To Recruit and Advance Women Students and Faculty in Science and Engineering (2006) / Chapter Skim
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Pages 86-99
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86 5 Advancing Women Faculty This chapter explores the challenges confronting female faculty whohave successfully been hired into tenure-track positions and strat-egies for dealing with these challenges. Academics appointed to tenure-track positions have three major changes in status: (1)
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ADVANCING WOMEN FACULTY 87 Lower Tenure and Promotion Rates Studies have suggested that women are less likely than men to receive tenure or a promotion. Nationally, for science and engineering (S&E)
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88 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY Lower Retention Rates Data on female faculty retention rates are mixed. One study found that female faculty have higher attrition rates than male faculty both before and after tenure (August and Waltman, 2004)
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ADVANCING WOMEN FACULTY 89 TABLE 5-1 Perception and Experience of Discrimination and Harassment by Gender Adjusted Mean Adjusted Means Valueb (Percent)
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90 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY sions. At major research universities, research is often given more weight than the other two categories.
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ADVANCING WOMEN FACULTY 91 many studies conducted comparing women's salaries to men's. In academia, women at comparable levels tend to receive lower salaries than men (Ginther, 2001, 2004; NRC, 2001)
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92 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY isolation or marginalization, which undermines the efforts of female faculty to obtain tenure or a promotion, and the possibility that different criteria are used to judge male and female faculty in tenure and promotion cases. An extreme product of this culture can be harassment of female faculty.
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ADVANCING WOMEN FACULTY 93 ment." The women were successful, but had no natural collaborators. Some male students at another institution visited did not want the reputation of including women in their study groups.
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94 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY STRATEGIES As noted earlier, at the universities visited the percentage of women faculty recruited has increased, indicating the success of the programs and changes that these institutions have put into place. Most of the programs involved efforts to increase the percentage of women in applicant pools or to improve the climate for women faculty on campus.
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ADVANCING WOMEN FACULTY 95 Teaching load encompasses the number of courses taught, the number of course preparations (i.e., the number of different courses taught) , and course level (e.g., undergraduate versus graduate)
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96 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY to help avoid burnout. The president of another university announced that one woman was granted tenure primarily because of her role as a mentor and teacher.
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ADVANCING WOMEN FACULTY 97 member would provide advice and suggestions when asked by a junior faculty member. Other efforts were more formal -- a guidance committee would track progress and support the junior faculty member through tenure.
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98 TO RECRUIT AND ADVANCE WOMEN STUDENTS AND FACULTY program. Interviewees indicated that they were generally satisfied, although they said the quality of the mentoring was highly variable.
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ADVANCING WOMEN FACULTY 99 BOX 5-3 Summary of Strategies for Advancing Women Faculty What faculty can do: • Treat women faculty respectfully as equal colleagues. • Be wary of unintentional thinking based on gender schemas.
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