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<span style="color:black">Dear Constituents <i>and Allies</i> of the Women's Faculty Association (an organization that is seeking to become more inclusive with respect to gender diversity), <o:p> </o:p></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">We are writing at the close of a very long and challenging year to update you regarding WFA activities.<span style="mso-spacerun:yes">
</span><o:p> </o:p></span></p>
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<b><span style="color:black">New Initiatives<o:p> </o:p></span></b></p>
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<span style="color:black">1) <u>WFA Academy of Distinguished Faculty Mentors</u><o:p> </o:p></span></p>
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<span style="color:black;border:none windowtext 1.0pt;mso-border-alt:none windowtext 0in;padding:0in">The</span> WFA is launching a new Academy of Distinguished Faculty Mentors.<span> </span>Faculty may select a mentor from our list for up to three individual
meetings of about an hour in length to discuss merit and promotion at all levels, trajectories of research, the “path to full professor”, balancing research, teaching, and service, navigating the personnel system, and so on. <span><span style="background:white">The
WFA is coordinating our efforts with the mentoring initiative of Katina Napper out of the Academic Personnel Office (APO).</span><o:p> </o:p></span></p>
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<span style="color:black;border:none windowtext 1.0pt;mso-border-alt:none windowtext 0in;padding:0in">Mentors must be nominated by WFA constituents (not self-nominated) and are required to participate in a short training offered by the APO to make sure their
knowledge of personnel systems is fully up to date. </span><u1:p><span style="color:black"> <o:p> </o:p></span></u1:p></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">To nominate someone for the WFA Academy of Distinguished Faculty Mentors, please fill out the survey here (nominees will be contacted but are under no obligation to serve). We invite nominees at all ranks as well as emerita faculty:
<span style="mso-spacerun:yes"> </span><a href="https://forms.gle/tkgVcEvrzWQrygpZA">https://forms.gle/tkgVcEvrzWQrygpZA</a><o:p> </o:p></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">2. <u>Expanded leadership</u><o:p> </o:p></span></p>
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<span style="color:black">We received 8 nominations for a new WFA Advisory Committee. The current advisory committee members are: </span></p>
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<span style="color:black">Xuan Liu (Biochem)</span></p>
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<span style="color:black">Aleca LeBlanc (Art History)</span></p>
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<span style="color:black">María del Rosario Acosta López (Hispanic Studies)</span></p>
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<span style="color:black">Isgouhi Kaloshian (Nematology)</span></p>
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<span style="color:black">Ruhi Kahn* (Media and Cultural Studies, *representative to CACSW, currently on leave).<span style="mso-spacerun:yes"> </span></span></p>
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<span style="color:black">We intend to bring on additional members in the fall.<span style="mso-spacerun:yes">
<span style="background-color:rgb(255, 255, 255);display:inline !important">Note that the nomination list is still open.</span><span style="margin:0px;background-color:rgb(255, 255, 255)"> <span> </span></span><a href="https://forms.gle/ZuEcHk7W91NR1qzL9" style="margin:0px;background-color:rgb(255, 255, 255)">https://forms.gle/ZuEcHk7W91NR1qzL9</a><o:p style="background-color:rgb(255, 255, 255)"> </o:p></span><o:p> </o:p></span></p>
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<span style="color:black">Katherine (School of Ed) and Jennifer (HIST) will continue as co-chairs for one more year, rotating off in June of 2022.<span style="mso-spacerun:yes"> </span></span></p>
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<span style="color:black"></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">3. WFA leadership has scheduled a July meeting with our new EVC/Provost to share WFA issues and initiatives.<span style="mso-spacerun:yes">
</span><o:p> </o:p></span></p>
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<span style="color:black">We are asking for your feedback on these initiatives and inviting you to suggest others. We will bring these to our meeting with the EVC/Provost:</span></p>
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<span style="color:black"><a href="https://www.surveymonkey.com/r/X6M62QV">https://www.surveymonkey.com/r/X6M62QV</a><o:p> </o:p></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<b><span style="color:black">Ongoing Work<o:p> </o:p></span></b></p>
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<span style="color:black">1) <u>Call for comprehensive salary equity study and individual salary equity review upon request</u><o:p> </o:p></span></p>
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<span style="color:black"><span style="mso-spacerun:yes"> </span>The WFA continues to advocate for comprehensive salary equity review for our campus by gender and race.<span style="mso-spacerun:yes">
</span>Last year, we submitted a written request to the Senate Committee on Equity, Diversity, and Inclusion (CODEI) with requests for specific data and our recommended process.<span style="mso-spacerun:yes">
</span>This year we have been in ongoing communication with CODEI chair and the Vice Provost of Academic Personnel (VPAP).<span style="mso-spacerun:yes">
</span><o:p> </o:p></span></p>
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<span style="color:black"><span style="mso-spacerun:yes"> </span><o:p> </o:p></span></p>
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<span style="color:black">We have also requested that the campus reinstitute a practice of salary equity review upon individual faculty request.<span style="mso-spacerun:yes">
</span>Unlike Career Review, salary equity review does not require external letters and it allows for comparison to individual department or college faculty at target rank and step.<span style="mso-spacerun:yes">
</span><o:p> </o:p></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">2)<u>Student Evaluation of Teaching</u><o:p> </o:p></span></p>
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<span style="color:black">The WFA continues to advocate for a substantial revision of our Student Evaluation of Teaching given that multiple studies have indicated that these are highly subject to bias (gender and race).<span style="mso-spacerun:yes">
</span>We have requested revision of SET questions as well as revised protocol for the use of SET in merit and promotion.<span style="mso-spacerun:yes">
</span>We contributed to subcommittee recommendations on SET.<span style="mso-spacerun:yes"> </span></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">3) <u>Addressing underrepresentation of women faculty on our campus overall
<o:p> </o:p></u></span></p>
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<span style="color:black">UCR has the lowest percentage of women faculty in the UC system.<span style="mso-spacerun:yes">
</span>This continues to be the case even after the massive faculty hiring initiative of 2015-2017, which could have been leveraged as an opportunity to bring gender parity to our campus, but only increased the representation of women faculty by about 2%-3%
overall.<o:p> </o:p></span></p>
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<p class="MsoNormal" style="font-size:12pt;margin:0in;background:white"><span style="margin:0px;color:black">The WFA submitted the following modest targets for inclusion part of our campus’s strategic vision plan:<o:p> </o:p></span></p>
<p class="MsoNormal" style="font-size:12pt;margin:0in;background:white"><span style="margin:0px;color:black">Measurable improvement in the status of women faculty on the campus. (A) Increase the percentage of female faculty at UCR from current 38% to the system
wide median (42%) by 2025 and to 50% by 2030. (B) Increase the representation of women faculty at Full Professor rank from current 24% to 36% by 2030. (C) Increase the representation of women faculty at the higher rank (Step IV+) from current 18.5% to 30%
by 2030.<o:p> </o:p></span></p>
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</o:p></span></p>
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<p class="MsoNormal" style="margin:0in;font-size:12pt;background:white"><span style="color:black">5)
<u>Fostering promotion of women faculty to upper ranks</u><o:p> </o:p></span></p>
<p class="MsoNormal" style="margin:0in;font-size:12pt;background:white"><span style="color:black">We continue to seek to address diminishing percentages of women faculty at higher ranks (full professor and above). We observe that there is a lack of parity with
respect to time at rank. <span style="mso-spacerun:yes"> </span>UCR is below the average for the UC system with respect to women faculty at the rank of Full Professor.
<o:p> </o:p></span></p>
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</o:p></span>
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<span style="color:black">5) <u>Addressing underrepresentation of women faculty on CAP</u><o:p> </o:p></span></p>
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<span style="color:black">We continue to have very low representation of women faculty on key senate committees, the Committee on Committees and Committee on Academic Personnel.<span style="mso-spacerun:yes">
</span>We routinely have among the lowest percentage of women faculty on CAP in the entire UC system.<span style="mso-spacerun:yes">
</span>The WFA has been advocating for the appointment of women faculty to CAP and is calling for parity in communication with senate leadership. This spring we have been at risk falling to 3 or even 2 women faculty on CAP.<span style="mso-spacerun:yes"> </span></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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<span style="color:black">6) In the Spring of 2021 the WFA proposed a change to the CALL for 2021-2 that would allow for the consideration of completed chapters of books in progress for faculty in book-based disciplines for purposes of merit review.
<o:p> </o:p></span></p>
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<span style="color:black"><o:p><br>
</o:p></span></p>
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<span style="color:black">Relevant WFA documents are available at this link: https://drive.google.com/file/d/19ogh1ZB22qE5gwAiKK-QNwkTBgqDxyVs/view?usp=sharing<o:p> </o:p></span></p>
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<span style="color:black"><o:p> </o:p></span></p>
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