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Women's Work, Men's Work: Sex Segregation on the Job (1986)

Chapter:Appendix B: Biographical Sketches of Committee Members and Staff

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Suggested Citation:"Appendix B: Biographical Sketches of Committee Members and Staff." National Research Council. 1986. Women's Work, Men's Work: Sex Segregation on the Job. Washington, DC: The National Academies Press. doi: 10.17226/610.
Suggested Citation:"Appendix B: Biographical Sketches of Committee Members and Staff." National Research Council. 1986. Women's Work, Men's Work: Sex Segregation on the Job. Washington, DC: The National Academies Press. doi: 10.17226/610.
Suggested Citation:"Appendix B: Biographical Sketches of Committee Members and Staff." National Research Council. 1986. Women's Work, Men's Work: Sex Segregation on the Job. Washington, DC: The National Academies Press. doi: 10.17226/610.
Suggested Citation:"Appendix B: Biographical Sketches of Committee Members and Staff." National Research Council. 1986. Women's Work, Men's Work: Sex Segregation on the Job. Washington, DC: The National Academies Press. doi: 10.17226/610.

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APPENDIX B Biographical Sketches of Committee Members and Staff ALICE STONE ILCHMAN is president of Sarah Lawrence College. Previously, she was assistant secretary of state for educational and cultural affairs and associate director of the U. S. International Communication Agency. Prior to her government service, she was dean of WellesTey College and a founder of the Wellesley College Center on the Research of Women. Ilchman has a B.A. from Mount Holyoke College and a Ph.D. from the London School of Economics. Her scholarly interests include the economics of education and political and economic development in South Asia. She is chair of the pane! on parents and work of the Economic Policy Council at the UN Association, a member of the Smithsonian Council, and on the board of directors of the Markle Foundation. CECILIA PRECL\DO BURCIAGA is associate dean for graduate studies and research at Stanford University. She served previously as assistant provost and also as assistant to the president and adviser to the provost for Chicano affairs. She serves a wide variety of organizations concerned with higher education, the status of women, and the interests of minorities. For example, she has served as a commissioner ofthe California State Commission on Civil Rights, as cochair of the National Network of Hispanic Women, as a commissioner with the Ford Foundation Stucly on the Status of Minorities in Higher Education, and as a member of the board of trustees of the Educational Testing Service. She has also consulted for a wide variety of agencies and foundations, as well as taught and conducted research in the field of education. She has a B.A. from California State University at Fullerton and an M.A. in sociology and policy studies from the University of California. CYNTHIA FUCHS EPSTEIN is professor of sociology at the Graduate Center of the City University of New York and a resident scholar at the Russell Sage Foundation. She has been codirector of a National Institute of Mental Health training grant on the sociology and economics of women and work at the Graduate Center and was codirector of the program in sex roles and social change at Columbia University. She has a B.A. in political science from Antioch College, an M.A. Tom the New School for Social Research, and a Ph.D. in 165

166 APPENDIX B sociology from Columbia University. She is a member of the American Sociological Asso- ciation and the Eastern Sociological Society (serving as president in 19841. She was a White House appointee to the Committee on the Economic Roles of Women, advising the Council of Economic Advisers. Her research and writing have centered on women in the professions, business, and politics; on the salience of gender in the maintenance of the social order; and on the impact of social change on men and women in the workplace. HEIDI I. HARTMANN is study director of both the Committee on Women s Employment and Related Social Issues and the Panel on Technology and Women's Employment at the National Research Council. She previously served as associate executive director of the Commission on Behavioral and Social Sciences and Education and as research associate to the Committee on Occupational Classification and Analysis. In that capacity she coedited (with Donalc:l I. Treiman) the committee's final report on comparable worth. Her research has concentrated on employment issues related to women and minorities, particularly dis- crimination and internal labor markets, and on political economy and feminist theory. She is the author of several articles on women's economic status; she lectures frequently on that and other topics and has testified in congressional hearings on comparable worth. She has a B.A. from Swarthmore College and M.Ph. and Ph.D. degrees from Yale University, all in economics. LAWRENCE M. KAHN is professor of economics and labor and industrial relations at the University of Illinois, Urbana-Champaign. His research has encompassed the economics of trade unionism, job search, unemployment and turnover, statistical issues in assessing the extent of labor market discrimination by employers, and issues relating to age discrimination. He received a B. S. in mathematics from the University of Michigan and a Ph. D. in economics from the University of California, Berkeley. GENE E. KOFKE was director of human resources at American Telephone and Telegraph Company in New York. After a long managerial career in both line and staff roles in an operating subsidiary, he has since 1974 had corporate responsibilities in many major areas of human resources, including management training and development; equal employment and affirmative action; planning and policies; and employee attitudes, motivation, and quality of work life. Most recently he was instrumental in sponsoring nationwide union-management worker participation efforts. He retired from AT&T on December 1, 1984, and is now an independent personnel consultant. ROBERT E. KRAUT is a social psychologist on the technical staff at Bell Communications Research and an adjunct faculty member in the department of psychology at Princeton University. He has previously held positions at Bell Laboratories, Cornell University, and the University of Pennsylvania. His research has been on the way people judge themselves and others, on interpersonal interaction, and on the social impact of new information tech- nologies. He has a B.A. from Lehigh University and a Ph.D. Tom Yale University. JEAN BEER MILLER is clinical professor of psychiatry at Boston University School of Medicine, a lecturer at Harvard Medical School, and scholar-in-residence at the Stone Center for Developmental Services and Studies at Wellesley College. She has been a lecturer at the London School of Economics at the University of London and an associate at Tavistock Institute and Clinic in London. A psychoanalyst, she is a graduate of Sarah Lawrence College and has an M. D. from Columbia University Me(lical School. Her professional activities have

APPENDIX B 167 . _ included membership on the board of trustees of the American Academy of Psychoanalysis, the American Orthopsychiatric Association, and the Elizabeth Stone House; she was principal faculty of the NIMH StaffCollege course on mental health needs of women. Her publications include books on the psychology of women and numerous professional papers. ELEANOR HOLLIES NORTON is a professor of law at Georgetown University School of Law. She served as the chair of the U. S. Equal Employment Opportunity Commission from 1977 to 1981. Prior to that time she was executive assistant to the mayor of New York City and chair of the Commission on Human Rights (1910-19761; she server! as the assistant legal director of the American Civil Liberties Union from 1965 to 1970. A constitutional and civil rights lawyer, she received a B.A. from Antioch College and an M.A. in American studies and an LL. B. from Yale University. She has written numerous journal articles, coauthored a legal text on sex discrimination, and received numerous awards and honors, including the Louise Waterman Wise award. GARY ORFIELD is professor of political science, public policy, and education at the University of Chicago. He has held positions at the Brookings Institution, Princeton Uni- versity, the University of Illinois, the University of Virginia, and the U.S. Civil Rights Commission. His work deals primarily with minority rights, Congress, education, and urban policy. He has participated in many civil rights lawsuits and been appointed to advise the courts hearing school desegregation cases in Los Angeles, St. Louis, and San Francisco. He has served as a consultant to numerous federal, state, and local agencies on civil rights issues. He has a B.A. degree from the University of Minnesota and M.A. and Ph. D. degrees from the University of Chicago. NAOMI QUINN is associate professor of anthropology at Duke University. Her research is on cultural models and their role in the organization of knowledge. Eler current work focuses on Americans' cultural mode} of marriage. She has also taught and written on women's position cross-culturally and has carried out field research in West Afiica as well as in the United States. She has a B.A. from Radcliffe College and a Ph. D. from Stanford University, both in anthropology. BARBARA F. BE SKIN is a professor of sociology at the University of Illinois. During the period in which she served as study director for the Committee on Women's Employment and Relater! Social Issues, she was on leave from the Department of Sociology at Indiana University. Subsequently she was professor of sociology and women's studies at the Uni- versity of Michigan. Her research focuses on sex stratification, and she has published extensively on sex differences in scientists' careers and, more generally, the operation.of scientific reward systems. She has also investigated statistical methods for assessing dis- crimination, how the courts use statistical evidence of discrimination, and jury decisions in sexual assault cases. Recently she has been studying the concomitants of women's entry in male-dominated occupations. She received B.A., M.A., and Ph.D. degrees in sociology from the University of Washington. ISABEL V. SAWHIT L is a senior fellow at Me Urban Institute. She previously served as the Institute's program director for women and family policy (1975-1977) and later as program director for employment policy (1980-1981~. Between 1977 and 1980, she was director of the National Commission for Employment Policy an independent agency responsible for advising the President and Congress on employment and training issues. She has lectured

168 APPENDIX B and written extensively on such topics as employment, inflation, income transfers, the changing status of the family, and the role of women in the labor market. She is currently codirecting a large three-year project to assess the social and economic policies of the Reagan administration and their implications for the future. She attended Wellesley College and received B.A. and Ph.D. degrees in economics from New York University. ROBERT M. SOLOW is institute professor in the Department of Economics at the Mas- sachusetts Institute of Technology, where he has taught since 1949. He has B.A. and Ph.D. degrees from Harvard University. He is an economic theorist whose research and experience have been primarily in macroeconomics. He was senior economist on the Council of Eco- nomic Advisers in 1961-1962, and a director of the Boston Federal Reserve Bank from 1976 to 1982 (chairman, 1980-19821. He has also worker] on the economics of unemployment ant! is a member of the boars] of directors of Manpower Demonstration Research Corporation, which has operated and analyzed federal and state experiments with supported work, youth employment schemes, and work-welfare linkages. lIe is a member of the National Academy of Sciences and past president of the American Economic Association and the Econometric Society. LOUISE A. TILLY is professor of history and sociology on the graduate faculty of the New School for Social Research and chair of its Committee on Historical Studies. Previously she taught at the University of Michigan, Michigan State University, and at the Ecole des Hautes Etudes en Sciences Sociales, Paris. She received an A.B. from Douglass College, an M.A. from Boston University, and a Ph.D. from the University of Toronto. She is treasurer of the Social Science Research Council, a member of the Council of the American Historical Association, and chair of the Pane} on Technology and Women's Employment of the National Research Council's Committee on Women's Employment and Related Social Issues. Her current research includes a comparative historical study of the state, class, and the family in French cities; she is completing a monograph on the labor force and the working class in late nineteenth century Milan. ~, ~ DONALD I. TREIMAN is professor of sociology at the University of California at Los Angeles. His research interests center on the comparative study of social stratification and social mobility. He has written extensively on problems of occupational classification and measurement, including a book analyzing occupational prestige data from 60 countries. Previously he served as study director of the Committee on Occupational Classification ant! Analysis at the National Research Council, which produced reports on job evaluation, comparable worth, and the Dictionary of Occupational Titles; he was also study director of the Committee on Basic Research in the Behavioral and Social Sciences, which produced two volumes on the value and usefi'Iness of basic research. He has a B.A. from Reed College and M.A. and Ph.D. degrees from the University of Chicago, all in sociology.

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Even though women have made substantial progress in a number of formerly male occupations, sex segregation in the workplace remains a fact of life. This volume probes pertinent questions: Why has the overall degree of sex segregation remained stable in this century? What informal barriers keep it in place? How do socialization and educational practices affect career choices and hiring patterns? How do family responsibilities affect women's work attitudes? And how effective is legislation in lessening the gap between the sexes? Amply supplemented with tables, figures, and insightful examination of trends and research, this volume is a definitive source for what is known today about sex segregation on the job.

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