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PERSISTENT INEQUITY: GENDER AND ACADEMIC EMPLOYMENT

PERSISTENT INEQUITY: GENDER AND ACADEMIC EMPLOYMENT. John W. Curtis, Director of Research and Public Policy American Association of University Professors. Major Topics. Data on gender equity in academic employment Explaining the persistence of inequity

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PERSISTENT INEQUITY: GENDER AND ACADEMIC EMPLOYMENT

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  1. PERSISTENT INEQUITY: GENDER AND ACADEMIC EMPLOYMENT John W. Curtis, Director of Research and Public PolicyAmerican Association of University Professors

  2. Major Topics • Data on gender equity in academic employment • Explaining the persistence of inequity • Social structures and the rhetoric of “choice” • Shared governance and equity • Implementing equity Persistent Inequity: Gender and Academic Employment

  3. Academic Gender Equity: Data • Student population (Fig. 1) • Employment status (Fig. 2-4) • Leadership positions (Fig. 5-7) • Gender and contingency • Instructional Staff (2007) Women: 79.3%, Men: 70.6% • Salary (Fig. 8-9) • Service; teaching vs. research Persistent Inequity: Gender and Academic Employment

  4. Explaining Persistent Inequity • No longer as much blatant discrimination • Family responsibilities/caregiving (Mason, et al.) • Women impacted disproportionately (sacrificing career for family or sacrificing family for career) • Children (“mommy track”) • Eldercare • Partner accommodation (“trailing spouse”) (AAUP, 2010) Persistent Inequity: Gender and Academic Employment

  5. Explaining Persistent Inequity • Expectations (roles and norms) (Drago) • Stigma against caregiving (Williams) • Assumptions about competence and caregiving, varying impact on women and men (Valian; Williams) • Paternalism (Williams) • “Ideal worker” norm • Changing roles for men and women both • The notion of “balance” Persistent Inequity: Gender and Academic Employment

  6. Social Structures and “Choice” • Social structures • Changes in jobs and compensation • Consumption patterns • Variations by race/ethnicity and SES • Rhetoric of “choice” • Paycheck Fairness Act (Sommers) • Constraints: gendered roles; economics • Children/childlessness Persistent Inequity: Gender and Academic Employment

  7. Shared Governance and Equity • Faculty role in appointments and compensation • Shared governance and the faculty voice • Leadership vs. “pleading” • Unions • Representation of women (May, et al) • Pay differentials (Smith and Grosso) • Support for caregiving (Labor Project For Working Families) Persistent Inequity: Gender and Academic Employment

  8. Implementing Equity • “Just a matter of time” • Equity studies (Curtis, 2010) • Intersection of law and data (reference) • “Fear factor” (Ward and Wolf-Wendel, 2004; Drago et al., 2005) • Awareness; Consciousness-raising Persistent Inequity: Gender and Academic Employment

  9. JOHN W. CURTISDIRECTOR OF RESEARCH AND PUBLIC POLICYAMERICAN ASSOCIATION OF UNIVERSITY PROFESSORS E-mail: jcurtis@aaup.org(202) 737-5900 ext. 143

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