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From page 71... ... 71 4 Recruiting Women Faculty At most universities and colleges a doctorate is the minimumthreshold to enter a career in academia. Fortunately, those re-cruiting faculty are seeing the number of women receiving Ph.D.'s in science and engineering (S&E) Read the entire page →
From page 72... ... 72 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY tant professor positions were held by women; whereas the trend is the opposite for men (Table 4-2) Read the entire page →
From page 73... ... RECRUITING WOMEN FACULTY 73 are men" (Wilson, 2004b) Read the entire page →
From page 74... ... 74 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY TABLE 4-1 S&E Doctoral Degrees Awarded to Women, by Field, 1994-2001 Number Field 1994 1995 1996 1997 All S&E fields 7,921 8,287 8,651 8,936 Sciences 7,286 7,591 7,874 8,186 Agricultural sciences 249 228 282 260 Biological sciences 2,109 2,217 2,415 2,495 Computer sciences 137 186 139 150 Earth, atmospheric, and ocean sciences 183 170 172 209 Atmospheric 26 23 22 25 Earth 95 91 88 119 Oceanography 38 28 39 38 Other 24 28 23 27 Mathematics and statistics 236 265 231 263 Physical sciences 828 878 842 852 Astronomy 25 30 41 37 Chemistry 625 661 605 613 Physics 175 182 193 193 Other 3 5 3 9 Psychology 2,101 2,181 2,331 2,365 Social sciences 1,443 1,466 1,462 1,592 Anthropology 225 237 225 261 Area and ethnic studies 65 65 76 52 Economics 249 279 263 266 History of science 10 17 10 13 Linguistics 134 102 113 135 Political science and public administration 282 266 305 298 Sociology 283 294 276 334 Other 195 206 194 233 Engineering 635 696 777 750 Aerospace 11 14 24 16 Chemical 113 109 143 122 Civil 80 76 79 80 Electrical 147 173 169 150 Mechanical 69 64 78 88 Materials 83 95 84 106 Industrial 33 50 51 40 Other 99 115 149 148 SOURCE: NSF (2004c) Read the entire page →
From page 75... ... RECRUITING WOMEN FACULTY 75 Percent 1998 1999 2000 2001 1994 2001 9,347 9,086 9,384 9,303 30.2 36.5 8,573 8,297 8,547 8,378 35.7 41.9 298 280 274 288 23.1 34.0 2,536 2,394 2,618 2,545 40.5 44.8 159 156 141 155 15.2 18.8 219 210 230 236 22.2 31.5 30 22 33 28 20.2 24.1 127 112 109 115 18.7 29.2 32 45 46 45 30.4 37.8 30 31 42 48 39.3 40.0 297 277 258 276 21.1 27.4 926 831 835 834 20.8 24.6 45 33 40 41 17.4 22.0 695 632 624 628 27.7 31.7 177 160 163 155 11.3 13.0 9 6 8 10 10.7 32.3 2,455 2,453 2,410 2,296 62.2 66.9 1,683 1,696 1,781 1,748 37.0 42.9 262 275 276 262 53.8 58.5 63 59 67 95 53.3 66.0 312 291 293 306 22.6 28.2 19 18 17 8 37.0 20.0 123 148 134 136 60.6 59.4 364 356 365 328 30.3 33.4 317 342 374 337 51.6 58.4 223 207 255 276 36.5 48.1 774 789 837 925 10.9 16.8 15 17 21 28 4.8 13.8 140 123 151 180 15.6 24.8 100 89 88 111 11.7 18.7 156 155 195 203 8.8 12.9 93 96 96 91 6.8 9.5 84 88 83 105 15.4 21.0 40 43 35 44 14.5 21.5 146 178 168 163 13.6 21.8 the lack of a diverse faculty serves as a deterrent to recruitment and to a rewarding employment experience. A department with a healthy ratio of female faculty members may find it has reduced the risks of marginalization or isolation of any single faculty member and quelled the concerns of a prospective female hire who may be concerned about how Read the entire page →
From page 76... ... 76 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY TABLE 4-2 Male and Female Tenure-Track Faculty at Top 50 U.S. Educational Institutions (percent) Read the entire page →
From page 77... ... RECRUITING WOMEN FACULTY 77 than men, and one study even found that both men and women preferred male candidates (Steinpreis et al., 1999) Read the entire page →
From page 78... ... 78 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY STRATEGIES In hiring female faculty, two general issues arise: how to get more women to apply and how to increase the percentage of women selected. Universities have directed much of their attention toward the first issue. Read the entire page →
From page 79... ... RECRUITING WOMEN FACULTY 79 power at the institution to lead, set, and enforce policy. For example, interviewees attributed recent progress at one university to many different forces and individuals over two decades, but also to the fact that the current provost had professed his determination to hire more women. Read the entire page →
From page 80... ... 80 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY Another signal is to create a committee on the status of women or assign a powerful administrator oversight on the issue of diversity at the institution. Some institutions appointed dedicated senior administrative personnel to address faculty diversity, such as a vice provost or dean. Read the entire page →
From page 81... ... RECRUITING WOMEN FACULTY 81 Modifying or Expanding Faculty Recruitment Programs Some institutions have chosen to tackle the problem of how to hire more female faculty by modifying or expanding their faculty recruitment programs.2 Universities have taken such steps as • Engaging in focused faculty recruiting. Institutions made recruiting for women and minorities a priority for some positions in addition to the normal availability of faculty positions. Read the entire page →
From page 82... ... 82 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY tions, and because productivity and location may be related, candidates from low-tier institutions may be even better than they look, especially if they are outperforming typical productivity for their location. Second, institutions should go out of their way to attract underrepresented faculty, which may be as simple as faculty at the hiring institution personally contacting peers at institutions. Read the entire page →
From page 83... ... RECRUITING WOMEN FACULTY 83 child care through the joint efforts of a university committee and an office on child care. • Creating spousal hiring programs. Read the entire page →
From page 84... ... 84 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY job they can to outfit their graduates as candidates with high-quality credentials and recommendations. Actions that doctorate-granting institutions have taken to improve their own graduates include • improving doctoral/postdoctoral training, including on conducting individual research and grant writing; • ensuring that doctorates and postdoctorates are included in published research endeavors; • directing women toward career resources provided by the institution, professional associations, and other entities; • offering career advising and mentoring; and • encouraging networking, because during a hiring season access to informal knowledge is often as important as finding job announcements.6 CONCLUSION Many women have the prerequisites to be successful faculty. Read the entire page →
From page 85... ... RECRUITING WOMEN FACULTY 85 BOX 4-3 Summary of Strategies for Recruiting Women Faculty What faculty can do: • Offer career advice and mentoring to doctoral and postdoctoral students. • Assist doctoral and postdoctoral students in compiling a strong application package. Read the entire page →

From page 71...

... 71 4 Recruiting Women Faculty At most universities and colleges a doctorate is the minimumthreshold to enter a career in academia. Fortunately, those re-cruiting faculty are seeing the number of women receiving Ph.D.'s in science and engineering (S&E)