Affirmative action program university of Massachusetts Amherst Amherst, Massachusetts


Comparison of the Diversity of the Non-Faculty Workforce



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Comparison of the Diversity of the Non-Faculty Workforce
A one-year comparison of the diversity of the non-faculty workforce is presented in Table 7, Diversity of Non-Faculty Employees Workforce Comparison, 2010 vs. 2009. This table provides, by job group, the percentage of women and minorities in the non-faculty workforce and the availability estimate for women and minorities, for 2009 and 2010. A workforce change indicator (increase, decrease, no change) provides a comparison of these statistics. Differences in availability estimates (2010 vs. 2009) are primarily due to yearly changes in the availability of women and minorities in feeder job groups within the University.

In total, the percentage of women in the non-faculty workforce declined slightly to 53.7% in 2010. Changes in the percentage representation of women within the non-faculty job groups were as follows: 12 job groups increased in female representation, 20 job groups decreased in female representation, and five job groups remained the same. Among the Executive/Administrative/Managerial staff; female representation decreased in three job groups (EAM A, EAM B and EAM D) and increased in one (EAM C). The representation of women in EAM D (major department heads) decreased from 37.2% in 2009 to 33.3% in 2010; this job group is now underutilized for women. The percentage of women in EAM A (this job group includes Vice Chancellors) decreased from 44.4% in 2009 to 20.0% in 2010. The percentage of women in EAM B (deans and major division heads) decreased from 33.3% in 2009 to 30.4% in 2010. Women held a majority of the Professional/Non-Faculty jobs in 2010 (52.9%) and continued to be fully utilized in all of these job groups. Women continued to dominate the Secretarial/Clerical job groups with the exception of the Duplicating/Mail and Sales job groups. Women were fully utilized in the Secretarial/Clerical job groups. In the Technical/Paraprofessional category, the overall representation of women remained the same at 46.1% in 2010. Women remained underutilized in two job groups (Fire & Safety Officers and Computer, Engineering & Related Technologies). The total number of women employed in the Skilled Crafts category decreased from 14 in 2009 to 13 in 2010. Within Skilled Crafts, three job groups (Mechanics & Repairers, Non-Supervisory; Skilled Crafts Supervisors; and Construction Trades, Non-Supervisory) remained underutilized for women in 2010. There remained no women in the Plant & System Operation area in 2010 and this job group is underutilized for women. The overall percentage representation of women in the Service/Maintenance category increased slightly from 38.7% in 2009 to 39.0% in 2010. Three job groups in this category (Food Preparation & Services, Supervisory; Cleaning/Building Services, Supervisory; and Departmental Assistant) saw an increase in the percentage of women from 2009 to 2010. The job group Institutional Guards remained underutilized for women in 2010.



Overall, the representation of minorities in the non-faculty workforce increased from 16.0% in 2009 to 16.6% in 2010. Between 2009 and 2010, minority representation increased in 19 job groups, decreased in 10 job groups, and remained the same in 8 job groups. Minority representation within the Executive/Administrative/Managerial (EAM) category decreased from 12.7% in 2009 to 11.4% in 2010. Two job groups increased in minority representation (EAM C and EAM D) and two decreased (EAM A and EAM B). The EAM C job group remained underutilized for minorities in 2010. Overall minority representation in the Professional/Non-Faculty category increased from 15.7% in 2009 to 16.7% in 2010. Five job groups saw an increase in racial/ethnic diversity (Administrative, Education/Training, Library Sciences, Research/Post Doctorates and Technical), and two declined (Institutional Relations and Medical Care). Three professional job groups (Institutional Relations, Technical, and Medical Care) remained underutilized for minorities in 2010. Overall, the representation of minorities within the Secretarial/Clerical category decreased slightly from 10.2% in 2009 to 9.9% in 2010. Minority representation increased in three job groups (Duplicating/Mail, Library and Sales). Two job groups remained underutilized for minorities (Secretaries/Clerks/Typists, and Library). In the Technical/Paraprofessional category, the overall representation of minorities inched up from 9.3% in 2009 to 9.6% in 2010. The percentage representation of minorities decreased in two job groups (Business & Related and Health Services); remained the same in two (Fire & Safety Officers and Protective Services); and increased in two (Science & Other Technicians and Computer, Engineering & Related Technicians). There continue to be no minority employees in the Fire & Safety Officers job group. A minority was hired in Computer, Engineering & Related Technicians; this job group previously had no minority employees. In the Skilled Crafts area, the number of minority employees increased from 11 in 2009 to 13 in 2010. The percentage representation of minorities increased in two job groups (Mechanics & Repairs, Non-Supervisory; and Construction Trades, Non-Supervisory) and remained the same in Skilled Crafts, Supervisory; and Plant & System Operation. Three job groups (Construction Trades, Non-Supervisory; Mechanics & Repairers, Non-Supervisory; and Skilled Crafts, Supervisory) remained underutilized for minorities in 2010. The representation of minorities in Service/Maintenance increased from 30.5% in 2009 to 31.4% in 2010. Five job groups increased in minority percentage representation (Cleaning & Building Services, Non-Supervisory; Food Preparation & Services, Non-Supervisory; Food Preparation & Services, Supervisory; Farming & Forestry; and Departmental Assistant). One job group decreased in minority percentage representation (Food Preparation Services, Non-Supervisory). One job group (Cleaning & Building Services, Supervisory) remained underutilized for minorities in 2010. Two job groups remained the same (Motor Vehicle Operators and Guards, Institutional).

Table 7

Diversity of Non-Faculty Employees

Workforce Comparison, 2010 v. 2009

















































2010




2009




Workforce







Workforce

Availability




Workforce

Availability




Change







Fem

Min

Fem

Min




Fem

Min

Fem

Min




2010 v. 2009

 

 

%

%

%

%

 

%

%

%

%

 

Fem

Min

EEO-6 Category 1: Executive/Administrative/Managerial (EAM)










EAM A




20.0

10.0

49.0

15.6




44.4

22.2

56.1

12.8








EAM B




30.4

21.7

39.5

17.1




33.3

23.3

41.8

16.5








EAM C




47.4

5.3

48.3

15.0




41.9

4.7

51.7

13.3








EAM D




33.3

11.9

43.6

13.1




37.2

11.6

46.1

13.7


















































EEO-6 Category 3: Professional/Non-Faculty






















Administrative

69.1

11.0

60.3

13.3



















Education/Training

65.0

18.3

64.1

16.6



















Institutional Relations

59.3

5.3

59.6

8.4






















Library Sciences

69.8

9.3

74.3

10.6



















Research/Post Doctorates

38.0

42.5

32.4

19.4






















Medical Care

73.8

4.8

75.5

16.1



















Technical

27.6

8.1

33.3

12.2



















Professional Non-Faculty, Other

























Allied Health

64.7

14.7

65.0

15.7





























































EEO-6 Category 4: Secretarial/Clerical































Administrative Support




93.3

8.7

89.6

10.8



















Secretaries/Clerks/Typists




89.5

10.8

86.1

14.2



















Data Entry Operator




84.6

23.1

83.2

16.4



















Financial Records




96.8

6.5

86.4

9.2



















Duplicating/Mail




41.7

8.3

41.7

8.3



















Library




73.3

8.3

86.1

10.9



















Sales




17.3

17.3

19.6

19.5




















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