The National Academies Press

Currently Skimming:

Index
Pages 301-318

The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.

From page 301... ... Index A Ambiguous and ambivalent prejudice, 264 American Academy of Arts and Sciences, Academic careers. See Career building 124 Academic institutions. Read the entire page →
From page 302... ... See Science and progress in, 113 engineering undergraduate degree recognition, 123–125 programs sex differences in publication Backlash, 184, 188 productivity, 121–123 Barriers to success in science and success and its evaluation in science and engineering, identifying, 200–205 engineering, 117–125 Berg, Jeremy, 131 Career flexibility, Alfred P Sloan Awards Bias avoidance behaviors, 179 for faculty, 198 Biases. Read the entire page →
From page 303... ... 303 INDEX global competitiveness, 217–218 mathematical and spatial performance, identifying barriers to success in science 29–32 and engineering, 200–205 verbal and written performance, 32–36 institutional constraints bringing, 196– Cohen, Jacob, 27 205 Cohort analysis, 93 legal reasons, 218 College attendance possible unintended consequences, 239– examining persistence and attrition, 61– 241 66 and sanctions, 239 graduate school persistence and attrition, scorecard for continuous evaluation, 238 66–76 small-win experiments, 197–200 and majors, 61–66 systemic, 155 social factors influencing undergraduate Chemistry departments, academic, building attrition, 63–66 strong, through gender equity, 226– undergraduate persistence to degree, 61– 227 63 Chemistry faculty Collegiality, 153 case study, 104–109 Columbia University, xi, 97, 208 chemistry doctorates who obtain Commission on the Status of Women, 204 positions at Research I institutions, Commitment, sustaining, 220 108 Committee on Maximizing the Potential of comparison of the number of men and Women in Academic Science and women at RI institutions, 107 Engineering, xii, 1, 19 by country of doctorate, 106 Committee on Science, Engineering, and by sex and rank, 107 Public Policy, xii, 1 Chemistry research, major federal funders Committee on the Advancement of Women of, 224, 226–227 Chemists (COACh) , 125, 132, 180, Child-care 197, 226–227 costs of covered by grants or Committee on Women in Science and reimbursements from scientific and Engineering (CWSE) Read the entire page →
From page 304... ... 304 INDEX D Conflicts between personal and professional life, 84 Dartmouth University, 208, 229 and faculty retention, 97 childbirth policy for female graduate Congenital adrenal hyperplasia, 38 students, 72 Congress, recommendations to, 12, 165 David and Lucille Packard Foundation, Congressional Commission on the Packard Fellowship for Science and Advancement of Women and Engineering, 231 Minorities in Science, Engineering, Deans, recommendations for, 8, 52, 115– and Technology (CAWMSET) 116, 257 Project, building science and Decision making, 266 engineering talent with, 15, 20–21 departmental, 206 Congruence, 135. Read the entire page →
From page 305... ... 305 INDEX Directory of Graduate Research (DGR) , 89– Domains 90 map of potential points of Disciplinary endogamy, 177 discrimination within five, 271 Discrimination in which discrimination operates, 270– federal agencies evaluating whether 272 universities have engaged in any Dual-career marriages, 170 types of, 11 Duke University, 94 within five domains, map of potential Women's Initiative, 203–204 points of, 271 Dynamic definitions of discrimination understanding, 150–151 effects of discrimination as cumulating Discrimination cumulating over time across different domains, 272–273 through the course of an individual's effects of discrimination as cumulating life across generations and through across different domains, 272–273 history, 272 sequentially within any one domain, effects of discrimination as cumulating 273 sequentially within any one domain, Discrimination law, 267 273 Discrimination types, 260–269 moving to, from episodic, 272–273 intentional, explicit discrimination, 260– 262 E organizational processes, 267–269 statistical discrimination and profiling, Economics 265–267 impact of faculty attrition, 100–104 subtle, unconscious, automatic and the necessity of change, 218 discrimination, 262–265 Education, 44–45 Discrimination types banned under anti documenting, 266 discrimination laws, 195 in the Johns Hopkins Department of disparate impact discrimination, 195 Medicine Task Force study, 222 failure to maintain required policies and Effect size, 27 procedures, 195 "Elephants in the room," 242 intentional discrimination, 195 Employers for Work-Life Balance, 207 retaliation, 195 Engineering. Read the entire page →
From page 306... ... 306 INDEX the case for diversity, 153–155 Women in Science and Engineering gender bias in, 143–150 Leadership Institute, 224–225 subtle, implicit, or unexamined bias, workshops for search committee chairs 151–153 at the University of Wisconsin understanding discrimination, 150–151 Madison, 148–150 Evolution of motivation, controversy over, Explicit discrimination, 260–262 42 Extermination, as intentional Evolutionary psychology, 41–42 discrimination, 262 Exclusion, as intentional discrimination, 261 F Executive Order 11246, 190, 193, 195, 238 Experimental psychology, 42 Faculty Advising Faculty Handbook, 145 Experiments and strategies, 23 Faculty attrition, 50–112. See also breaking through the "polycarbonate Chemistry faculty ceiling," 132 case study of chemistry, 104–109 building strong academic chemistry chapter highlights, 50–51 departments through gender equity, college attendance, and majors, 61–66 226–227 college to graduate school, 66–76 Carnegie Mellon's Women in Computer conclusion, 109–112 Science Program, 68 course selection in high school, 59–61 Center for Research on Learning and economic impact of, 100–104 Teaching Theater Program, 144–145 factors affecting, 96 climate workshops for department findings, 51–52 chairs, 224–225 postdoctoral appointments, 77–78 Committee on the Advancement of postgraduate career plans, 76 Women Chemists, 132 recommendations, 52–59 Deloitte and Touche Leadership in Faculty development Industry Case Study, 200 and diversity, 221 financial support for dependent care, in the Johns Hopkins Department of 230–232 Medicine Task Force study, 223 improving the retention of junior faculty midcareer, 105 case study, 222–223 Faculty Early Career Development National Science Foundation (CAREER) Read the entire page →
From page 307... ... 307 INDEX differences in salaries between groups, evaluation criteria often containing 95–96 arbitrary and subjective components tenure policies and procedures, 96–97 that disadvantage women, 3–4 Failure to act, consequences of, as evidence establishing that most men and detrimental to the nation's women hold implicit biases, 3 competitiveness, 4 examining persistence and attrition, 51– Family and Medical Leave Act of 1993 52 (FMLA) , 190–191, 194, 207 on institutional constraints, 161–162 Family-friendly policies, 162 on learning and performance, 25–26 Family obligations. Read the entire page →
From page 308... ... See also Maternal wall Hildred Blewitt Scholarship, 212 institutional interactions reflecting, 152, Hiring, through word-of-mouth 179–180 recommendations, 268 Global competitiveness, and the necessity of Hirsh, Elizabeth, 191 change, 1, 13, 217–218 History, effects of discrimination as Gordon Research Conferences, 127 cumulating throughout, 272 Government Accountability Office, 15 Honorary societies, 1 Graduate Record Examination scores, 75 recommendations for, 10, 116 Graduate school students, 55, 68–75 Hopkins, Nancy, 81 attrition of, 75–76 Hormonal influences, on cognitive childbirth policy for female, 72, 228–229 performance, 38–39 Grants Human capital, 216 extending support from, funding Human Frontier Science Program, 57 agencies and foundations establishing policies for, 11 I for leadership positions, 129 from scientific and professional societies "Ideal" scientist or engineer, and to members to cover child-care costs, institutional constraints, 165–167 231 "Identity-blind" practices, 187 Greenberg, Judith, 131 Inclusive work environment Group problem solving, 153 institutional constraints for establishing, Guiterrez, Carlos, 45 205–210 integrating work into one's whole life, H 207–210 service obligations, 210 Halpern, Diane F., 29 Infancy Harvard University, 108, 167, 208 psychological development in, 39–41 Dependent Care Fund for Conference socialization in, 43–44 Travel, 230 Information enabling academic science careers in the composite, funding agencies and context of family obligations, 221 foundations collecting, storing, and faculty development and diversity, 221 publishing, 10 mentoring and advising, 221 limited or missing, 266 Study of New Scholars, 96 Read the entire page →
From page 309... ... 309 INDEX Innate abilities, 215 extermination, 262 Institute of Medicine, 2, 124 physical attacks, 262 Institution-wide transformations, 162 segregation, 261–262 Institutional constraints, 160–213, 256 verbal antagonism, 260–261 breaking the conspiracy of silence about Inter-institution monitoring organization, minority-group women faculty, 210– 232 211 InterAcademy Council (IAC) , 124 bringing institutional change, 196–205 Interactions chapter highlights, 160–161 institutional, 169–180 conclusion, 212–213 social, 54 establishing an inclusive work International Congress of Immunology, 127 environment, 205–210 Isolation, decreasing in the Johns Hopkins findings, 161–162 Department of Medicine Task Force funding-agency-driven institutional study, 222 transformation, 211–212 Issues defined, 22–23 and the "ideal" scientist or engineer, academic medicine, 82–84 166–167 anti-discrimination laws, 192–194 the legal landscape, 189–196 building engineering and science talent, pioneers and tipping points, 180–188 20–21 recommendations on, 162–165 creating flexibility in tenure-track faculty recruitment, 167–169 careers, 201 Institutional interactions, 169–180 diversity among women, 18–19 cross-institutional strategy, 224, 226– "elephants in the room," 242 227 faculty attrition, 96 family responsibilities, and the bias Title IX, 239 against caregivers, 174–175 types of discrimination banned under the glass ceilings, 179–180 anti-discrimination laws, 195 the maternal wall, 176–179 universities reaffirming pledge for gender Institutional structures, new, in changing equity, 180 institutional processes to combat the variability hypothesis, 34–35 bias, 1, 225–229 Institutions J federal agencies encompassing a broad enough number and range of, in their Jackson, Shirley, 154 reviews, 11 Job change, in all faculty ranks and fields, where the greatest number of chemistry reasons for, 91–92 faculty at research institutions were Johns Hopkins Department of Medicine trained, 109 academic rewards, 223 "Intangible" environment, 238–240 decreased isolation, 222 Integration education, 222 of available data on gender issues across faculty development, 223 all fields of science and engineering, Improving the Retention of Junior 256 Faculty Case Study, 222–223 of work into one's whole life, 207–210 leadership, 222 Intention vs. Read the entire page →
From page 310... ... BBNT Solutions, LLC, 193 of, 42 M N Marriages Nanny Network, 231 dual-career, 170 National Academies, 1, 13, 22–23 PhDs with employed spouses, 173 National Academy of Engineering, 2, 124 Mass killings, 262 National Academy of Sciences, 2, 124 Massachusetts Institute of Technology Committee on Women in Science and (MIT) , 1, 81, 94–98, 206, 218, 224 Engineering, 19 Report on Women Faculty in the School National Aeronautics and Space of Science, 85 Administration, 12, 165, 192, 239 Read the entire page →
From page 311... ... 311 INDEX National Assessment of Educational New institutional structures, in changing Progress (NAEP) , 28–29 institutional processes to combat National Association of State Universities bias, 225–229 and Land Grant Colleges, 9, 163, "New normal," 112, 241 233 New professors, start-up costs associated National Collegiate Athletic Association with, 103 (NCAA) Read the entire page →
From page 312... ... , 33 changing institutional processes to Promotions, 52, 93–95 combat bias, 219–241 Provosts, recommendations for, 7–8 reasons change is necessary, 217–218 Provost's Committee on the Status of root causes of disparities, 214–217 Women, 222 Potential points of discrimination, within Psychiatric disorders, 37 five domains, map of, 271 Psychological development, in infancy, 39– Pregnancy Discrimination Act (PDA) , 190, 41 193 Publication productivity, and building a Presidential Early Career Awards for career, sex differences in, 113, 121– Scientists and Engineers (PECASE) Read the entire page →
From page 313... ... 313 INDEX Q top research articles on the effects of bias on evaluation, 158 Quigley, Jim, 202 workplace pioneers as "Men in Skirts," 183–187 Research I (R1) institutions, 22, 74, 86, 91– R 93, 104–108, 123 chemistry faculty positions at, 108 Racial discrimination, 259–263 number of faculty hired at, selected by racial steering, 268 sex, 110 in US society, 151, 267 Research productivity. Read the entire page →
From page 314... ... See Conspiracy of silence percentage of women, 14 Sloan Foundation, 197–198 by race or ethnicity and sex, 70–71 Small Business Innovation Research in tenured or tenure-track positions, by Program, 129 sex, marital status, and presence of Small Business Technology Transfer children, 171 Program, 129 top 10 US baccalaureate institutions of, Small-win experiments, 162, 197–200 74 Social effects Science and Engineering Equal on infants and children, 43–44 Opportunities Act of 1980, 218 on undergraduate attrition, 63–66 Science and engineering talent, building on women's cognitive performance, 45– with the CAWMSET and BEST 49 Projects, 20–21 Social interactions, 54 Science and engineering undergraduate Social psychology, 135 degree programs Social tipping points, 187–188 bachelor's degree recipients, 64–65, 80 Society and culture, 42–49 percentages of first-year college students education, 44–45 intending to major in science and and learning and performance, 42–49 engineering, by sex and race or Spatial performance, 29–32, 41 ethnicity, 62–63 Speaker representation, at scientific and persistence to degree, 61–63 professional society meetings, 126– by sex and race or ethnicity, 64–65 127 top reasons for leaving, by sex, 67 Spousal employment, 160 Scientific and professional societies, 1, 116, of science and engineering PhDs, 30-44 229–231 years old, 172 on-site child-care at a supplemental rate Stacy, Angelica, 168 using a high-quality provider, 231 Standardized tests, 33 providing grants or reimbursements to Stanford University, 208, 218–219 members to cover child-care costs, childbirth policy for female graduate 231 students, 72, 228–229 recommendations for, 9–10, 163 Start-up costs, associated with new speaker representation at meetings of, professors, 103 126–127 Statistical discrimination, 265–267 Scorecard for Evaluating How Well Steele, Claude, 46 Research Universities Serve Women Steering, racial, 268 and Minorities in Science and Stereotypes Engineering, 9, 53, 234–237. See also gender, 26, 40, 43–44, 143–145, 152 Continuous evaluation scorecard racial, 190, 265, 269 Search committees, workshops for chairs of, reducing use of, in hiring, 150 at the University of Wisconsin- religious, 42 Madison, 148–150 threat of, 46–47, 116 Segregation, as intentional discrimination, Strategies. Read the entire page →
From page 315... ... Sloan Awards for faculty 21 career flexibility, 198 Targeted recruitment, 156 American Chemical Society Directory of Task Force on Faculty Recruitment and Graduate Research, 90 Retention, 100–102 American Institute of Physics Academic Task Force on the Retention and Promotion Workforce Survey, 90 of Junior Faculty, 100–101 Association of American Medical Task Force on Women Faculty (WF-TF) , Colleges' Faculty Roster, 90 18, 220–221 Scorecard for Evaluating How Well Task Force on Women in Science and Research Universities Serve Women Engineering (WISE-TF) Read the entire page →
From page 316... ... , 87–88 STRIDE program, 150 Underuse of women in academic science and University of Washington, 66, 191, 208 engineering, academic organizational Childcare Voucher Program, 230 structures and rules contributing Faculty Retention Toolkit, 105 significantly to, findings concerning, University of Wisconsin-Madison, 169 4 WISELI program at, 147–150, 221 Unintended consequences, in changing workshops for department chairs at, institutional processes to combat 224–225 bias, 239–241 workshops for search committee chairs Universities, 1, 7–9, 256 at, 148–150 Cornell University, Child Care Grant University presidents, recommendations for, Subsidy, 230 7–8 deans and department chairs and their Unmarried scientists, 168, 174, 226, 228 tenured faculty, 8 Fred Hutchinson Cancer Research Center, Postdoc Childcare Subsidy V Program, 230 Harvard University, Dependent Care Variability hypothesis, 31–32, 34–35 Fund for Conference Travel, 230 Verbal antagonism, as intentional importance of progress toward equality discrimination, 260–261 on their campuses, 214 Verbal performance, 32–36 reaffirming pledge for gender equity, Vest, Chuck, 215 180 recommendations to, 7–9, 53 W trustees, university presidents, and provosts, 7–8 Western European notions, dominant, 211 university leaders working with their Women faculties and department chairs, 9 biases against, 215 University of Washington, Childcare as chief editors at top-ranked journals, Voucher Program, 230 by field, 125, 133–134 University leaders, recommendations for, 9, diversity among, 18–19 115–116, 162–163 as faculty in the School of Science at the University of California, Berkeley, 86, 108, Massachusetts Institute of 167–168, 209 Technology, 85 biological and health sciences applicant as likely to face discrimination in every pool and faculty positions at Berkeley, 87 Read the entire page →
From page 317... ... See also supportive, and faculty retention, 97–98, Underuse of women in academic 219–221 science and engineering Workplace pioneers, as "Men in Skirts," career opportunities for, 257 183–187 declining proportions of, 14 Workshops evidence refuting commonly held beliefs funding agencies and foundations about, 5–6 providing, 10 minority, xii for search committee chairs, at the PhD chemists working full-time at PhD- University of Wisconsin-Madison, granting institutions, by rank and 148–150 sex, 111 Written performance, 32–36 Women in Science and Engineering Leadership Institute (WISELI) , 147– Y 150, 197 Climate Workshops for Department Yale Women Faculty Forum, 99–101 Chairs, 224–225 Women interested in science and engineering, being lost at every Z educational transition, findings concerning, 2, 51 Zare, Richard, 218 Women's Initiative, 204 Zero-sum game, 262 Read the entire page →

From page 301...

... Index A Ambiguous and ambivalent prejudice, 264 American Academy of Arts and Sciences, Academic careers. See Career building 124 Academic institutions.

Index Pages 301-318

Index
Pages 301-318