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T HE T UFTS DAILY
VOLUME LXXXIII, ISSUE 19
tuftsdaily.com
Thursday, February 24, 2022
MEDFORD/SOMERVILLE, MASS.
Tufts must take action to increase gender CIRCLE analysis finds young women of color are diversity in leadership, report finds leaders in civic, political engagement
The Women’s Center is pictured on Feb. 22. by Alexis Enderle Staff Writer
Tufts ranked number 50 out of 130 universities in the Eos Foundation’s 2022 study, “The Women’s Power Gap at Elite Universities: Scaling the Ivory Tower,” which measured gender parity among elite university leadership. Universities were given a gender index and ranking that accounted for whether a woman is currently serving as, or has served as, president of the university; whether the provost position is held by a woman; and the percentage of academic deans, president’s cabinet members and tenured full professors who are women. The report found that 47% of the academic deans, 53% of the President’s Cabinet and 32% of tenured full professors at Tufts are women, resulting in a score of “Work to Do” from the Eos Foundation. Andrea Silbert, Eos Foundation president and lead author of the report, and Magdalena Punty, Eos Foundation manager of the research team and data analytics, explained the guidelines used by the Women’s Power Gap Initiative when ranking universities. “The Women’s Power Gap Initiative conducts actionable research on prominent sectors of the economy,” Silbert and Punty wrote
MINA TERZIOGLU / THE TUFTS DAILY
in a joint statement. “We measure the extent of the gender and racial power gaps at the company or institutional level by analyzing diversity in the CEO, C-suite, and among the board of directors. We also examine the pathway positions leading to the CEO’s office. Our major focus is on promoting women of color.” The foundation’s initiative identifies the gender of individuals in leadership positions and compares the ratio of men to women at each university. Then, they compare similar institutions to come up with their ultimate rankings, according to Silbert and Punty. “While we collect data for nonbinary gender categories, in our experience, we have yet to come across individuals in leadership positions who would identify as such,” Silbert and Punty noted. Silbert and Punty outlined steps that Tufts could take to earn a higher ranking in future reports. Tufts, among 60 Very High Research Activity (R1) institutions, has never had a female president, which deducts significant points from the school’s ranking. “Until there is an opening for a new president, Tufts can work towards improving gender parity across other leadership categories,” they wrote. University President Anthony Monaco recently announced he will step down from his position in sum-
mer 2023, leaving a vacancy that the Board of Trustees will be responsible for filling. Monaco told the Daily he hopes the Board will “reflect the changed diversity of Tufts.” While Tufts has succeeded in reaching parity at the president’s cabinet level and has come close among academic deans, there is room for improvement to reach parity among tenured full professors, Silbert and Punty said. “The best opportunities to increase women’s representation is among tenured full professors, currently counting only 32% women, and board members at 41%,” Silbert and Punty wrote. Silbert and Punty also said that Tufts needs to hire more women of color. “Women of color count only 5% of tenured full professors,” they wrote. “Black women are not represented in this group at all, while Asian and Hispanic women count 3% and 2%, respectively. It is essential to disaggregate race data so that the picture of gender and racial diversity comes clear into view.” Silbert and Punty also recommended that student representatives meet with the board chair and nominating committee to promote female nominees. Currently, the Tufts Board of Trustees is only 41% women, with only 11% women of color. Intentionally appointing women trustees, especially women of color, would help close this gender and racial power gap, they said. The Eos Foundation also recommends higher data transparency between the university and the public. “Without data transparency, it is difficult to measure and track progress. While Tufts shares [a] diversity dashboard for faculty and staff on its website, data is highly aggregated, and it is not possible to use it to analyze gender and racial diversity at various levels of leadership and faculty,” Silbert and Punty wrote. “In our latest report, we provided a template for publishing annual diversity data. Students and alumni should demand [that] Tufts makes this disaggregated data easily accessible.” Patrick Collins, executive director of media relations, explained that gender disparities in leadership do not reflect the university’s current hiring practices. “Four or five years ago the university performed a study of the faculty and discovered that there is no significant difference in the number of full professors between see DIVERSITY, page 2
by Elizabeth Zacks Staff Writer
Young women of color report higher levels of political and civic engagement than their peers, according to a recent analysis of a 2020 web survey by the Jonathan M. Tisch College of Civic Life’s Center for Information & Research on Civic Learning and Engagement (CIRCLE). Gallup surveyed adults between the ages of 18 and 29 who were eligible to vote in the U.S. during the 2020 general election from Nov. 3 to Dec. 2, 2020. CIRCLE published an analysis of the survey findings, titled “Young Women of Color Continue to Lead Civic and Political Engagement,” on Feb. 3. CIRCLE identified that young Asian women, Black women and Latinas discussed political issues — particularly racism — and voted at higher rates than white youth.
Noorya Hayat, a senior researcher at CIRCLE, commented on the significance of these findings. “Young women of color outpaced their young, white peers on almost every metric,” Hayat said. “Not that young white women weren’t showing up or talking to their peers about elections or how to address community issues — they were — but young women of color were substantially more likely to do so.” The report compared the civic and political engagement of young black and Latina women with that of other young women. “More than three quarters of young women surveyed in November-December 2020 agreed that they have a responsibility to get involved and improve society,” the CIRCLE report said. “However, young Latinas (88%) and young Black women (83%) were more likely to say so than young white see CIRCLE, page 2
Senior Josh Hochberg publishes paper on voter ID laws in USF Law by Rohith Raman Staff Writer
Senior Josh Hochberg published a paper on voter ID laws in the University of San Francisco Law Review in January and received widespread attention on campus and beyond. Hochberg aimed to investigate how voter ID laws affect voter turnout and possession of IDs. “On the one hand, you have surveys that show that voters of color or registered voters of color are less likely to have a voter ID than white voters,” Hochberg said. “Voter ID laws are basically discriminatory in that bucket, but you have this whole separate body of literature that says, actually, there is no real effect on voter turnout.” In the paper, Hochberg concluded that there is a statistically significant racial gap between those who do and those who do not have voter IDs. This gap, however, is much smaller than many previously thought. Hochberg explained these findings.
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Senior Josh Hochberg is pictured on Feb. 16. “The first [reason] is that people are often confused about what counts as voter ID,” Hochberg said. “The second is that a lot of people who are registered voters don’t have ID, but they’re not voting anyway … There is a gap in possession rates [of voter IDs] between registered voters who are Black and Hispanic versus those who are white, but it’s not nearly as large as the survey see HOCHBERG, page 2 NEWS
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