increasing the representation of women full professors in academe barbara a. lee dean school of...

Increasing the Increasing the Representation of Women Representation of Women

Full Professors in AcademeFull Professors in Academe

Barbara A. LeeBarbara A. LeeDeanDean

School of Management & Labor RelationsSchool of Management & Labor RelationsRutgers UniversityRutgers University

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The Picture in the U.S.The Picture in the U.S.

In 2003, women comprised 18.2 percent of In 2003, women comprised 18.2 percent of full professors at doctoral-granting full professors at doctoral-granting universitiesuniversities

This is an increase from 14 percent in This is an increase from 14 percent in 19981998

At all colleges and universities combined, At all colleges and universities combined, women comprised 22 percent of full women comprised 22 percent of full professors in 2001professors in 2001

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Women cluster at the assistant professor Women cluster at the assistant professor levellevel

In 2003, 40 percent of all assistant In 2003, 40 percent of all assistant professors at doctoral institutions were professors at doctoral institutions were womenwomen

One third of all associate professors were One third of all associate professors were women.women.

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The representation of women varies by The representation of women varies by discipline.discipline.

In the physical sciences and computer In the physical sciences and computer science, women are less than 10 percent science, women are less than 10 percent of full professors.of full professors.

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Some reasons why women are Some reasons why women are underrepresentedunderrepresented

Women take longer to earn the PhD than Women take longer to earn the PhD than menmen

Women and men are not dispersed Women and men are not dispersed equally within disciplinesequally within disciplines

Males are more likely to have research Males are more likely to have research assistantshipsassistantships

Women are more likely to have teaching Women are more likely to have teaching assistantshipsassistantships

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Some reasons why women are Some reasons why women are underrepresentedunderrepresented

Women have lower rates of publicationWomen have lower rates of publication There are fewer senior women to serve as There are fewer senior women to serve as

role models for female graduate students role models for female graduate students and junior facultyand junior faculty

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The PipelineThe Pipeline

In 2001 57 percent of all recipients of In 2001 57 percent of all recipients of bachelor’s degrees in the U.S. were bachelor’s degrees in the U.S. were womenwomen

59 percent of all recipients of master’s 59 percent of all recipients of master’s degrees were womendegrees were women

46 percent of all recipients of doctoral 46 percent of all recipients of doctoral degrees were womendegrees were women

47 percent of all recipients of first 47 percent of all recipients of first professional degrees were womenprofessional degrees were women

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The PipelineThe Pipeline

Percentage of doctorates in 1998 who were Percentage of doctorates in 1998 who were women:women:

Art history: 78 percentArt history: 78 percent Physics and astronomy: 14 percentPhysics and astronomy: 14 percent Life sciences: 49 percentLife sciences: 49 percent Mathematics, economics, computer Mathematics, economics, computer

science: 30 percentscience: 30 percent

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks

1. University’s leadership must be 1. University’s leadership must be committed to increasing the absolute committed to increasing the absolute number of womennumber of women

Experts say that when a department is Experts say that when a department is between ¼ and 1/3 women, significant between ¼ and 1/3 women, significant progress is made in changing the climate progress is made in changing the climate and supporting womenand supporting women

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks Each department should be required to Each department should be required to

develop a strategy to increase the number develop a strategy to increase the number of senior women facultyof senior women faculty

Positions should be defined broadly to Positions should be defined broadly to ensure that they do not exclude womenensure that they do not exclude women

Be flexible in the discipline or research Be flexible in the discipline or research focus of individuals hired for senior level focus of individuals hired for senior level positionspositions

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks Cluster hiring—two or three senior Cluster hiring—two or three senior

positions filled by womenpositions filled by women Hire senior women with nontraditional Hire senior women with nontraditional

career pathscareer paths Create visiting positions for senior womenCreate visiting positions for senior women Allow spousal hiringAllow spousal hiring Hold leaders of departments accountable Hold leaders of departments accountable

for recruiting and hiring senior womenfor recruiting and hiring senior women

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2. Set aside specific positions for senior 2. Set aside specific positions for senior women (“affirmative action”)women (“affirmative action”) Pro’s of affirmative action:Pro’s of affirmative action:

• Hiring is subjective so set-asides are neededHiring is subjective so set-asides are needed• Recruitment is still biased against womenRecruitment is still biased against women• Prior discrimination requires extraordinary Prior discrimination requires extraordinary

measures to remedymeasures to remedy

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks Problems with affirmative actionProblems with affirmative action

Suggests that individual selected is not Suggests that individual selected is not qualifiedqualified

Demeans the individual who is hiredDemeans the individual who is hired Institution is “hurt” because the “best” Institution is “hurt” because the “best”

candidate was not selectedcandidate was not selected

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks My view of affirmative action (and the U.S. My view of affirmative action (and the U.S.

Supreme Court’s view)Supreme Court’s view) Affirmative action does NOT require the Affirmative action does NOT require the

hiring of an unqualified candidatehiring of an unqualified candidate Qualifications are determined subjectively Qualifications are determined subjectively

and can be defined more broadlyand can be defined more broadly Adding women or minorities to search Adding women or minorities to search

committees can result in a better quality committees can result in a better quality hirehire

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3. Develop the next generation of senior 3. Develop the next generation of senior women scholarswomen scholars Mentor women undergraduates and graduate Mentor women undergraduates and graduate

studentsstudents Provide opportunities for women students to Provide opportunities for women students to

participate in researchparticipate in research Create online resource centers and resume Create online resource centers and resume

banks to help locate women scholarsbanks to help locate women scholars

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Create “pre-docs” at research universitiesCreate “pre-docs” at research universities Create a project similar to the “Cohort of Create a project similar to the “Cohort of

Associate Professors Project” developed Associate Professors Project” developed by women computer science faculty.by women computer science faculty.

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Advice and Best PracticesAdvice and Best Practices

Obtain support from the presidentObtain support from the president Create a committee at the school or Create a committee at the school or

college level to develop goals and college level to develop goals and strategies for hiring more senior womenstrategies for hiring more senior women

Appoint department chairs who are Appoint department chairs who are committed to gender equity and hold them committed to gender equity and hold them accountableaccountable

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks Train search committees in gender equity Train search committees in gender equity

and provide them resources to identify and provide them resources to identify talented women candidates for senior talented women candidates for senior faculty positionsfaculty positions

Provide funds for supporting women hired Provide funds for supporting women hired into faculty positionsinto faculty positions

If necessary, create temporary or visiting If necessary, create temporary or visiting positions for senior women facultypositions for senior women faculty

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks Add women to hiring committees, even if Add women to hiring committees, even if

in related disciplinesin related disciplines Conduct surveys of the working climate for Conduct surveys of the working climate for

women faculty; publicize the resultswomen faculty; publicize the results Collect data on the representation of Collect data on the representation of

women on faculties at each rank and women on faculties at each rank and publicize itpublicize it

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Strategies to Increase the numbers Strategies to Increase the numbers of women in senior academic ranksof women in senior academic ranks Give awards to universities that increase Give awards to universities that increase

the proportion of senior women facultythe proportion of senior women faculty Appoint women faculty to prestigious Appoint women faculty to prestigious

university or government committeesuniversity or government committees Give junior women faculty mentors who Give junior women faculty mentors who

are senior women faculty, even if they are are senior women faculty, even if they are in another disciplinein another discipline

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We must be proactiveWe must be proactive

There is a glass ceiling and a leaky There is a glass ceiling and a leaky pipelinepipeline

We need women’s talents, intellectual We need women’s talents, intellectual power, and energypower, and energy

Many strategies don’t require money—just Many strategies don’t require money—just time, diligence, and political willtime, diligence, and political will

We need to change the status quo to be We need to change the status quo to be more inclusivemore inclusive

increasing the representation of women full professors in academe barbara a. lee dean school of...

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