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Institutional Resources, Professional Activities, and Outcomes (Chapter 4), and Tenure and Promotion (Chapter 5). Complete findings in each of these areas can be found at the end of the relevant chapter and are summarized in Chapter 6.

As a foundation for understanding the survey findings, it is important to remember that although women represent an increasing share of science, mathematics, and engineering faculty, they continue to be underrepresented in many of those disciplines. While the percent of women among faculty in scientific and engineering overall increased significantly from 1995 through 2003, the degree of representation varied substantially by discipline, and there remained disciplines where the percentage of women was significantly lower than the percentage of men. Table S-1 shows the percent of women faculty in selected scientific and engineering disciplines during this time period at the assistant, associate, and full professor levels.

In 2003, women comprised 20 percent of the full-time employed S&E workforce and had slowly gained ground compared to men in the full-time academic workforce; by 2003, they represented about 25 percent of academics. Women’s representation in the academic workforce, of course, varied by discipline: in the health sciences, women were the majority of full-time, employed doctorates, while in engineering they were less than 10 percent. The greatest concentration of women among full-time academics was at medical schools; the lowest was at Research II institutions.

Academic Hiring (Chapter 3)

The findings on academic hiring suggest that many women fared well in the hiring process at Research I institutions, which contradicts some commonly held perceptions of research-intensive universities. If women applied for positions at Research I institutions, they had a better chance of being interviewed and receiving offers than male job candidates had. Many departments at Research I institutions, both public and private, have made an effort to increase the numbers and percentages of female faculty in science, engineering, and mathematics. Having women play a visible role in the hiring process, for example, has clearly made a difference. Unfortunately, women continue to be underrepresented in the applicant pool, relative to their representation among the pool of recent Ph.D.s. Institutions may not have effective recruitment plans, as departmental efforts targeted at women were not strong predictors in these surveys of an increased percentage of women applicants.

  1. Women accounted for about 17 percent of applications for both tenure-track and tenured positions in the departments surveyed. In each of the six disciplines, the percentage of applications from women for tenure-track positions was lower than the percentage of Ph.D.s awarded to women. (Findings 3-1 and 3-3)

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