PSB 5077 Fall 2004 Sept 24, 2004

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PSB 5077 Fall 2004 (Sept
24, 2004) The Community of Research II
Women in Science
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Data on WOMEN in Neuroscience
Summary ANDP Survey (2000)    Women comprise
47 of predoctoral trainees 40 of
postdoctoral trainees
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Female Students Ratio in Higher Education (Life
Sci. Phy.Sci.) - OECD 2002
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Data on WOMEN in Neuroscience
Summary ANDP Survey (2000)    Women comprise
47 of predoctoral trainees 40 of
postdoctoral trainees yet they comprise only
21 of the tenure-stream
faculty 14 of full professors
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Low Percentage of Women Faculty in FSUs College
of Arts Sciences
FSU Task Force on the Status of Women
Faculty http//ocean.fsu.edu/nancy/TaskForce/inde
x.htm
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• Aerospace Studies Department (Air Force ROTC)
• Anthropology
• Biological Science
• Chemistry Biochemistry
• Classics
• Computer Science
• English
• Geological Sciences
• History
• Mathematics
• Meteorology
• Military Science Department (Army ROTC)
• Modern Languages
• Oceanography
• Philosophy
• Physics
• Psychology
• Religion

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More FSU Women Faculty in Humanities
FSU Task Force on the Status of Women
Faculty http//ocean.fsu.edu/nancy/TaskForce/inde
x.htm
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Small Increases in Minority Faculty at FSU (1996
2002)
FSU Task Force on the Status of Women
Faculty http//ocean.fsu.edu/nancy/TaskForce/inde
x.htm
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Constant Percentage of Women Faculty at FSU (1996
2002)
FSU Task Force on the Status of Women
Faculty http//ocean.fsu.edu/nancy/TaskForce/inde
x.htm
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Percent Women at Each Stage of Career in Six
Departments in the School of Science at MIT in
the Period 1985-1994
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The pipeline doesnt leak, it is plugged at
specific spots, entry into tenure track
positions, entry into higher echelons
Keohane, Nannerl. 2003. Introd. to Report of the
steering committee for the women's initiative at
Duke University. Durham, NC Duke University.
www.duke.edu/womens_initiative/report_report.htm.
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UPenn
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UPenn
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UPenn
27
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WHY???
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Child care issues
Safety issues
Work load incompatible with family
Lack of mentors/role models
Active/subconscious discrimination
Assumptions about females role
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Child care issues
Safety issues
Work load incompatible with family
Lack of mentors/role models
Active/subconscious discrimination
Assumptions about females role
These issues are not unique to academics
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WHY???
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• Issues unique to academics/science
• Extremely long internship
• Relatively low compensation at entry level,
• throughout career.
• Necessity for re-location

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UPenn
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I had been a postdoc for only three years,
compared to my husband's six,
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Source U.S. Bureau of the Census Web
www.census.gov.
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studies have shown that women, and particularly
those with university degrees, are more likely to
prefer men who are highly educated for long-term
relationships
(Blackwell Lichter, 2000 Buunk, Dijkstra,
Fetchenhauer, Kenrick, 2002).
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Husband
Wife
Career level,salary

5-10 yrs
Age
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Husband likely to be more advanced in
career earning a higher salary
Thus relocating for wife to take an entry level
academic position may be economically
disadvantageous
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the likelihood of the male partner of a female
faculty member accepting the role of the trailing
spouse or partner is much lower than the
likelihood of the female partner of a male
faculty member accepting this role (Hom
Griffeth, 1995 Mirowsky, 1987). Males who trail
their female partners and who have expectations
of being in a traditional sex role experience
psychological stress if they cannot find work or
remain underemployed (Staines, Pottick, Fudge,
1986).
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• For women PhDs, the career track which requires
  early geographic mobility puts stress on the dual
  career couple.
• Every married women with a Ph.D. in my interview
  sample narrowed the geographical scope of her job
  search to accommodate her husband

Anne E. Preston Associate Professor of
Economics Haverford College
Women are more likely than men to stay in the
same area where they attended graduate school
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An upside???
Maybe more women leave science because they have
their husbands income as a cushion.
Women point out that the financial security of
their husband's income often allows them the
freedom to leave. Therefore, even if men do feel
the same frustration with a scientific career,
they may be less likely to respond to this
frustration with exit.
www.haverford.edu/econ/faculty/preston_papers/ch6.
pdf
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• Issues unique to science
• Extremely long internship
• Relatively low compensation at entry level,
• throughout career.
• Necessity for re-location
• Inability to re-locate

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Doctoral scientists and engineers employed
outside doctorate field, by primary
reason and gender 1997
600000
Female
500000
Male
400000
Number
300000
200000
100000
0
Pay, promotion
Working
Job location
Change in
Family-related
Job in doctoral
Other reason
opportunities
conditions
career or
reasons
degree field not
for not working
(hours, equip.,
professional
available
working envir.)
interests
Reason
Source NSF SESTAT Database, 1997
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Doctoral scientists and engineers employed
outside doctorate field, by primary
reason and gender 1997
600000
Female
500000
Male
400000
Number
300000
200000
100000
0
Pay, promotion
Working
Job location
Change in
Family-related
Job in doctoral
Other reason
opportunities
conditions
career or
reasons
degree field not
for not working
(hours, equip.,
professional
available
working envir.)
interests
Reason
Source NSF SESTAT Database, 1997
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Scientists and engineers who are unemployed or
out of the labor
force, by reason for not working and sex 1997
60,000
50,000
Women
Men
40,000
Number
30,000
20,000
10,000
0
Family
Chronic illness
Suitable job not
Did not need or
Other reason
Student
On layoff from a
responsibilities
or permanent
available
want to work
job
disability
Reason for not working
SOURCE National Science Foundation/SRS 1997
SESTAT Integrated Data Files.
Women, Minorities, and Persons with Disabilities
in Science and Engineering 2000
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Scientists and engineers who are unemployed or
out of the labor
force, by reason for not working and sex 1997
60,000
50,000
Women
Men
40,000
Number
30,000
20,000
10,000
0
Family
Chronic illness
Suitable job not
Did not need or
Other reason
Student
On layoff from a
responsibilities
or permanent
available
want to work
job
disability
Reason for not working
SOURCE National Science Foundation/SRS 1997
SESTAT Integrated Data Files.
Women, Minorities, and Persons with Disabilities
in Science and Engineering 2000
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Data on WOMEN in Neuroscience
Summary ANDP Survey (2000)    Women comprise
47 of predoctoral trainees 40 of
postdoctoral trainees yet they comprise only
21 of the tenure-stream
faculty 14 of full professors but they
constitute 43 of nontenure-stream faculty
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Not long ago, a colleague of mine was turned down
for a tenure-track job because she was married.
How do I know this was the reason? The head of
the hiring committee said so. My colleague,
Jenny, applied for a tenure-track position in
history at a respected public university. After a
brilliant on-campus interview and a few days of
lively conversation with colleagues, Jenny
thought she had the gig nailed. On the last day,
the hiring committee, as a group, sat her down.
The chair -- a woman -- told Jenny that she was
their top candidate, but added "We've been
trying to figure out what your family situation
is. What's the story?" Jenny hemmed and hawed.
Faced with a circle of people who had the power
to decide her future, she decided to tell the
truth her husband is a biochemist, and he
recently applied for a job on the same campus.
"Let us know if he gets the job," said the
hiring committee chair. "It will be a major
factor in our decision." A month later, Jenny
got an e-mail message from the university. The
committee had decided to offer the job to someone
else -- a man, as it happened. "However," the
chair wrote, "if your husband does get the
position here, we'd be happy to hire you as an
adjunct."
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Impact of Spouse's Career and Family
Responsibilities
Anne E. Preston Haverford College June 2003
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Explaining the Gender Effects on Faculty Pay
Increases DO THE SQUEAKY WHEELS GET THE
GREASE? DAVID B. BALKIN, LUIS R.
GOMEZ-MEJIA University of Colorado
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  Table 2  Standing Faculty Census Counts,
Recruitments and Defections January 2004 to
January 2005
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  Table 2  Standing Faculty Census Counts,
Recruitments and Defections January 2004 to
January 2005
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men are in a more favorable position to exploit
their labor mobility than women (who have less
cooperative spouses). Men translate this
propensity to be more mobile into higher pay
increases.
males are more likely to retaliate by leaving
the university in response to lower pay raises
Thus pay discrepancies
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Discontent with Income and Opportunity

• Primary reason for exit for more than ¾ of
  exiting men
• Primary reason for exit for less than 10 of
  exiting women

Anne E. Preston Haverford College June 2003
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• Issues unique to science
• Extremely long internship
• Relatively low compensation at entry level,
• throughout career.
• Necessity for re-location
• Inability to re-locate
• Tenure

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More FSU Women Faculty at Lower Ranks
FSU Task Force on the Status of Women
Faculty http//ocean.fsu.edu/nancy/TaskForce/inde
x.htm
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Sex differences in recent tenure decisions at FSU
Percentage of favorable tenure decisions (number
of cases) The Faculty Voice (Summer 2001) / FSU
Dean of Faculties
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Solutions?

• Adjust compensation to meet preparation
• Assume every hire involves two people
• Adjust tenure clock (shorten)
• Aggressively address more universal issues to
  make academics more attractive

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All is not lost!
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Women in Leadership Positions at FSU(1996 2002)
FSU Task Force on the Status of Women
Faculty http//ocean.fsu.edu/nancy/TaskForce/inde
x.htm
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Women/Minorities in Leadership Positions
Dr. Shirley A. Jackson President Rensselaer
Polytechnic Inst.
Dr. Ruth J. Simmons President Brown University
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http//www-rcf.usc.edu/forsburg/bio1.html