Slide 1: UC Berkeley (UCB) Chairs & Deans, Tenure-Track Faculty, Postdoctoral Scholars, Graduate Students, and Undergraduates by Gender, Dec Sources (top to bottom): UCB Chairs & Deans list, 2007; UCB Fac. Pers. Records, 2007; UCB HRMS Aff. Action detail rep., 2007 (postdocs); Office of Student Research Student Census File, N=

Slide 2: UCB Faculty Social Sciences* by Rank, Gender, and Ethnicity, Dec N= *Social Science includes Division of Social Sciences and International Areas Studies. **URM=Individuals of African, Hispanic, or American Indian or Alaskan native origins. ***Chair/Dean figures are broken down only by gender because of low counts. ****Source: UCB Faculty Applicant Pool Database, Not all departments have responded. *****Based on PhDs granted to U.S. Residents, , at the 50 Institutions producing the most PhDs at Top Quartile Rated doctoral programs (National Research Council Reputation Ratings), Survey of Earned Doctorates. Faculty Headcount Source: UCB Faculty Pers. Rec

Slide 3: UCB Faculty Headcount by Gender, Source: UCB Faculty Personnel Records,

Slide 4: UCB Undergraduate Admit/Applicant Ratio by Gender* Freshman Applicants, Source: UCB Office of Student Research (OSR), Undergraduate Applicant Files, *Includes Calif. residents & non-residents. Prop 209 Goes into Effect

Slide 5: Achieving Tenure at UCB by Gender and STEM*/Non-STEM (Includes All Current and Former UCB Faculty with Assistant Start Dates July ) Source: UCB Faculty Personnel Records, Total N= Wom.-STEM, 86 to 45; Men-STEM., 315 to 178; Wom.-Non.-STEM, 229 to 119; Men.-Non.-STEM, 292 to 163. *Includes Physical/Biological Sciences, Math., & Technology.

Slide 6: Advancing through the Ranks (mean age/time) : UCB Faculty by Gender* Source: UCB Faculty Personnel Records, *All segments of bars represent 15+ individuals. **Phys. Sc., Technology, Engineer., & Math.

Slide 7: Significant Differences* in the % of UCB Faculty in the Sciences Satisfied** with Various Elements of Their Position, by Gender PTEM***Bio. Sc.Soc. Sc.All Science Wom. Men Wom. Men Wom. Men Wom. Men Teaching Responsib.71%87%84%95%75%80%77%88% Committee Respons.81%87%66%83%70%81%72%85% Welcome to Berkeley61%74%58%59%61%80%60%71% Balance Personal/Prof.29%45%43%57%30%51%34%50% Time for Scholarly Work21%38%37%54%23%43%27%44% Time for Self14%34%37%46%23%46%26%40% Total N, Women=109+, Men=383+Source: UCB Faculty Climate Survey, *Yellow shading denotes that gender differences are significant (p<.05) when controlling for rank and sub-groups in the sciences. **Includes very satisfied and somewhat satisfied vs. somewhat dissatisfied and very dissatisfied. Note: Other elements of satisfaction surveyed included: current rank, current salary, advising respons., quantity/quality of research space, res. and library fac., computer fac., $ for new ventures, number & quality of grad. students, opp. to collaborate w. faculty, intellectual stimulation, clerical/admin. supp., parking, housing, & commute time. ***Phys. Sc., Technology, Engineer., & Math.

Slide 8: % of UCB Faculty Citing Selected Job Factors* as Weighing Heavily in Their Decision to Stay or Leave UCB, by Gender & Race/Ethnicity Rank Selected Job FactorsTotalMenWom.White AsianURM** 1Annual salary43%47%34%39%33%63% 2Geographical location38%37%43%41%42%21% 3Collegial interaction34%33%38%33%17%37% 4Spouse/partner employ.32%28%43%32%42%37% 5Total compensation31%32%27%32%42%26% 6Dep./univ. reputation24%30%13%26%8%16% 7Overall program quality24%26%21%24%17%26% 8$ for new ventures24%23%25%21%42%32% 9Housing avail./cost22%24%18%20%17%26% 10Opp. to collaborate21%22%16%21%17%21% 11Teaching resp./opp.21%17%29%21%8%26% 12Research facilities20% 21%19%25%26% 18Comm. to diversity5%2%13%1%17%32% N=185N=126N=56N=140N=12N=19 Yellow shading indicates significant difference at.05 level. Green shading=sig. diff. at.10 level from ref. group (male or white). Blue shading indicates significant difference at.01 level. Source: UCB Faculty Retention Survey, *Prior to any counteroffer by UCB. Faculty could choose up to 5 different factors. ** Individuals of African, Hispanic, or American Indian origins.

Slide 9: The Baby Lag for Univ. of Calif. (UC) Women Faculty in Pursuit of Tenure *Year 0 represents Assistant Professor Hire Date Years Before Hire DateYears After Hire Date Hire Date Hire Date N=2340 Men 982 Women Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden “The UC Faculty Work and Family Survey.” (

Note: Yellow shading denotes p<.05 significant difference based on chi-square. Slide 10: Methods Used by UCB Departments to Enhance/Diversify Faculty Pool Rank Order Possible Methods Used by Departments to Enhance Pool (percent using particular method by self-evaluation of success) Self-Evaluation of Success at Hiring Women* All Dep. (n=59) Excellent (n=25) Not Exc. (n=29) 1 Listed faculty positions in multiple venues96%97%96% 2 Job descrip. made clear women/minorities were encourg. to apply76%90%84% 3 Made personal calls to encourage potential candidates to apply84%86%84% 4 Selected diverse search committees92%79%84% 5 Included graduate student input in search process92%72%82% 6 Made calls to colleag. asking them to enc. wom./minor. to apply80%83%80% 7 Circulated job descr. among networks wom./minority educators88%72%79% 8 Designated an affirmative action officer to serve on search64%90%77% 9 Approached or interviewed applicants at professional meetings72% 73% 10 Established relationships with local/national women/minority org.68%52%59% 11 Educated search committee members on div./equity/affirm.52%55%54% 12 Discounted care-giving related resume gaps32%41%36% 13 Prioritized sub-disciplines with high diversity36%31%32% 14 Encouraged UC President's Postdoctoral Fellows to apply36%31%32% 15 Interviewed candidates at a variety of conferences36%21%27% Note: Light Green shading denotes p<.10 significant difference based on chi-square. Source: UCB Departmental Faculty Recruitment Survey, *Please Note: Departmental self-evaluation of success was highly correlated with our independent analysis of actual success.