UNH President's Commission on the Status of Women
Report on the Status of Women
Professional, Administrative, and Technical Staff
* WOMEN constituted:
57.3% of the exempt PAT/AMS staff of 873 employed in 1993; and
40.4% of the non-exempt PAT staff of 52 employed in 1993.
* Only 1.4% (13) of the PAT staff are women of color.
* Women make up 70.5% of the lowest third of paygrades for Exempt Staff
* Women make up 80.0% of the lowest third of paygrades for Non-Exempt Staff.
* AT THE UPPER END of the pay scale, only 5.4% of women in Exempt and 4.8% of women in Non-Exempt PAT positions work in higher paying jobs, versus 16.6% of men in Exempt and 41.9% of men in Non-Exempt PAT positions.
Exempt PAT Job Distribution by Gender and Salary Classes 1993
Composition of Professional, Administrative, Technical Staff
1. In 1993, 500 women were employed by the University as professional, administrative, and technical staff (including administrative, managerial, and supervisory staff).(See Endnote 1) (See Table 1; see also the Appendix for a list of the various kinds of job titles included in this category.) Of these, only 1.4% or 13 were women of color.(See Endnote 2)
2. In addition, 21 women were employed as non-exempt PAT staff (Table 2).(see Endnote 3)
3. Altogether, women constituted 57.3% of the exempt PAT/AMS4 staff (873 employees in all).
1. As is the case in other areas of the University, women are disproportionately concentrated in the lower paying paygrades as follows (see Tables 1 and 2):
a. Women make up 70.5% of the lowest third of paygrades for exempt staff; 50.6% of the middle tier; and only 30.3% of the highest-paying tier. These figures are about the same as in 1992, except for a fair increase in the highest tier (up from 24.6%).
b. Viewed another way, more than half (54.0%) of women PAT employees work in the lowest tier jobs, compared with almost one-third (30.3%) of men.
c. The disparities are even greater for the 52 non-exempt positions: Women make up 80.0% of the lowest tier; 34.8% of the middle tier; 7.1% of the highest tier. Almost three-fifths (57.1%) of the women work in the lowest tier, compared with only 9.7% of the men. In 1992, three-fourths of women worked in the lowest tier, compared with 13.8% of men. There is movement of women into the highest tier, but the gap remains extremely wide.
2. In addition, a greater percentage of women (35.6%) than men (29.2%) are paid salaries that are more than 10% below current market rates for comparable jobs, as shown in Table 3.
Recruitment, Promotion, and Retention
In 1993-94, women:
- Made up 47.0% of the 115 new hires, a drop of 12 percentage points from 1992-93.
- Received 71.8% of the 32 promotions, an increase from 62.5% in 1992-93.
- Took 73.3% of the 15 leaves without pay; 6 of 9 such leaves were taken in 1992-93.
TABLE 1: EXEMPT PAT/AMS STAFF JOB and SALARY DATA 1993
TABLE 2: NON-EXEMPT PAT STAFF JOB and SALARY DATA 1993
TABLE 3: PROFESSIONAL AND TECHNICAL STAFF SALARIES 1993*
(% Market Deficiency by Gender)
1. Figures are based on all who were employed as of July 1, 1993
2. Source: UNH, Personnel Services.
3. Non-exempt staff must be paid overtime. These positions are expected to revert to Operating Staff positions as they become vacated through attrition.
4. Exempt staff are not paid overtime. AMS refers to administrative, managerial, and supervisory staff.
5. UNH, Personnel Services. Reporting period is from July 1, 1993 to June 30, 1994. The reporting period for 1992-93 is from July 1, 1992 to June 30, 1993.