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   from the issue of August 24, 2006

NU cites progress in minority, women hires

The University of Nebraska has made progress in the past decade in increasing the number of women on the faculty, according to a report issued by Linda Pratt, interim senior vice president and provost.

"The University of Nebraska exceeds the average of our peer institutions in this measure," Pratt said. "Our percentage of minority faculty has also increased during the same period of time, however, we have not yet reached our desired benchmark of the average of all peer institutions."

The Nebraska legislature requires the university to report periodically on its progress in minority and gender equity.

NU's 2006 Progress Report on Increasing Minority and Women Faculty, delivered to the Legislature Aug. 10, includes the following summary statistics:

• The number of female faculty as a percent of total at NU increased from 25.1 percent in 1995 to 32.5 percent in 2005, compared to a change from 24.8 percent to 30.8 percent at peer institutions.

• From 2004 to 2005, NU had net increases of 28 female faculty, a 4.3 percent gain, and nine minority faculty, a 3.3 percent gain, while total faculty decreased by one faculty member.

• The university has made great strides in closing the percentage gap on minority faculty compared to the peer average. Since 1995, the number of minority faculty as a percent of total at NU increased from 7.9 percent to 13.7 percent of the total faculty. The average change for peer institutions for the same time period was from 10.9 percent to 15.0 percent. The rate of increase at NU exceeds the rate for peers during the same time period.

• 74 females and 24 minority faculty were newly appointed between fall 2004 and fall 2005. Females made up 44.3 percent of all new appointments. This is higher than the current female representation at the university of 32.5 percent. The rate of new appointments for minorities was 14.4 percent, which is higher than the 13.7 percent current minority representation at the university.

• In FY04, diversity funding allocation at the university was changed to be based predominately on net gains instead of on recruitment success. This broadens the focus to include both recruitment and retention.

The full report is available online at



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