Another way to view the impact of hiring on representation of the designated groups in the University's workforce is to compare hiring rates with exit rates to determine the degree to which the University is maintaining or increasing representation through its hiring practices. The Table displays information on female and male applicants, or applicants interviewed, as well as those actually hired. The basic assumption with respect to hiring goals was that hiring should reflect the applicant pool. No goals for hiring were set for this group. However, it is difficult to interpret these data since it is likely that the number of women in the applicant pool has changed over the years.
More current data are now available.
Table 13.2 presents the data in a different form. We have re-grouped departments based on Statistics Canada data on Ph.D. degrees granted by gender and field of study from 1992 to 1994. While not a perfect measure, we feel that this gives us a much better estimate of potential applicant pools. It is interesting to note that we hired more women than might have been expected in the two discipline groups with the lowest percentage of women earning Ph.D.'s. It may be worth looking at data from the 1991 census in this regard.