NEW STUDY REVEALS UNIVERSITIES HAVE FAILED TO CLOSE THE DIVERSITY GAP IN RESEARCH CHAIRS
Edmonton, June 1, 2016
THE Academic Women's Association (AWA) at the University of Alberta has undertaken an independent comprehensive equity audit of the university. Over the next few months, we will be releasing this data, beginning with our research on the Canada Research Chairs (CRC) Program and the Canada Excellence Research (CERC) Program. Research led by Melinda Smith (AWA President) and Kisha Supernant (AWA Vice-President) found significant diversity gaps at the national level and, especially, at the University of Alberta. The attached two infographics demonstrate these diversity gaps in the CERC program at the national level and the CRC program at the Univeresity of Alberta.
DIVERSITY GAPS AMONG PROFESSORS AND IN UNIVERSITY LEADERSHIP AT UNIVERSITY OF ALBERTA
Edmonton, 14 June 2016
The Academic Women’s Association has undertaken an independent and comprehensive equity audit of the University of Alberta. The purpose of this equity audit is to assess the status of equity-seeking ‘designated groups’–women, Aboriginal peoples, visible minorities and persons with disabilities–in general and the status of women and gender equity in particular. In our first report and infographic released on June 1, 2016 we presented our findings on the diversity gaps among Canada Research Chairs and Canada Excellence Research Chairs.
Status of Women (%) - University of Alberta - 2016
Two decades after the inception of the University of Alberta’s equity plan, "Opening Doors" (1994), research by the Academic Women's Association indicates gender parity remains elusive. Over the past decade, the overall percentage of women profs has stalled at about 33-35%. In 2016, women constitute 34% (568/1649) of profs. Only 4.5% (75) are visible minority women, 0.6% (10) Aboriginal women, and 0.7% (11) women with disabilities. Women are 58% of undergrads but only 37.5% (222/592) of postdocs, 44% (231/532) of assistant profs, 26% (220/849) of full profs, 31% (20/64) of chairs, and 26% (5/19) of deans. The AWA urges the university to undertake a bold new equity action plan with transparent accountability mechanisms.
Diversity of Professoriate - University of Alberta - 2016
Two decades since the University of Alberta’s first equity plan, "Opening Doors" (1994), research by the Academic Women's Association indicates persistent diversity gaps. The professoriate remains overwhelming white (81%) and male (65.6%). In 2016 there are more male full profs--38% (629/1649)--than female profs across all ranks--34% (568/1649). Only 4.5% (74/1649) of the professorate are visible minority women, 0.6% (10/1649) Aboriginal women (First Nations, Métis, Inuit, and/or in multiple categories), and 0.5% (9/1649) women with disabilities. Women are 60% (553/929) of contract academic staff. Overall, a mere 1% of all profs (17/1649) are Aboriginal, 16% (271/1649) visible minorities, and 1.3% (21/1649) persons with disabilities. The AWA urges the university to undertake a bold new equity action plan with transparent accountability mechanisms.
Professors: Gender, Diversity, Intersectionality - University of Alberta - 2016
Two decades since the University of Alberta’s first equity plan, "Opening Doors" (1994), research by the Academic Women's Association indicates persistent diversity gaps. The professoriate remains overwhelming white (81%) and male (65.6%). In 2016 there are more male full profs--38% (629/1649)--than female profs across all ranks--34% (568/1649). Only 4.5% (74/1649) of the professorate are visible minority women, 0.6% (10/1649) Aboriginal women (First Nations, Métis, Inuit, and/or in multiple categories), and 0.5% (9/1649) women with disabilities. Aboriginal and visible minorities are particularly underrepresented. Among white profs men outnumber women 2:1. Among visible minority profs men outnumber women 3:1. There are slightly more Aboriginal women than men. The AWA urges the university to undertake a bold new equity action plan with transparent accountability mechanisms.
DIVERSITY GAPS IN FACULTY AWARDS FOR RESEARCH, TEACHING AND ENGAGEMENT
Edmonton, 27 June 2016
As part of an ongoing independent, comprehensive equity audit of the university, the Academic Women’s Association at the University of Alberta has undertaken a study of the faculty recognition awards granted to over 450 award recipients between 1968 and 2016. Led by Dr. Malinda S. Smith (AWA President) and Dr. Kisha Supernant (AWA Vice-President), the research team examined three types of recognition awards: first, awards for faculty excellence; second, internal and external awards for teaching excellence; and, third, awards for community engagement.
Status of Women in Research and Teaching (%) - University of Alberta - 2016
Research by the Academic Women's Association at the University of Alberta reveals diversity gaps in faculty excellence, research and teaching awards. Despite 22 years of "Opening Doors" equity policy, women remain underrepresented and often inequitably recognized. (1) Faculty Excellence for teaching, research, service and citizenship: Women faculty have been awarded only 10% of Distinguished University Professors, 25% of University Cups, and 37.5% of H.M. Tory Chairs. (2) Research Awards: Women are significantly underrepresented, holding 0% of CERCs, and 16% of Tier 1 and 29% of Tier 2 CRCs. (3) Teaching Awards: Only 27% of Vargo Teaching Chairs, 25% of Provost’s Award, and 30% of Rutherford Awards held by women. Excellence in research, teaching and service requires equitable support for, and recognition of, women, visible minorities, Aboriginal peoples, and persons with disabilities across diverse disciplines. The AWA urges the university to examine and remove any institutional barriers and biases in the nomination and selection procedures and processes that disadvantage diverse candidates.
Awards for Faculty Excellence, Teaching & Engagement - University of Alberta
The Academic Women's Association at the University of Alberta conducted an independent equity audit of 3 types of faculty recognition awards, and the over 450 recipients between 1968 and 2016. (1) Faculty Excellence: Diverse women are significantly underrepresented: Overall, 75.2% have been awarded to male faculty, including 90% of Distinguished University Professors, 75% of University Cups, and 73% of Vargo Chairs. (2) Faculty Teaching: Although representing 43-44% of assistant and associate profs, women only hold 25% of the Provost’s Awards and 30.3% of Rutherford Awards. The percent of 3M (34.1%), and Graduate Teaching (36.4%) awardees reflect the gender composition of faculty. Women have excelled in collaborative teaching awards such as for Teaching Units (43.7%) and the Alan Blizzard, as well as among contract academic staff (60%). (3) Community Engagement: Relatively new, women constitute 100% of Community Scholars, and the majority of Community Leaders, while men comprise 75% of UAlberta Advocates. The AWA urges nomination and selection committees to ensure structural barriers and unconscious biases do not prevent the fair consideration of diverse candidates for faculty awards.
THE DIVERSITY GAPS IN CANADIAN UNIVERSITY LEADERSHIP
Edmonton, 18 August 2016
A new study by the Academic Women’s Association at the University of Alberta found a significant diversity gap in the leadership of Canadian universities. As part of an ongoing, independent, and comprehensive equity audit of the university, the AWA examined the compositional diversity of presidential leadership teams at two representative clusters of universities – the U15 research-intensive universities located in 7 provinces, and 14 major universities in 4 provinces in western Canada. In total, the study examined the 142 senior administrators on the leadership teams at 24 major universities in Canada. The study’s findings suggest slow but steady progress toward gender equity but little progress toward racial/ethnic diversity in Canadian university leadership.
Senior Admin - Executive Leadership Teams (n=99) - U15 Research Universities - 2016
Three decades after the final Abella Report for the Royal Commission on Equality in Employment (1984) and
the Employment Equity Act (1986, 1995), equity in hiring, appointments, and leadership remains elusive in Canadian universities. A diversity gap persists in university leadership. Research conducted by the Academic Women’s Association on the U15 research-intensive universities shows some effort to close the gender gap but the broader diversity gap persists. There is a majority-male leadership at 53% (8) of the U15. Only 26.7% (4) of the U15 have near gender parity in leadership, while 20% (3) have a majority of women. There is an all- white leadership at 73.3% (11), and only 26.7% (4) have a visible minority in senior leadership. All the women— 40.4% (40)--in U15 senior leadership are white, and all the visible minorities—5% (5)--are male. The AWA urges recruitment firms, and university nomination and selection committees, to address structural barriers, cultural cloning, and unconscious biases that impede the promotion of women and especially visible minority and Aboriginal candidates into U15 senior leadership.
Senior Admin - Executive Leadership Team (n=78) - Universities in Western Canada- 2016
Universities across Canada have been engaged in employment equity programs for over three decades. Yet, a 2010 CAUT Education Review found that most Canadian universities remain “overwhelming white and male.” A 2013 University Affairs review of the 97 members of Universities Canada found women constituted about 23% of university presidents, 25% of vice-presidents (academic), and 21% of vice-presidents (research). This study by the Academic Women’s Association examined the status of women and the compositional diversity of university “executive leadership” or “president’s leadership teams” at the University of Alberta and 13 other universities in Western Canada. Overall, there is near gender parity, with 46.2% (36) women and 53.8% (42) men. While the gender gap in executive leadership is slowly closing, the racial/ ethnic gap remains stark: 91% of the 14 university leadership teams are white, 5.1% visible minority, and 3.9% Aboriginal women and men. In 2015 Catalyst’s “Women in Academia” stressed that “Canadian Aboriginal and visible minority faculty face challenges”. The AWA urges recruitment firms, and university nomination and selection committees, to address structural barriers, cultural cloning, and unconscious biases that impede the promotion of women and especially visible minority and Aboriginal candidates into senior leadership.
Senior Admin - Leadership Diversity by Position - U15 Research Universities - 2016
This study for the Academic Women’s Association examined the compositional diversity of presidents, vice- president (academic) and vice-president (research) at U15 research-intensive universities. The data show some progress towards gender equity, but little progress towards achieving racial/ethnic diversity. (1) Presidents and Vice-Chancellors: U15 presidents are overwhelming male (86.7%) and white (80%). Of the total, 66.7% (10) are white men, 20% (3) are visible minority men, and 13.3% (2) are white women. (2) Provost and Vice-President (Academic): Of the total U15 provosts, women hold 40% (6) and men hold 60% (9) of the positions. All (100%) of U15 provosts are white. (3) Vice-President (Research): Of these positions, 46.7% (7) are held by women and 53.3% (8) by men; and the majority (86.7%) are white. The current U15 leadership diversity pipeline has led to only white women and visible minority men advancing to leadership positions. The AWA urges recruitment firms, and university nomination and selection committees, to address structural barriers, cultural cloning, and unconscious biases that impede the promotion of women and especially visible minority and Aboriginal candidates into U15 leadership.
GENDER GAP IN CANADA RESEARCH CHAIRS BY TIER AND GRANTING AGENCY AT U15 INSTITUTIONS
Edmonton, 18 August 2016
As part of an ongoing, independent, comprehensive equity audit of the university, the Academic Women’s Association at the University of Alberta undertook a study of Canada Research Chairs (CRC) program. The purpose of the study was to examine the gender distribution of the 1683 Canada Research Chairs (CRCs) that were active in Canadian universities as of February 2016. This report is the fifth in our diversity gap research series, and provides a representative snapshot of the CRC distribution. Led by Dr. Malinda S. Smith (AWA President) and Dr. Kisha Supernant (AWA Vice- President), the AWA research team focused its analysis on the U15 research intensive universities, which are located in 7 different provinces across Canada. The U15 are home to 70.1% (1189) of all CRCs.
Canada Research Chairs - Gender Gap by Tiers - U15 Universities - 2016
This study examined 1189 active Tier 1 and Tier 2 Canada Research Chairs (CRCs) at U15 research intensive universities. These 1189 constitute 70.1% of the 1683 active CRCs. If the CRC gender gap is to close then the U15 will need to take a lead. At the U15, men hold 72.5% (862) of CRCs and women hold 27.5% (329) of all CRCs. The gender gap in CRCs varies by tier and by granting agency. Gender Gap by Tier: Women hold only 19.7% (114) of the 610 Tier 1, and only 18.1% (215) of the 579 Tier 2 CRCs at U15 institutions. Within the U15s, women hold few Tier 1 CRCs. At 4 institutions (UofT, UBC, McGill and Dalhousie) women hold between 20 to 29% of Tier 1 CRCs. At 5 institutions (UofT, UBC, UAlberta, UManitoba and McMaster) women hold 40-50% of Tier 2 CRCs. Gender Gap by Agency: At U15 women hold 40.2% (76/189) of SSHRC CRCs; 28.7% (147/513) CIHR CRCs; and 21.8% (106/487) of NSERC CRCs. The gender gap is amplified by the fact that most CRCs are in CIHR and NSERC disciplines, while most women in the academy are in SSHRC disciplines. The AWA calls upon the federal government to ensure a more equitable allocation of funding to granting agencies and, in turn, granting agencies and U15 presidents must require gender equity in the distribution of all CRCs.
Canada Research Chairs — Gender Gap by Agency - U15 Universities - 2016
There are 1683 active Tier 1 and Tier 2 Canada Research Chairs (CRCs). This report is of the 70.1% (1189) of CRCs at U15 research intensive universities. Uneven Granting Agency Funding: The 1683 CRCs are unevenly allocated among Canada’s 3 national granting agencies: NSERC, 44.4% (748); CIHR, 34.6% (583); and SSHRC, 20.9% (352). At the U15, the 1189 CRCs are allocated as follows: CIHR, 43% (513); NSERC, 41% (487); and SSHRC, 16% (189). National and U15 Gender Gap: A CRC gender gap exists nationally and at U15. Nationally, of the 1683 CRCs, 72% (1206) are held by men and 28% (477) are held by women. At the U15, 72.5% (862) are held by men, and 27.5% (327) are held by women. U15 Gender Gap by Granting Agency: At U15, 19.7% (114/610) of Tier 1, and 18.1% (215/579) of Tier 2 CRCs are held by women. The gender gap varies by tier and by agency. At U15 40.2% (76/189) of SSHRC CRCs; 28.7% (147/513) of CIHR CRCs; and 21.8% (106 /487) of NSERC CRCs are held by women. The AWA calls upon the federal government to ensure more equitable allocation of funding to granting agencies and, in turn, granting agencies and U15 presidents must require gender equity in the distribution of all CRCs.
Research by Dr. Malinda S. Smith and Dr. Kisha Supernant Graphic design by Nancy Bray University of Alberta August 2016
For further information please contact:
Dr. Malinda S. Smith
Vice Provost (Equity, Diversity, & Inclusion)
University of Calgary
Calgary, Alberta
Past President, and Former Chair of AWA Research Committee
Email: malinda.smith@ucalgary.ca