College of Education Gender Equity Council

Report of the Gender Equity Council
Toni Falbo, Chair

The Gender Equity Council was created within the College of Education in order to advise the Dean’s office on gender equity issues among faculty within the college. The Council is a standing committee of the College, consisting of two members from each department. In addition, Marilyn C. Kameen, Senior Associate Dean, and Maria E. Franquiz Assistant Dean for Faculty Development, are ad hoc members of the Council.

The Council began its work in the spring of 2011. The Council conducted a survey of all faculty members to assess their priorities regarding gender equity issues within the college. This survey also assessed perceptions of practices used in the college to promote and maintain gender equity. These practices were described in the 2008 Final Report of the University’s Gender Equity Task Force.

Comments and questions should be directed to Toni Falbo, Chair, and/or to other members of Council. Email addresses of Council members are listed below.


The results of the 2011 faculty survey indicated that salary and supplements, including merit and compression, was the area of greatest concern among faculty.

In order to assess the degree of the problem regarding gender equity, salaries and supplements within the college, the Council obtained the report provided by the Office of Information Management and Analysis about Faculty Salary Equity for the Academic Year: 2010-2011. Below is a bar chart presenting the means of the total salaries (salary + supplements) for male and female faculty members by rank for the 2010-2011 academic year. These means suggest that male and female faculty members had similar total salaries during the 2010-2011 academic year.

Mean Total Salary for 2010-2011 by Gender and Faculty Rank

Full Professor's Mean Salary: Men $114,349.03, Women $110,394.72. Associate Professor's Mean: Men $73,950.44, Women $77,520.52. Assistant Professor's Mean: Men $65,126.36, Women $62,615.54.

Work-Family Balance

In terms of priorities, the second most important priority was work-family balance. The Council identified sources of information regarding the university’s family policies. Although faculty often think of family policies as related to birth and childcare, the university’s policies also include such policies as leave to engage in eldercare. The university has many family friendly policies that can help male or female faculty meet their family responsibilities, including modified instructional leave, sick leave, and family and medical leave.

More information about family-work balance is available on the Family Matters section of the Provost’s Website. There is also more information about solving problems of work/life balance available on the Work/Life Balance Resources & Services section of the Human Resource Services Website.

Gender Equity Practices

The faculty survey also provided information about faculty perceptions of the degree that practices recommended by the 2008 report were observed within the departments. These practices are thought to promote and maintain gender equity among faculty within departments. The survey collected data on 15 of these practices. The first five listed below were practices that a high percentage of faculty members thought were being used within their departments.

  1. Starting salaries for new Tenured/Tenure Track faculty are based on market conditions, regardless of gender.
  2.  Faculty merit raises are based on productivity, not gender.
  3. Promotion and tenure criteria and procedures are gender neutral and based on faculty productivity.
  4. The University’s spousal hire program is used as part of a recruiting package for new faculty.
  5. Gender-neutral criteria are used in nominating faculty for Dean’s Fellows, University research awards, and teaching awards.

The survey results indicated that the remaining 10 practices were perceived to be less commonly used within their departments.

  1. Gender is considered in constituting faculty search committees, with gender receiving adequate attention in selecting members to serve on each search committee.
  2. When constituting a faculty search committee, an out-of-department person is appointed to the committee to ensure gender equity, if necessary.
  3. The department chair ensures that a new female faculty member has at least one female mentor.
  4. Both male and female faculty members are encouraged to use work-family policies and programs to assist faculty in balancing their family obligations and professional responsibilities.
  5. Faculty search committees use national networks and careful screening to expand applicant pools to ensure equitable representation of male and female candidates.
  6. The search for new faculty is not closed until the pool has an acceptable amount of diversity in terms of gender.
  7. Course release time and other incentives are used as leverage to encourage women in national leadership roles, particularly in underrepresented (academic) areas.
  8. Appointments to endowed chairs, professorships, and fellowships are based on productivity and contribution, regardless of the candidates’ gender.
  9. There have been no gender inequities in counteroffers made to faculty.
  10. When counteroffers are made by UT and accepted, equivalently performing faculty members are also given similar bumps in pay.  

2011-2012 Members of Gender Equity Council

Photo of Darla CastelliDarla Castelli

Kinesiology & Health Education

Photo of Toni FalboToni Falbo, Chair

Educational Psychology

Photo of Terry FalcomataTerry Falcomata

Special Education

Photo of Louis HarrisonLouis Harrison

Curriculum & Instruction

Photo of Carole HolahanCarole Holahan

Kinesiology & Health Education

Photo of Jennifer HolmeJennifer Holme

Educational Administration

Photo of Min LiuMin Liu

Curriculum & Instruction

Photo of Keenan PituchKeenan Pituch

Educational Psychology

Photo of Patrica SomersPatricia Somers

Educational Administration

Photo of Nina ZunaNina Zuna

Special Education