Representation of women in the various EE O-6 workforce categories continued to follow several predicted patterns including the greatest representation of women in the secretarial/clerical workforce (86.3%) and the least representation of women in the skilled crafts area (5.8%). Minorities are employed in the greatest numbers as professional staff (n=276, 16.7%) and Faculty (n=253, 18.5%), although their percentage representation is greatest in Service/Maintenance (n=228, 31.4%). Minorities are least well represented in the skilled crafts area (n=12, 5.8%). The greatest percentage representation of veterans occurs in the skilled crafts area (n=28, 12.40%). For more detail, see Table 2, Workforce Representation of Protected Group Members by EEO-6 Job Category and University Job Group (pp. 10-12), which displays this information by University job group; included is a breakdown by racial/ethnic origin.
A further breakdown of workforce data is provided in the appendix section. Workforce representation by executive area is provided in Appendix D, Workforce Representation of Protected Group Members, by EEO-6 Job Category Within Executive Area. Workforce representation by gender and racial/ethnic origin is presented in Appendix E, Workforce Representation by Racial/Ethnic Origin and Gender by EEO-6 Job Category.
The EEO-6 classification system includes six categories of non-faculty personnel. The Executive, Administrative, Managerial (EAM) category is divided into four job groups, relative to the extent of the position’s direct decision-making authority, e.g., campus-wide or unit based. The Professional/Non-Faculty category is divided into nine job groups based on job content as follows: Administrative, Education/Training, Institutional Relations, Library Sciences, Research/Post-Doctorates, Medical Care, Allied Health, Technical, and Other Professional. The remaining four EEO-6 categories (Secretarial/Clerical, Technical/Paraprofessional, Skilled Crafts, and Service/Maintenance) are divided into content specific job groups including job titles which reflect clear promotional opportunity, e.g., Typist I, Typist II.
There are two major job groups in the EEO-6 category of Faculty-Tenure System Faculty and Other Faculty. Tenure System, Faculty includes all tenured and tenure-track faculty; academic department heads are normally included in this category. Other Faculty consists of non-tenure track faculty including visiting faculty. As with other types of employees, only faculty who are employed half-time or greater are included. Each department or program budgetary unit with one or more faculty employees is considered a job subgroup. Due to the relatively small number of non-tenure system faculty, data on Other Faculty is presented by school and college rather than by department.
Table 3, Diversity of Tenure System Faculty by School or College, displayed on the following page, shows the total number of tenured/tenure-track faculty, the number and percentage of female, and the number and percentage of minority group members within each academic area. Out of a total of 992 tenure system faculty members as of 3/31/10, 352 (35.5%) were women, and 202 (20.4%) were minority group members. This represents the greatest achievement of diversity in the tenure system faculty to date at UMass Amherst. Last year, 34.7% of the tenure system faculty were women, and 20.0% were minority group members.
Among the eight schools and colleges, the representation of women faculty ranges from a low of 11.0% in the College of Engineering to a high of 100% in the School of Nursing. The representation of minorities ranges from a low of 12.5% in Nursing, to a high of 25.2% in Social & Behavioral Sciences. The greatest number of women faculty (n=104) were found in the College of Humanities and Fine Arts (HFA). The greatest number of minority faculty were found in Natural Sciences & Mathematics (n=56), followed by HFA (n=48).
Diversity of Tenure System Faculty, by School or College