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How Chilly is the Climate? Perceptions about the Status of Gender Equity at the University of Texas at San Antonio
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| | Unformatted Document Text:
39
Chart 1: Responses mentioned 5 or more times to question: " What are the top three things
you believe UTSA administration could do to support gender equity at UTSA?"
0
2
4
6
8
10
12
14
16
18
20
Prom
ote m
ore w
ome
n to
adm
inist
rativ
e po
sitio
ns.
Eval
uate
wom
en's
sala
ries
relat
ive t
o me
n's,
sala
ry co
mpre
ssion
.
Stan
dard
ize a
sses
sme
nt pr
oced
ures
.
Supp
ort a
real
(not
nom
inal)
affirm
ative
actio
n hir
ing p
olicy
.
Con
tinue
with
statu
s qu
o, sy
stem
in pl
ace
is go
od.
Hav
e ge
nder
awa
rene
ss tr
ainin
g for
facu
lty.
Impl
eme
nt m
ore
prog
ress
ive l
eave
polic
ies.
mate
rity l
eave
.
Bette
r res
earc
h on
gend
er re
feren
ces.
Elim
inate
and
close
ly m
onito
r ine
quiti
es.
Pun
ish o
ffend
ers.
Sup
port
wom
en's
spec
ial c
ircum
stan
ces
(pre
gnan
cy).
Egal
itaria
n lea
ders
hip a
nd in
put.
Impr
ove
reten
tion,
hire
more
facu
lty.
More
supp
ort n
eede
d for
Wom
en's
Stud
ies In
stitu
te.
Nee
d a f
ema
l pro
vost
, top
fema
le of
ficia
l.
Nee
d mo
re op
portu
nity
for c
hild
care
on c
amp
us.
R
e
s
p
o
n
s
e
Number of times response mentioned
Survey Conclusions
The purpose of the survey was to obtain in-depth data related to perceptions about gender
inequalities at UTSA. Results of the statistical tests show that sex, rank, and College have the largest effects
on the dependent variables. These results were not unexpected; they were consistent with the literature.
The significance of rank and College are evidence that institutional and structural barriers are present at
UTSA. The significance of the independent variable sex confirms that perceptions of inequality are stronger
for women than for men. Furthermore, the anecdotal accounts given by both men and women testify to the
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39
Chart 1: Responses mentioned 5 or more times to question: " What are the top three things
you believe UTSA administration could do to support gender equity at UTSA?"
0
2
4
6
8
10
12
14
16
18
20
Prom
ote m
ore w
ome
n to
adm
inist
rativ
e po
sitio
ns.
Eval
uate
wom
en's
sala
ries
relat
ive t
o me
n's,
sala
ry co
mpre
ssion
.
Stan
dard
ize a
sses
sme
nt pr
oced
ures
.
Supp
ort a
real
(not
nom
inal)
affirm
ative
actio
n hir
ing p
olicy
.
Con
tinue
with
statu
s qu
o, sy
stem
in pl
ace
is go
od.
Hav
e ge
nder
awa
rene
ss tr
ainin
g for
facu
lty.
Impl
eme
nt m
ore
prog
ress
ive l
eave
polic
ies.
mate
rity l
eave
.
Bette
r res
earc
h on
gend
er re
feren
ces.
Elim
inate
and
close
ly m
onito
r ine
quiti
es.
Pun
ish o
ffend
ers.
Sup
port
wom
en's
spec
ial c
ircum
stan
ces
(pre
gnan
cy).
Egal
itaria
n lea
ders
hip a
nd in
put.
Impr
ove
reten
tion,
hire
more
facu
lty.
More
supp
ort n
eede
d for
Wom
en's
Stud
ies In
stitu
te.
Nee
d a f
ema
l pro
vost
, top
fema
le of
ficia
l.
Nee
d mo
re op
portu
nity
for c
hild
care
on c
amp
us.
R
e
s
p
o
n
s
e
Number of times response mentioned
Survey Conclusions
The purpose of the survey was to obtain in-depth data related to perceptions about gender
inequalities at UTSA. Results of the statistical tests show that sex, rank, and College have the largest effects
on the dependent variables. These results were not unexpected; they were consistent with the literature.
The significance of rank and College are evidence that institutional and structural barriers are present at
UTSA. The significance of the independent variable sex confirms that perceptions of inequality are stronger
for women than for men. Furthermore, the anecdotal accounts given by both men and women testify to the
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