An Update on Gender Equityat the

Medical University of South Carolina

Ray Greenberg

February 1, 2007

Gender Equity for Students

1

College Female Male Total

Dental Med 93 (42%) 131 (58%) 224

Grad Stud 129 (61%) 81 (39%) 210

Hlth Prof 599 (77%) 182 (23%) 781

Medicine 283 (46%) 326 (54%) 609

Nursing 310 (91%) 29 ( 9%) 339

Pharmacy 226 (71%) 93 (29%) 319

Gender Equity in Student Enrollment by College, 2007

Gender Equity in Application Process, Medicine and Dental Medicine, 2007

Female Male

Medicine

Applicants 790 (47%) 898 (53%)

Accepted 79 (45%) 98 (55%)

Enrolled 68 (47%) 78 (53%)

Dental Medicine

Applicants 298 (41%) 430 (59%)

Accepted 23 (41%) 33 (59%)

Enrolled 23 (41%) 33 (59%)3

Gender Equity in Medical School Admissions and

Progress,Comparison to National Data

Percentage Female

MUSC US

Applicants 47 50

Graduates 45 49

4

Gender Equity in Student Enrollment

• For the Colleges of Medicine and Dental

Medicine, the percentagesof female students closely mirror the respective

applicant pools• For the College of Medicine, the female percentages of applicants and graduates slightly trailthe corresponding national percentages• Four of six colleges have

larger percentages offemale than male students

5

Gender Equity for Faculty

6

Gender Equity in Faculty Rank, 2006

Rank Female Male Professor 55 (18%) 254 (82%)

Assoc. Prof. 95 (37%) 167 (63%)

Asst. Prof 211 (45%) 253 (55%)

Instructor 92 (63%) 54 (37%)

7

Trend in Gender Equity in Faculty Rank, by Year, 2003-6

Percent Female

0

2

4

6

8

10

12

14

16

18

2003 2004 2005 2006

8

Gender Equity in Medical School Faculty Status,

Comparison to National Data

Percentage Female

Rank MUSC US

Professor 15 16

Assoc. Prof. 30 28

All ranks 35 32

9

Gender Equity in Faculty Rank • Females tend to have

lower academic rank than their male counterparts• The percentage of professors who are female is slowly increasing over time• Comparison of COM

data to national data suggests that MUSC is at or slightly ahead of thepeer level of gender equity

10

Gender Equity in Tenure, 2006

Female Male

Tenured 54 (19%) 230 (81%)

11

Trend in Gender Equity,Tenured Faculty by Year, 2003-6

0

50

100

150

200

250

300

2003 2004 2005 2006

Female

Male

12

Gender Equity in Tenure

• Not surprisingly, given the gender gap in

academic rank, females are less likely than their male counterparts to betenured

• The percentage of female tenured faculty is

increasing over time, largely because of a

decline in male tenuredfaculty

13

Faculty Equity in Compensation,Average Annual Salary by Rank, 2006

Female/ Female Male Male

Professor 124,069 127,916 0.97

Assoc. Prof. 88,115 92,287 0.95

Asst. Prof. 71,113 72,063 0.99

Instructor 71,958 79,910 0.90 *

* For College of Medicine, ratio is 1.29 14

Office of Gender Equity

15

Gender Equity

Complaints1996-2006

115 Consultations

68 Investigations 7 Not eligible40: Other action

3 Hearings

16

Gender Equity Formal Investigations

• 61 (90%) involved an accusation of sexual harassment• 7 (10%) involved an accusation of gender inequity• 65 (96%) of investigations resolved by mutually agreed settlement

• 3 (4%) of investigations could not be settled and led to a formal hearing

17

Types of Sexual Harassment Investigated

• Unwanted and persistent sexual advances• Inappropriate comments or

physical contact• Dual relationships with a supervisor• Downloading child pornography• Stalking

18

Types of Gender Inequity Investigated

• Salary

• Duty assignments

• Laboratory space

19

Gender Equity Office

• Office is active and well utilized• Office is able to help resolve almost

four out of ten complaints without a formal investigation

• About 7 formal investigations have been conducted each year

• Almost all formal investigations have led to a negotiated resolution

20

Acknowledgments

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• Clip art downloaded from www.FotoSearch.com

• Presentation designed by Ms. Judy Holz