Climbing the Academic Ladder Doctoral Women Scientists in Academe: A Report to the Office of Science and Technology Policy (1979) / Chapter Skim
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PERSPECTIVES AND PROSPECTS
PERSPECTIVES AND PROSPECTS
Pages 117-126
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From page 117... ...
There is anecdotal evidence that some women who for many years held research staff positions have recently achieved faculty status, and that others who were long-term instructors or lecturers have been promoted to ladder posts. The total number of such promotions cannot be very large; the entire increase of women in faculty posts between 1973 and 1977 is less than one-quarter of all women who received science doctorates from 1970 to 1977.
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From page 118... ...
Overall, a slightly larger fraction of women than men is employed in academic institutions, but there continues to be a disproportionately large number of women in two kinds of positions: part-time instructors or lecturers which are not only outside the tenure stream but also offer little chance for productive research, and postdoctoral or research staff positions which are underpaid. Spending much time in these somewhat marginal or subordinate positions may contribute substantially to cumulative disadvantage.
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From page 119... ...
We have no way of knowing whether this represents a laudable effort to have women in departments where no faculty openings exist, or a practice of lower offers and lower promotion rates for women. Effectiveness of Affirmative Action Delays in the early implementation of equal opportunity laws cost several years during which employment of women scientists on faculties did not change materially -- years when there was still some growth.
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From page 120... ...
Advisory Committee Service The opportunities of women scientists to augment their own horizons, profit from the personal exposure, and contribute their expertise to national science policy by serving on a variety of advisory bodies have expanded considerably in recent yearsAn analysis of just where and how women advisors are being utilized -- and where they are not -- is hampered somewhat by the very uneven reporting practices regarding advisory 120
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From page 121... ...
Before the advent of affirmative action, women rarely received offers, they looked for jobs, and if they were married, usually where their husband's opportunities were best. Even the most distinguished women scientists, prospective Nobel laureates included, were not offered endowed chairs and other amenities to lure them to distant institutions.
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From page 122... ...
The variety of individual situations likely to be encountered does not lend itself to recommending a general program but in many cases some effort by departments, possibly through careers service offices, would be beneficial. Recommendations Our recommendations to the Federal Government and to academic institutions for better utilization of doctoral women scientists are as follows: Recommendations for Fellowship and Training Programs Recommendation 1 That federally supported scientist-teacher awards be granted annually to a minimum of 25 women for the next five years, each tenable for at least a five-year period.
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From page 123... ...
Recommendation S That an experimental program of research support and affiliation with active research departments be instituted for women scientists at teaching colleges to enhance the momentum of their research. The prospect that this proposal offers of giving added impetus to their research by exposure to a highly active research environment and enhancing the quality of instruction in their permanent positions is considerable.
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From page 124... ...
Recommendation 7 That all public and private institutions be required to include academic salary information in their affirmative action reporting. Affirmative action regulations as currently implemented in higher education rarely include regular reporting of salary data and, at least in private institutions, such information usually remains confidential.
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From page 125... ...
Reaommendation 9 That the National Science Foundation follow NIH in monitoring and periodically reporting on advisory committee appointments to insure that committees and panels include appropriate numbers of women scientists. Such monitoring should also cover the various ad hoc panels that are frequently assembled for very specific shortterm tasks.
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From page 126... ...
While these other activities are not unimportant, an over-burden may greatly restrict career development. Conclusion Universities as corporate entities must learn to assume a more cooperative attitude toward equal opportunity for women.
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