Seeking Solutions Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013) / Chapter Skim
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1 Statistics on the Career Pathways of Women of Color Faculty in Academia
1 Statistics on the Career Pathways of Women of Color Faculty in Academia
Pages 4-17
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From page 4... ...
5 Ginther and Kahn also used data from the Current Population Survey to examine high school and college graduation rates, the Integrated Postsecondary Education Data System to examine the number of graduates in science and engineering fields, the NSF's Survey of Earned 4 This session was moderated by Lydia Villa-Komaroff, chief scientific officer, Cytonome/ST, LLC, and cochair, Committee on Advancing Institutional Transformation for Minority Women in Academia. 5 The issue of aggregated versus disaggregated data came up several times in the conference.
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From page 5... ...
students. Challenge of Small Sample Sizes Ginther and Kahn reported that among the people in academic occupations related to science and engineering in 2008, there were approximately 2700 women of color, 4000 men of color, 26,000 white women, and 58,000 white men.
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From page 6... ...
Source: 1994 – 2010 Outgoing Rotations of the Current Population Survey. Developed by Ginther and Kahn in the commissioned paper Education and Academic Career Outcomes for Women of Color in Science and Engineering (see Appendix A-1)
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From page 7... ...
% of Tenure % of non Track/ % of Tenured % of Full % of US Tenure Tenured Faculty Professors Population Track Faculty Faculty Women of color 5.1% 2.3% 1.7% 1.2% 12.5% Black 2.3% 1.1% 0.7% 0.4% 6.2% Hispanic 1.2% 1.0% 0.8% 0.7% 5.3% Men of color 3.0% 4.1% 3.9% 3.8% 11.9% Black 1.6% 1.8% 1.5% 1.2% 5.3% Hispanic 1.1% 2.2% 2.2% 2.4% 5.6% Other women 42.2% 26.1% 23.6% 20.1% 38.3% White 38.5% 23.4% 21.9% 18.9% 36.2% Asian 3.8% 2.6% 1.7% 1.2% 2.1% Other men 49.6% 67.5% 70.8% 75.0% 37.3% White 43.2% 60.1% 63.9% 67.4% 35.5% Asian 6.5% 7.5% 6.9% 7.6% 1.9% Total 100% 100% 100% 100% 100% Total 2008 Number 15,473 85,164 62,469 36,365 Source: 2008 NSF Survey of Doctorate Recipients. Developed by Ginther and Kahn in the commissioned paper Education and Academic Career Outcomes for Women of Color in Science and Engineering (see Appendix A-1)
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From page 8... ...
population overall. The graduation rate of women of color is similar to the average of the graduation rates of all groups.6 6 Ginther and Kahn's analysis of education outcomes begins by using data from 1994-2010 waves of the Outgoing Rotations data from the Current Population Survey (CPS)
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From page 9... ...
As individuals move along the pathway, white women constitute a growing proportion of the people obtaining degrees, resulting in white women becoming overrepresented in academia relative to their representation in the general population and relative to their graduation rates for high school, and leading to women of color becoming underrepresented relative to both of these. Looking more closely, Ginther and Kahn determined that women of color are starting college at rates approximately proportional to their high school graduation rates but are not graduating at the same rate (data were for all college majors)
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From page 10... ...
The sample sizes were: 408 women of color, 1080 men of color, 4196 white women, and 14,520 white men. At non-minority-serving institutions, women of color and white women were promoted to full professor at statistically equivalent rates (46 to 49 percent)
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From page 11... ...
They emphasized the importance of building a stronger base of college graduates in science and engineering to increase the representation of women of color on the nation's faculty in STEM disciplines. They noted that multiple studies have shown that women of color are more likely to choose particular career tracks if their teachers in those areas included women of color ([a specific example of the general phenomenon whereby any student is more likely to choose a college major if he/she has a professor who shares his/her demographic characteristics 13 )
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DATA ON WORK/LIFE BALANCE AND RELATIVE STRESSORS FOR WOMEN OF COLOR IN ACADEMIA Sylvia Hurtado, a professor at the University of California, Los Angeles, director of the Higher Education Research Institute (HERI) , and a member of the Committee on Advancing Institutional Transformation for Minority Women in Academia, presented data from HERI's national faculty survey, which is done every three years.
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From page 13... ...
risk the following: not understanding their role within the faculty community, not having a sense of belonging, having unrealistically low assumptions about their competence, and misunderstanding the rules and unstated practices for promotion and tenure. A dearth of senior colleagues who are women of color reduces the access of early-career faculty to key social networks, wisdom for navigating the department and institution, and discipline-specific professional opportunities.
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From page 14... ...
Neither white men nor white women reported as a stressor personal finances, whereas women and men of color did. White men reported less stress from lack of personal time, self-imposed high expectations, and managing household duties, and they reported less stress from institutional red tape.
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From page 15... ...
Women of color reported the greatest amount of stress of all people at the associate professor level, were lower only than white women at the full professor and assistant professor levels, and were lower than white women and Asian men at the lecturer/instructor level. White male White female URM male URM female Asian American male Asian American female 55 50 45 40 35 Lecturer or Instructor Assistant Professor Associate Professor Professor Figure 3.
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From page 16... ...
White male White female URM male URM female Asian American male Asian American female 55 50 45 40 Lecturer or Instructor Assistant Professor Associate Professor Professor Figure 4. Mean Faculty Satisfaction with Compensation and Work.
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From page 17... ...
(Hurtado noted that this phenomenon exists to some extent for white women as well.) In qualitative research, Hurtado's group commonly encounters individuals who refuse to be interviewed or later ask for the record to be deleted.
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