee Functions
The Committee on Women in the University:
1. Evaluates and monitors the status of women faculty and academic staff at the university;
2. Recommends to the University Committee and Academic Staff Executive Committee for
consideration and action proposals related to priorities, programs, and policies directed
toward improving the status of women at the University of Wisconsin-Madison;
3. Makes suggestions to administrative offices about implementing priorities and policies
designed to address issues of gender equity.
As required by Faculty Policies and Procedures 6.09.D, the Committee on Women in the University
adopted a document specifying its operating procedures: “Current Internal Procedures” (19 January
2000). A “Statement on Diversity in the Committee” (15 December 1999), attached to the
committee’s operating procedures, provides a foundation for identifying potential future members
and will be forwarded each spring, along with suggested names, to the Committee on Committees
and the Nominating Committee (Appendix A: Current Internal Procedures/Statement on Diversity in
the Committee).
II. Institutional Context
In the spirit of shared governance and collegiality, members and friends of the Committee on Women
in the University continue to work collaboratively with offices and programs whose work directly
affects the climate for women faculty and staff at the university. A list of liaisons with campus
committees, offices, and organizations is available from the Office of the Secretary of the Faculty.
To reach women beyond our campus, the committee has strengthened relationships with Cabinet 99,
a UW-Madison alumnae group, and with the Committee on Institutional Cooperation’s Women’s
Advocacy Network. Finally, the committee is working to build a national profile by sharing ideas
and best practices with other committees and commissions on women, both in person and online.
This work would not be possible without the support and active involvement of campus leaders,
whose efforts to build responsiveness and support for women into the university’s daily life and
activities have benefitted our entire community. On 17 May 2000, the Committee on Women in the
University unanimously approved a resolution of thanks to Chancellor David Ward:
The Committee on Women in the University thanks Chancellor David Ward for his
efforts to create a learning and working environment that includes and supports all
members of our campus community. In his role as chancellor from 1993 to 2000, David
Ward has recognized and responded vigorously to the needs of diverse groups. The
Committee on Women in the University especially appreciates his willingness to listen to
the voices of women faculty, staff, and students. Chancellor Ward’s active engagement
with issues of particular concern to women and responsiveness in championing new
initiatives that benefit women have transformed our campus.
(continued)
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III.
1999-2000 Activities
Child Care Issues. In spring 1999, the University Child Care Committee and the Committee on
Women in the University worked together to develop a three part survey that elicited quantitative and
qualitative information about each campus child care center’s mission, personnel, and finances. In
March 2000, the Committee on Women in the University reviewed and endorsed the University
Child Care Committee’s White Paper on Child Care.
Climate Initiative. In 1999-2000, the Committee on Women in the University's work group on
climate focused on ways to heighten awareness of how day-to-day experiences affect people’s
perceptions about the work and learning environment. Our past efforts to improve the campus
climate have focused on more visible and often illegal behaviors, such as sexual harassment and
potential discrimination in pay. Now, we seek to address more subtle behaviors that affect climate.
The committee’s climate initiative is designed to identify and change interactions that may create a
sense of personal unhappiness and professional frustration, highlight and encourage positive actions
that make our campus genuinely friendly and supportive, and foster an open dialogue about how we
can build a safe and productive community. This initiative serves as an umbrella for several related
efforts.
A. In May 1999, the Committee on Women in the University recommended that the university
expand ombuds services, providing access to all university employees. This recommendation
was partly fulfilled with the expansion of ombuds services for faculty: Linda Greene, associate
vice chancellor for academic affairs and ombuds for faculty, now assists men as well as women.
The committee reiterates its recommendation to provide ombuds services for academic and
classified staff. The University of Wisconsin-Madison has many resources designed to assist
employees in resolving workplace issues, but the complexity of the campus and the diversity of
resources can be intimidating and confusing, compounding rather than ameliorating feelings of
alienation and frustration. An ombudsperson provides an easily identifiable point of access and
can play an invaluable role in facilitating the resolution of workplace problems that limit the
productivity, collaboration, confidence, and creativity of university employees.
B. The Committee on Women in the University plans to develop a series of workshops, the first of
which, Maximizing Productivity and Team Interaction in Your Research Team, will address
specific challenges of working in a laboratory environment. Most research laboratories have
people of different ages, levels of experience, education, gender, culture, and race working long
hours in relatively close quarters. These circumstances provide fertile ground for the
development of interpersonal conflicts. To complicate matters, most researchers receive little
management training and are surprised and dismayed at how much time interpersonal issues
consume. This workshop will help principal investigators maximize the productivity and
professional growth of their research groups by learning to motivate members, resolve conflicts,
provide a supportive and safe environment, and build cohesive, collegial teams. Participating
researchers will gain awareness and skills enabling them to:
Y build more productive research programs,
Y create a positive graduate training environment,
Y improve graduate student recruitment and retention and shorten time to degree,
Y write more competitive federal training grant applications (providing evidence that our
university strives to provide a positive environment for graduate education),
Y intervene early and resolve conflicts more effectively, and therefore
Y spend more time on research and less on personnel problems.
Forthcoming seminars will address issues specific to other university environments.
(continued)
UW-Madison Fac Doc 1540 - 4 December 2000
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C. The Committee on Women in the University invites deans to partner in a campus-wide
discussion of climate issues. The committee has developed two documents to facilitate analysis
and discussion of climate issues. “A Springboard for Discussion” defines climate issues;
provides national, regional, and UW-system data to support the timeliness and importance of
addressing these issues; and offers an initial statement of solution. Vignettes collected from
women and men on our campus are included to add a human dimension and increase awareness
of the personal and professional repercussions of daily experiences, whether positive or negative.
Provost Wiley will introduce this initiative to deans in Fall 2000.
Data on Women Faculty. The Committee on Women in the University continues to collaborate
with the Office of Human Resources and the Office of Budget, Planning, and Analysis to monitor
gender equity in faculty hires and promotions (Appendix B: University of Wisconsin-Madison
Faculty Hires; Appendix C: Faculty Promotions to Tenure by Gender; Appendix D: Faculty
Headcount by Rank and Gender; Appendix E: Headcount of Faculty and Staff by Gender). The
percentage of women in the faculty as a whole has continued to increase, rising from 18.0% in 1990
to 22.9% in 1999. The committee thanks the Office of Budget, Planning and Analysis for
incorporating gender analysis in the Data Digest (available online at http://www.bpa.wisc.edu).
Diversity. The committee examined its own composition, values, and practices and adopted a
“Statement on Diversity in the Committee” (15 December 1999). This document provided a
foundation for identification of potential future members during the winter months and was
forwarded, along with suggested names, to the Committee on Committees and the Nominating
Committee in May 2000. To create opportunities for women beginning academic careers, the
committee formed a “New Perspectives” work group. The committee thanks Marianne Milligan
(Graduate Student, Linguistics), Julie Mitchell (Postdoctoral Fellow, Medicine), and Sara Young
(Graduate Student, German) who suggested ways to identify and include graduate students and
postdoctoral fellows as “friends of the committee.” Finally, the committee established a calendar and
procedures for nominating candidates for positions on key governance committees.
Gender Equity in Faculty Pay. In spring 1999, following review of the Office of Budget, Planning,
and Analysis’s statistical analyses of faculty salary data and an outside consultant’s report, the
Committee on Women in the University recommended both immediate and long-term review
processes at the college or school level to ensure equity in faculty pay. The committee advised that
the processes should incorporate both regression data and “analysis of comparables,” in recognition
of the contribution to pay made by easily quantified variables, such as time since degree, and factors
more difficult to measure, such as quality of work. The committee’s recommendations for immediate
action were accepted by Provost John Wiley and would have been implemented in 1999-2000 had the
pay plan not been delayed. The recommendations are being implemented during the 2000-2001
Gender Pay Equity Exercise.
Leadership. The committee is expanding efforts to share information, best practices, and
strategies for success with committees and commissions on women nationwide, both in person and
online.
A. Linda Greene, Jo Handelsman, Christopher Lee, and Lindsey Stoddard Cameron represented the
Committee on Women in the University at “Women’s Lives, Women’s Voices, Women’s
Solutions: Shaping a National Agenda for Women in Higher Education” (27-29 March,
University of Minnesota, Minneapolis), collaborating with Terry Brown (assistant dean of arts
and sciences, University of Wisconsin-River Falls) to present “Assessing Equity and Creating
Change in the Wisconsin System”. This workshop highlighted results of UW System’s
Initiative on the Status of Women and successful initiatives of the Committee on Women in the
(continued)
UW-Madison Fac Doc 1540 - 4 December 2000
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University. Presenters shared information about the UW System committee’s methods, findings,
and recommendations; identified foundational principles for the Committee on Women’s recent
activities; and invited dialogue about efforts of other committees and commissions on women.
B. A web site (http://wiscinfo.doit.wisc.edu/secfac/cwomen/index.htm), designed by the
committee’s “national profile” work group, provides information about the committee’s
membership, calendar, operating procedures, and current activities. When complete, the site will
link our Committee on Women in the University to sister committees at University of Wisconsin
System, Committee on Institutional Cooperation (CIC), and Research I institutions. Efforts to
develop and advertise the site will continue in 2000-2001.
Sexual Harassment Project. The Committee on Women in the University continues to partner with
the Office of the Provost, the Equity & Diversity Resource Center, and other members of our
academic community in developing and providing sexual harassment information and resources. To
increase awareness, make information readily accessible, and facilitate communication with contact
persons, the sexual harassment work group created a website
(http://www.wisc.edu/edrc/sexualharassment/) and published two brochures: Sexual Harassment:
Defining and Addressing a Community Concern and Sexual Harassment: How to Respond When
Someone Confides in You. The provost introduced these resources with a mailing to all employees
in February 2000. The planning group and a team of committed faculty and staff facilitators have
begun to offer informational sessions, developed in consultation with deans, to department chairs
and administrators, academic departments, and support units across campus. An informational
session for members and friends of the Committee on Women in the University was held on 3
February 2000. Concurrently, resources for addressing and preventing sexual harassment are being
renewed. Deans and directors have identified sexual harassment contact persons in each school,
college, and division. The Equity & Diversity Resource Center provided orientation sessions for
contact persons and the planning group is hosting a series of debriefing meetings to identify contact
persons’ concerns, information needs, and ideas for improving communication across campus.
IV. Current Issues and Concerns
Climate Initiative (please see above).
Pay/Promotion Issues. The committee will examine a number of questions related to pay and
promotion generated by recent efforts to help ensure gender equity in faculty salaries.
UW System Initiative on the Status of Women. The committee will review and respond to
recommendations presented in Equality for Women in the University of Wisconsin System: A Focus
for Action in the Year 2000.
(continued)
UW-Madison Fac Doc 1540 - 4 December 2000
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V. Committee Membership, 1999-2000
Faculty:
Vicki Bier
Patricia Flatley Brennan
Frederick Buttel
Molly Carnes
Cecilia Ford
Jo Handelsman (chair)
Jane Larson
Monica Macaulay
Beverly Moran
Industrial Engineering
Industrial Engineering
Rural Sociology
Medicine: Geriatric Medicine
English
Plant Pathology
Law
Linguistics
Law
Member Since
1999
1997
1997
1998
1999
1998
1997
1998
1999
Term Ends
2002
2003
2000
2001
2002
2001
2000
2001
2002
Academic Staff:
Yolanda Garza
Eileen Hanneman
Christopher Lee
Carla Love
Heidi Marleau Kathy Sisneros
Office of the Dean of Students
Institute for Environmental Studies
College of Letters & Science
German
CHS Library
University Housing
1996
1996
1996
1996
1998
1998
2000
2002
2001
2000
2000
2000
Ex-Officio/Non-Voting:
Linda Greene
Luis Piñero
Office of the Provost
Equity & Diversity Resource Center
1999
2000
Staff:
Lindsey Stoddard Cameron Office of the Secretary of the Faculty
1996
The Committee on Women in the University thanks friends of the committee and departing members:
Frederick Buttel
Yolanda Garza
Jane Larson
Carla Love
Heidi Marleau
Kathy Sisneros
Rural Sociology
Office of the Dean of Students
Law
German
CHS Library
University Housing
1997
1996
1997
1996
1998
1998
2000
2000
2000
2000
2000
2000
2000
2000
2000
2000
2000
2000
2003
2003
2003
2003
2001
2002
The Committee on Women welcomes:
Linda Bartley
Tonya Brito
Jeff Hamm
Judith Manning
Sharon Stern
Phyllis Holman Weisbard
School of Music
Law School
School of Education, Academic Services
Medical Microbiology & Immunology
Office of Undergraduate Admissions
Women’s Studies
(continued)
UW-Madison Fac Doc 1540 - 4 December 2000
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University of Wisconsin-Madison: Annual Report of the Committee on Women in the University,
1999-2000
Appendix A: Current Internal Procedures/Statement on Diversity in the Committee UNIVERSITY OF WISCONSIN-MADISON
COMMITTEE ON WOMEN IN THE UNIVERSITY
CURRENT INTERNAL PROCEDURES
(January 2000)
1. The functions of the Committee on Women in the University are established in Faculty Policies and
Procedures (FPP 6.56.B).
2. The Committee on Women in the University meets monthly during the fall and spring semesters. An
annual calendar of committee meetings is established each year in May and is posted in Bascom Hall.
Working groups may hold additional meetings, scheduled at the convenience of group members, to
address issues currently before the committee. Working groups regularly bring information and
proposals back to the committee as a whole for discussion and approval.
3. During the first meeting of the academic year, in September, the Committee on Women in the
University:
1) discusses its operating procedures for the coming year;
2) establishes the role of and expectations for committee members;
3) establishes the chair selection procedure to be followed in the spring; and
4) identifies and sets priorities for initiatives.
Committee members use the committee’s “Statement on Diversity” (adopted 15 December 1999,
attached) as a foundation for identifying potential future members. The committee as a whole
forwards proposed names for consideration by the faculty’s Committee on Committees and the
academic staff’s Nominating Committee.
Normally, the committee as a whole selects the committee chair for the coming year at its final
meeting in May and communicates its decision to the Committee on Committees before 1 June.
Committee members periodically review, and revise as appropriate, the prioritized list of agenda
items.
4. Meeting agendas reflecting the committee’s priorities are set by the committee chair, in consultation
with a small planning team. Meeting materials normally are distributed one week prior to the
meeting.
5. Decisions are made by consensus or, if formal votes are taken, by a majority of those present. A
quorum of eight voting members is required for a formal vote.
(continued)
UW-Madison Fac Doc 1540 - 4 December 2000
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University of Wisconsin-Madison: Annual Report of the Committee on Women in the University, 1999-2000
Appendix A: Current Internal Procedures/Statement on Diversity in the Committee UNIVERSITY OF WISCONSIN-MADISON
COMMITTEE ON WOMEN IN THE UNIVERSITY
STATEMENT ON DIVERSITY IN THE COMMITTEE
(15 December 1999)
The Committee on Women in the University can serve the University of Wisconsin-Madison best when
its membership reflects diverse experiences and perspectives.
To address issues of importance to women effectively, the committee must ensure an open and
supportive environment in which all members exchange ideas and contribute to proposals and
recommendations.
The committee must also educate and diversify itself, in order to strengthen committee members’ own
understanding of key issues and to communicate women’s concerns and needs effectively to the campus
as a whole.
To achieve this end, committee members will strive for breadth of committee composition when
nominating new members, seeking to include the voices of committed men and women across:
Y
Y
Y
Y
schools, colleges, and divisions
academic disciplines (diversity of research models/approaches)
faculty divisions, and
academic staff classifications (administrative, instructional, research, and student services roles),
with particular attention to the inclusion of:
Y faculty and staff whose research focuses on the status of women and/or issues of importance to
women
Y faculty and staff whose work creates a positive, supportive climate for women
Y women in science, mathematics, and engineering disciplines
Y individuals of differing races and ethnicities (in particular, voices of women of color)
Y individuals of both genders and all sexual preferences, and
Y individuals with disabilities.
In addition to striving for diversity among its own membership, it is important for the Committee on
Women in the University to build relationships with groups it does not currently consult. Key areas for
effort in 2000-2001 include consulting with members of the classified staff (perhaps through the NonRepresented Classified Staff Council) and providing committee experience to students preparing for
academic careers (perhaps through an internship for graduate or professional students or for postdoctoral fellows). Initiating links with organizations serving women students is a third initiative to
consider.
(continued)
UW-Madison Fac Doc 1540 - 4 December 2000
University of Wisconsin-Madison: Annual Report of the Committee on Women in the University, 1999-2000
Appendix B: University of Wisconsin-Madison Faculty Hires
University of Wisconsin-Madison: New Faculty Hires, 1989-1999
Probationary Faculty (Numbers)
90
80
70
60
50
# Male
# Female
40
30
20
10
0
19891990
19901991
19911992
19921993
19931994
19941995
19951996
19961997
19971998
19981999
19992000
University of Wisconsin-Madison: New Faculty Hires, 1989-1999
Probationary Faculty (Percentages)
80.00%
70.00%
60.00%
50.00%
% Male
40.00%
% Female
30.00%
20.00%
10.00%
0.00%
19891990
19901991
19911992
19921993
19931994
19941995
19951996
19961997
19971998
19981999
19992000
University of Wisconsin-Madison New Faculty Hires, 1989-1999: Probationary Faculty (Numbers, Percentages) graphs
were prepared on 15 September 2000 by the Office of Human Resources and the Office of the Secretary of the Faculty.
Data were drawn from the Integrated Appointment Data System (IADS) [EEO data prior to 1994-1995, IADS data,
1994-1995 to present] and represent hires on an annual basis [15 May to 14 May].
UW-Madison Fac Doc 1540 - 4 December 2000
University of Wisconsin-Madison: Annual Report of the Committee on Women in the University, 1999-2000
Appendix B: University of Wisconsin-Madison Faculty Hires
University of Wisconsin-Madison: New Faculty Hires, 1989-1999
Faculty Appointed with Tenure (Numbers)
30
25
20
# Male
15
# Female
10
5
0
19891990
19901991
19911992
19921993
19931994
19941995
19951996
19961997
19971998
19981999
19992000
University of Wisconsin-Madison: New Faculty Hires, 1989-1999
Faculty Hired with Tenure (Percentages)
120.00%
100.00%
80.00%
60.00%
% Male
% Female
40.00%
20.00%
0.00%
1989- 1990- 1991- 1992- 1993- 1994- 1995- 1996- 1997- 1998- 19981990 1991 1992 1993 1994 1995 1996 1997 1998 1999 1999
University of Wisconsin-Madison New Faculty Hires, 1989-1999: Faculty Appointed with Tenure (Numbers,
Percentages) graphs were prepared on 15 September 2000 by the Office of Human Resources and the Office of the
Secretary of the Faculty. Data were drawn from the Integrated Appointment Data System ( IADS ) [EEO data prior
to 1994-1995, IADS data, 1994-1995 to present] and represent hires on an annual basis [15 May to 14 May].
UW-Madison Fac Doc 1540 - 4 December 2000
University of Wisconsin-Madison: Annual Report of the Committee on Women in the University, 1999-2000
Appendix C: Faculty Promotion to Tenure by Gender
Faculty Promotions to Tenure by Gender
Entering
Cohort
1986
1987
1988
1989
1990
1991
1992
1993
Women
Promoted within
6
Years
Total Hired
23
25
61
43
32
36
26
22
Count
13
9
23
15
15
15
13
12
Men6
Promoted within
Years
Promoted within 9
Years
Percent
56.5
36.0
37.7
34.9
46.9
41.7
50.0
54.5
Count
20
14
32
26
21
Percent
87.0
56.0
52.5
60.5
65.6
Total Hired
50
73
89
75
85
56
56
46
Count
27
39
47
41
35
29
33
31
Promoted within 9
Years
Percent
54.0
53.4
52.8
54.7
41.2
51.8
58.9
67.4
Count
34
47
62
47
50
Percent
68.0
64.4
69.7
62.7
58.8
Source: UW Madison Tenure file Note: Probationary faculty only. Adjustments made for time on tenure clock outside UW. No adjustments for tenure clock extensions.
Promoted to Tenure Within 6 Years
100
Women
Promoted to Tenure Within 9 Years
80
Men
Percent
Percent
80
100
60
40
20
60
40
Women
20
0
Men
0
1986
1987
1988
1989
1990
1991
1992
1993
1986
1987
1988
1989
1990
Source: Office of Budget, Planning and Analysis-University of Wisconsin-Madison Data Digest, 1999-2000 (p. 32)
UW-Madison Fac Doc 1540 - 4 December 2000
http://www.bpa.wisc.edu/datadigest/DataDigest1999-2000.pdf
University of Wisconsin-Madison: Annual Report of the Committee on Women in the University, 1999-2000
Appendix D: Faculty Headcount by Rank and Gender
Faculty Headcount by Rank and Gender
1990
Professor
Women
Men
Women
Men
Women
Men
Women
Men
Women
Men
Total
Associate Professor
Assistant Professor
Instructor
Total Faculty
Women Faculty as Percent of Total
146
1,297
94
327
196
379
3
2
439
2,005
2,444
18.0
1991
144
1,283
102
323
199
360
2
8
447
1,974
2,421
18.5
1992
153
1,291
113
313
196
354
3
7
465
1,965
2,430
19.1
1993
157
1,297
124
323
179
332
2
5
462
1,957
2,419
19.1
1994
179
1,269
126
327
166
304
0
0
471
1,900
2,371
19.9
1995
181
1,249
135
319
146
254
1
0
463
1,822
2,285
20.3
1996
191
1,201
146
305
128
238
1
0
466
1,744
2,210
21.1
1997
196
1,174
157
314
122
205
2
1
477
1,694
2,171
22.0
1998
212
1,158
138
295
129
201
1
1
480
1,655
2,135
22.5
1999
225
1,140
126
284
135
213
0
1
486
1,638
2,124
22.9
SOURCE: October EEO and IADS data.
Women as Percent of Faculty by Rank
40%
Women Faculty as Percent of Total
Professor
Associate
Assistant
40%
30%
30%
20%
20%
10%
10%
0%
0%
1990 1991 1992 1993 1994 1995 1996 1997 1998 1999
1990 1991 1992 1993 1994 1995 1996 1997 1998 1999
Source: Office of Budget, Planning and Analysis-University of Wisconsin-Madison Data Digest, 1999-2000 (p. 31)
UW-Madison Fac Doc 1540 - 4 December 2000
http://www.bpa.wisc.edu/datadigest/DataDigest1999-2000.pdf
University of Wisconsin-Madison: Annual Report of the Committee on Women in the Uiversity, 1999-2000
Appendix E: Headcount of Faculty and Staff by Gender
Headcount of Faculty and Staff by Gender
1990
1991
1992
1993
1994
1995
1996
1997
1998
1999
463
439
447
465
462
471
466
477
480
486
2,005
1,974
1,965
1,957
1,900
1,822
1,744
1,694
1,655
1,638
2,444
2,421
2,430
2,419
2,371
2,285
2,210
2,171
2,135
2,124
Executive/Director/
127
132
137
139
146
146
136
143
156
163
Administrator
200
211
214
215
201
208
206
207
202
203
327
343
351
354
347
354
342
350
358
366
Instructional
414
402
437
465
485
510
556
585
698
753
Academic Staff
596
641
642
681
717
738
832
879
1,075
1,106
1,010
1,043
1,079
1,146
1,202
1,248
1,388
1,464
1,773
1,859
Other
1,563
1,641
1,730
1,811
1,856
1,853
1,882
1,932
2,033
2,180
Academic Staff
1,454
1,496
1,525
1,583
1,631
1,630
1,635
1,687
1,739
1,758
3,017
3,137
3,255
3,394
3,487
3,483
3,517
3,619
3,772
3,938
Classified Staff
2,718
2,722
2,729
2,755
2,793
2,758
2,706
2,728
2,750
2,804
2,173
2,121
2,137
2,153
2,175
2,108
2,086
2,107
2,126
2,141
4,891
4,843
4,866
4,908
4,968
4,866
4,792
4,835
4,876
4,945
Employes-in-Training
132
163
173
186
204
221
262
275
255
237
364
405
429
448
450
443
466
474
466
452
496
568
602
634
654
664
728
749
721
689
Graduate Assistants
1,427
1,487
1,570
1,589
1,596
1,541
1,557
1,592
1,713
1,903
2,713
2,763
2,775
2,689
2,665
2,606
2,445
2,418
2,472
2,613
4,140
4,250
4,345
4,278
4,261
4,147
4,002
4,010
4,185
4,516
Total
6,820
6,994
7,241
7,407
7,551
7,492
7,565
7,732
8,085
8,526
9,505
9,611
9,687
9,726
9,739
9,555
9,414
9,466
9,735
9,911
Grand Total
16,325
16,605
16,928
17,133
17,290
17,047
16,979
17,198
17,820
18,437
SOURCE: October EEO and IADS data. NOTES: LTEs, Student and Unclassified hourly workers excluded. Excludes University Hospitals & Clinics staff- see
technical note 4. Instructional academic staff increased over 200 in 1998 due to the merger of Physicians Plus Medical Group & the UW Medical Foundation.
Faculty
UW-Madison Fac Doc 1540 - 4 December 2000
Women
Men
Total
Women
Men
Total
Women
Men
Total
Women
Men
Total
Women
Men
Total
Women
Men
Total
Women
Men
Total
Women
Men
Source: Office of Budget, Planning and Analysis, University of Wisconsin-Madison Data Digest, 199-2000 (p. 30)
http://www.bpa.wisc.edu/datadigest/DataDigest1999-2000.pdf