Closing the Baby Gap - APS Home · Closing the Baby Gap Mary Ann Mason Dean of the Graduate Division University of California, Berkeley MAY 7, 2007 Gender Equity: Strengthening the

DO BABIES MATTER?DO BABIES MATTER?

Closing the Baby GapClosing the Baby GapMary Ann MasonMary Ann Mason

Dean of the Graduate DivisionDean of the Graduate DivisionUniversity of California, BerkeleyUniversity of California, Berkeley

MAY 7, 2007MAY 7, 2007

Gender Equity: Strengthening the Physics Enterprise Gender Equity: Strengthening the Physics Enterprise in Universities and National Laboratoriesin Universities and National Laboratories

Organized jointly by Organized jointly by the Committee on the Status of Women in Physics (CSWP) the Committee on the Status of Women in Physics (CSWP)

of the American Physical Society (APS), of the American Physical Society (APS), the National Science Foundation, and the Department of Energythe National Science Foundation, and the Department of Energy

Source: UCOP, “Long Range Planning Presentation,” before the Board of Regents, September 2002Do Babies Matter project funded by the Alfred P. Sloan Foundation.Mary Ann Mason, UC Berkeley; Marc Goulden, UC Berkeley; Nick Wolfinger, University of Utah

Source: NSF, Survey of Earned Doctorates, taken from Webcaspar.

PhD Recipients from U.S. Universities (U.S. Citizens only)

18%19%22%23%24%26%28%30%31%32%34%35%35%37%37%37%38%39%39%39%40%40%40%41%39%40%40%41%41%41%41%0% 0%0% 0% 0% 0% 0% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 2% 2% 2% 2% 2% 2% 2% 3% 2%

1% 1%2% 2% 2% 2% 3% 3% 3% 3% 3% 3% 4% 4% 3% 3% 3% 4% 4% 4% 4% 4% 5% 5% 5% 6% 6% 6% 6% 7% 7%

2% 3%3% 3% 4% 4% 4% 3% 3% 4% 3% 3% 3% 3% 3% 3% 3% 3% 3% 3% 3% 3% 4% 4% 4% 4% 4% 4% 4% 5% 5%

1% 1%1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 1% 2% 2% 2% 2% 2% 2% 2% 2% 2% 2% 2% 3% 2% 3% 3% 3% 3% 3%

78%75%72%71%68%66%64%62%61%59%58%57%56%55%54%54%52%52%51%50%49%49%48%47%47%46%45%44%43%42%42%

0%10%20%30%40%50%60%70%80%90%100%

1973

1974

1975

1976

1977

1978

1979

1980

1981

1982

1983

1984

1985

1986

1987

1988

1989

1990

1991

1992

1993

1994

1995

1996

1997

1998

1999

2000

2001

2002

2003

Women, White/Other Women, Asian Women, URMMen, URM Men, Asian Men, White/Other

University of California, Berkeley University of California, Berkeley (2002)(2002)

N=1117

Women

ShareholderPartners

Part-time

Men

14

Large San Francisco Law FirmLarge San Francisco Law Firm

51 217

2

Associates 155 195

ShareholderPartners

Part-time

Associates

Survey of Doctorate Recipients Survey of Doctorate Recipients (SDR)(SDR)

A national biennial longitudinal data set of PhD A national biennial longitudinal data set of PhD recipients’ postrecipients’ post--degree employment experiencesdegree employment experiences funded funded by the NSF and others, 1973 to present (NEH funded the by the NSF and others, 1973 to present (NEH funded the Humanities, 1977Humanities, 1977--1995).1995).

Includes Includes a ~10% suba ~10% sub--sample of PhD recipientssample of PhD recipients drawn drawn from the Survey of Earned Doctorates (SED) each year from the Survey of Earned Doctorates (SED) each year ---- and and individuals are resurveyed until they reach age 76, leave the individuals are resurveyed until they reach age 76, leave the country, or refuse to participate (over 160,000 individuals hacountry, or refuse to participate (over 160,000 individuals have ve participated).participated).

Response data is weightedResponse data is weighted based on sampling design and based on sampling design and rere--weighted each survey cycle, based on attrition (e.g. gender, weighted each survey cycle, based on attrition (e.g. gender, ethnicity) to reflect US PhD population.ethnicity) to reflect US PhD population.

Starting in 1979 and 1981,Starting in 1979 and 1981, respondents were asked about respondents were asked about their their marital status (1979) marital status (1979) and theand the number of children number of children (1981)(1981) living in their household living in their household (under 6, 6(under 6, 6--18, etc.).18, etc.).

Arguably the Arguably the best employment datasetbest employment dataset in the country.in the country.

Heads and Necks of Heads and Necks of Science Science PhD Recipients*PhD Recipients*

*PhDs from 1978-1984 Who Are Working in Academia 12 to 14 Years Out from PhDSource: Survey of Doctorate Recipients. Sciences, 1979-1999. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

N=2848 N=3057 N=13058

Men,Early

Babies

77%

23%

53%

47%

Women,Early

Babies

65%

35%

Women,Late or No

Babies

TenuredProfessors

Second TierPart-Time, 2-YearFaculty, Non-Ten.

Track, Acad.Researchers, andStill Tenure Track

Heads and Necks ofHeads and Necks ofHumanities and Social ScienceHumanities and Social Science PhDs*PhDs*

Source: Survey of Doctorate Recipients. Sciences and Humanities, 1979-1995. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

*PhDs from 1978-1984 Who Are Working in Academia 12 to 14 Years Out from PhDN=2973 N=4155 N=7452

TenuredProfessors

Second TierPart-Time, 2-YearFaculty, Non-Ten.

Track, Acad.Researchers, andStill Tenure Track

58%

42%

Women,Early

Babies

71%

29%

Women,Late or No

Babies

Men,Early

Babies

78%

22%

PhDReceipt

GraduateSchoolEntry

AssistantProfessor(Tenure Track)

AssociateProfessor(Tenured)

FullProfessor(Tenured)

Leaks in the Academic Pipeline for Women*

Leak!! Leak!! Leak!! Leak!!

Womenwith Babies

(28% less likely than women

without babies to enter a

tenure-track position)

Women, Married (21% less likely than

single women to enter a

tenure-track position)

Women(27% less likely than

men to become an Associate Professor)

Women(20% less likely

than men to become a Full

Professor within a

maximum of 16 years)

Women PhDsWater Level



* Preliminary results based on Survival Analysis of the Survey of Doctorate Recipients (a national biennial longitudinal data set funded by the National Science Foundation and others, 1979 to 1995). Percentages take into account disciplinary, age, ethnicity, PhD calendar year, time-to-PhD degree, and National Research Council academic reputation rankings of PhD program effects. For each event (PhD to TT job procurement, or Associate to Full Professor), data is limited to a maximum of 16 years. The waterline is an artistic rendering of the statistical effects of family and gender.

Prof (resrch)

51%Prof

(teach)18%

Other Acad.1%

Bus., Gov., Other30%

Career Goal at Start of PhD

N=941

N=986 N=968

Current Goal

Men

Women

N=930


Other Acad.3%

Prof (teach)

17%

Prof (resrch)

41%

Prof (resrch)

46%

Prof (teach)

27%

Other Acad.3%


Prof (resrch)

31%

Prof (teach)

27%

Other Acad.4%


Current Goal

Men

Women


ChangingCareer GoalsSource: Mason, Mary Ann and Marc Goulden. 2006. “UC Doctoral Student Career Life Survey.” (http://ucfamilyedge.berkeley.edu/grad%20life%20survey.html).

Prof (resrch)

44%

Prof (teach)

15%

Other Acad.1%



N=487

N=249 N=248

Current Goal

Men

Women

N=477


Other Acad.2%

Prof (teach)

13%

Prof (resrch)

32%

Prof (resrch)

48%

Prof (teach)

20%

Other Acad.2%


Prof (resrch)

25%

Prof (teach)

16%

Other Acad.5%


Current Goal

Men

Women


ChangingCareer Goals – PTEM (Physical Sciences, Technology, Engineering, Mathematics)

Source: Mason, Mary Ann and Marc Goulden. 2006. “UC Doctoral Student Career Life Survey.” (http://ucfamilyedge.berkeley.edu/grad%20life%20survey.html).

Reasons Most Commonly Cited by UCB PhD Students for Reasons Most Commonly Cited by UCB PhD Students for Shifting Career Goal away from Professor with Research EmphasisShifting Career Goal away from Professor with Research Emphasis


% citing factor as % citing factor as ““Very ImportantVery Important””in career goal shiftin career goal shift TotalTotal MenMen

WomeWomenn

11 Negative experience Negative experience as PhD studentas PhD student 48%48% 50%50% 46%46%

22 Other life interestsOther life interests 41%41% 39%39% 41%41%

33 Feelings of isolation/alienationFeelings of isolation/alienation as PhD studentas PhD student 37%37% 35%35% 39%39%44 Professional Professional activactiv. . tootoo time consumingtime consuming 37%37% 31%31% 41%41%

55 Issues related to childrenIssues related to children 31%31% 16%16% 42%42%

66 Geographic location IssuesGeographic location Issues 29%29% 24%24% 32%32%

77 Issues related to spouse/partnerIssues related to spouse/partner 27%27% 19%19% 32%32%88 Lack of encouragement/mentorLack of encouragement/mentor 25%25% 28%28% 22%22%

99 Job securityJob security 24%24% 28%28% 21%21%

1010 Bad job marketBad job market 23%23% 25%25% 22%22%

1111 Career advancement issuesCareer advancement issues 23%23% 26%26% 21%21%1212 Other career interestsOther career interests 22%22% 27%27% 19%19%

Yellow shading indicates the group’s response is significantly higher than the other group’s response (P<.05).N=262 to 313 107 to 134 154 to 177

•“I feel unwilling to sacrifice a healthy family life and satisfying personal life to succeed in academics, and thus industrial options have become more appealing.”•“Fed up with narrow-mindedness of supposedly intelligent people who are largely workaholic and expect others to be so as well.” •“I look at the lives of the professors I see every day, and I want to emulate none of them.” •“I really want to be a mom. This seems like an extremely difficult goal to align with the goal of being a faculty member at a top university in engineering.” •“Since beginning my doctoral work, I have become convinced that very few, if any, female professors are able to have stable, fulfilling family lives of the sort that I wish for (a stable marriage and children).” •“Academia is not very supportive of women. There are challenges at every step of the way in terms of having to make choices. I want to be able to have a family, have children and enjoy being a mother and wife which are close to impossible when one chooses academia. The clock is ticking and it does not stop for anything or anyone.”

Shifting Goal away from Professor with Research Emphasis:Selected Quality-of-Life Related Explanations

by UCB Men & Women Doctoral Students


Percentage of UCB Postdocs Who Indicated Percentage of UCB Postdocs Who Indicated a Career Goal Shift Away from Academia* a Career Goal Shift Away from Academia*

N= 34 104 68 139 51 108

Source: UC Berkeley and LBNL Postdoc Survey, 1999. Conducted by Maresi Nerad, Joe Cerny, and Linda McPheron.

59%

46%39%39% 42%

33%

0%10%20%30%40%50%60%70%80%90%

100%

Married withChildren

Married withoutChildren

Single withoutChildren

Mar

ked

One

or

Mor

e R

easo

ns fo

r Sh

ift

Women Men

*Among all survey participants.

Average Number of Hours Worked Average Number of Hours Worked Each Week as a PostdocEach Week as a Postdoc

41

53 5547

53 52

0

10

20

30

40

50

60

70

Married with Children Married withoutChildren


Hou

rs p

er W

eek

Women Men

N= 33 99 64 134 49 104


No Presentations at Conferences in the Last No Presentations at Conferences in the Last YearYear

45%

31%21%20%

28%20%

0%10%20%30%40%50%60%70%80%90%

100%



No

Pres

enta

tions

Women Postdocs Men Postdocs

N= 29 80 55 120 38 86


““Very Satisfied” or “Satisfied” with Quality of Very Satisfied” or “Satisfied” with Quality of Guidance Received from Postdoc Sponsor*Guidance Received from Postdoc Sponsor*

60%

76%66%

81% 81% 86%

0%10%20%30%40%50%60%70%80%90%

100%



Satis

fied

with

Gui

danc

e Women Postdocs Men Postdocs

N= 30 94 62 128 44 103

*“Do Not Know” excluded.


The Pool Problem at UC Berkeley: Ladder Rank FacultyThe Pool Problem at UC Berkeley: Ladder Rank Faculty

30%

70%

40%60%

0%10%20%30%40%50%60%70%80%90%

100%

Women Men

Actual UCB Applicants Potential UCB Applicant Pool*

*Data prepared by Angelica Stacy, Associate Vice Provost for Faculty Equity, UCB. Potential UCB Applicant Pool is derived from NCES data on PhD degrees granted in 2000, cut to a selected groupof top-ranked graduate institutions and cut to relevant disciplinary fields for UCB.

Major Findings: Family Major Findings: Family CareerCareerOverall, Overall, menmen with “early with “early babies”arebabies”are 38% more likely than 38% more likely than womenwomen with “early babies” to achieve tenure. with “early babies” to achieve tenure. WomenWomen with “early babies” leave academia before obtaining with “early babies” leave academia before obtaining their first tenure track job.their first tenure track job.Single Single mothersmothers are more successful than married mothers.are more successful than married mothers.WomenWomen with “late babies” do as well as women without with “late babies” do as well as women without children. children. Having no babies at all is the dominant success mode for Having no babies at all is the dominant success mode for womenwomen. . MenMen who have “early babies” do very well. In fact, they do who have “early babies” do very well. In fact, they do better than all others, including single better than all others, including single menmen and and womenwomen..A high percentage of A high percentage of mothersmothers slide into the second tier, the slide into the second tier, the partpart--time, adjunct and lecturer corps: the “gypsy scholars” time, adjunct and lecturer corps: the “gypsy scholars” of the university world. of the university world. Many Many womenwomen change their career course in graduate school change their career course in graduate school or as or as postdocspostdocs because of family concerns.because of family concerns.

Family Status of Tenured Faculty, Family Status of Tenured Faculty, All Fields*All Fields*

Married without

Children15%

Single without Children

11%

Single with Children**

4%

Married with

Children**70%

Married with

Children**44%


26%

Married without Children

19%Single with Children**

11%

Women

N=10,652

Men

N=32,234*PhDs from 1978-1984 Who Are Tenured 12 Years out from PhD.

**Had a child in the household at any point post PhD to 12 years out.Source: Survey of Doctorate Recipients. Sciences, 1979-1999, Humanities, 1979-1995Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

Family Status of Tenured Faculty Family Status of Tenured Faculty in the Sciences*in the Sciences*

Married without

Children14%


9%


4%

Married with

Children**73%

Married with

Children**53%


25%

Married without

Children14%


8%

MenWomen

*PhDs from 1978-1984 Who Are Tenured 12 Years out from PhD in STEM & Bio. Sciences.**Had a child in the household at any point post PhD to 12 years out.

Source: Survey of Doctorate Recipients. Sciences, 1979-1999.Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

N=3109 N=19,074

Getting Divorced after the First SDR*Getting Divorced after the First SDR*

0%

1%

2%

3%

4%

0-2 2-4 4-6 6-8 8-10 10 or more

Years out from First SDR

Prob

abili

ty o

f Get

ting

Div

orce

d

Ladder-Rank Women Ladder-Rank Men Second-Tier Women**

*For individuals who were married at first post-PhD SDR survey. PhD recipients 1978-1992.**Non-Tenure Track, Part Time, or Not Working.

Source: Survey of Doctorate Recipients. Sciences, 1979-1999, Humanities, 1979-1995.Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

Women FastWomen Fast--Track Professionals with Track Professionals with Babies* in the Household, by Age of Babies* in the Household, by Age of

ProfessionalProfessional

0%

5%

10%

15%

20%

25%

30%

26+ 29+ 32+ 35+ 38+ 41+ 44+ 47+

Age of professional

% w

ith a

bab

y

Women Faculty Women Doctors Women Lawyers

*Children, Ages 0 or 1 in Household.Source: Census 2000, Pums 5% sample.

Major Findings: Career Major Findings: Career FamilyFamilyOnly one in three Only one in three womenwomen without children without children who takes a fastwho takes a fast--track university job ever track university job ever become mothers.become mothers.WomenWomen who achieve tenure are far more who achieve tenure are far more likely than likely than menmen who achieve tenure to be who achieve tenure to be single 12 years out from the PhD single 12 years out from the PhD —— more more than twice as likely. than twice as likely. If married, If married, womenwomen are significantly more are significantly more likely than likely than menmen to experience divorce or to experience divorce or separation. separation. WomenWomen faculty were more than twice as faculty were more than twice as likely as likely as menmen faculty to indicate they faculty to indicate they wished they could have had more children wished they could have had more children —— a full 38% of a full 38% of womenwomen said so in said so in comparison to 18% of comparison to 18% of menmen. .

UC Work and Family Survey:UC Work and Family Survey: History and Response History and Response RatesRates

Designed to assess the effectiveness of Designed to assess the effectiveness of UC’sUC’s existing family existing family friendly policies (as of July 1988) for ladderfriendly policies (as of July 1988) for ladder--rank faculty. rank faculty. UC Berkeley surveyed in Fall 2002. All other UC Berkeley surveyed in Fall 2002. All other (except Merced)(except Merced)campuses surveyed in Springcampuses surveyed in Spring--Summer 2003.Summer 2003.

47%47%998998472472San DiegoSan Diego

47%47%802802374374Santa BarbaraSanta Barbara

55%55%1,3511,351743743BerkeleyBerkeley

59%59%1,3851,385820820DavisDavis

49%49%910910445445IrvineIrvine

45%45%1,7581,758788788Los AngelesLos Angeles

55%55%663663367367RiversideRiverside

53%53%357357188188San FranciscoSan Francisco

Response RateResponse Rate# Surveyed# Surveyed# Responses# ResponsesUC campusUC campus

51%51%8,7058,7054,4594,459TotalTotal54%54%481481262262Santa CruzSanta Cruz

Everybody is Very Busy Everybody is Very Busy (UC Faculty, All Fields)(UC Faculty, All Fields)

53.3 55.5 59.3 58.4

14.3 11.6 11.7 10.3

26.815.1 9.1 8.1

0102030405060708090

100

Women withChildren

Men withChildren

Womenwithout

Children

Men withoutChildren

Tota

l Hou

rs p

er W

eek

Professional Housework Caregiving

N=670 1813 670 1146

Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

http://ucfamilyedge.berkeley.edu/

Everybody is Very Busy Everybody is Very Busy (UC Faculty in the Sciences)(UC Faculty in the Sciences)

53.7 56.2 62.3 58.9

14.5 11.111.3 9.8

27.114.7 7.5 7.9

0102030405060708090

100

Women withChildren

Men withChildren

Womenwithout

Children

Men withoutChildren

Tota

l Hou

rs p

er W

eek

Professional Housework Caregiving

N=168 883 118 524



UC Faculty's Average Hours Per Week Providing UC Faculty's Average Hours Per Week Providing Care by Gender, Children, and Age at SurveyCare by Gender, Children, and Age at Survey

05

101520253035404550

Under 34 34 to 38 38 to 42 42 to 46 46 to 50 50 to 54 54 to 58 58 to 62 62 or olderAge at Survey

Wee

kly

Hou

rs P

rovi

ding

Car

e

Women with Children Men with ChildrenWomen without Children Men without Children


Women w. Children, N=671Men w. Children, N=1796

Women w/o Children, N=485Men w/o Children, N=1108


The Baby Lag for UC Women Faculty in Pursuit of Tenure,The Baby Lag for UC Women Faculty in Pursuit of Tenure,All FieldsAll Fields

0%2%4%6%8%

10%12%14%16%18%20%

-20 to

-18

-18 to

-16

-16 to

-14

-14 to

-12

-12 to

-10

-10 to

-8-8

to-6

-6 to

-4-4

to -2

-2 to

00 t

o 22 t

o 44 t

o 66 t

o 88 t

o 1010

to 12

12 to

1414

to 16

16 to

1818

to 20

20 or

mor

e

Years Before and After Assistant Professor Hire Date*

Perc

ent o

f Fac

ulty

with

New

Bab

ies

Ente

ring

the

Hou

seho

ld

Women Men

*Year 0 represents Assistant Professor Hire Date

Years Before Hire Date Years After Hire DateHireDate

HireDate

N=2339 Men982 Women



The Baby Lag for UC Women Faculty in Pursuit of Tenure The Baby Lag for UC Women Faculty in Pursuit of Tenure in the Sciences*in the Sciences*

0%2%4%6%8%

10%12%14%16%18%20%

-20 to

-18

-18 to

-16

-16 to

-14

-14 to

-12

-12 to

-10

-10 to

-8-8

to-6

-6 to

-4-4

to -2

-2 to

00 t

o 22 t

o 44 t

o 66 t

o 88 t

o 1010

to 12

12 to

1414

to 16

16 to

1818

to 20

20 or

mor

e

Years Before and After Assistant Professor Hire Date**

Perc

ent o

f Fac

ulty

with

New

Bab

ies

Ente

ring

the

Hou

seho

ld

Women Men

**Year 0 represents Assistant Professor Hire Date

Years Before Hire Date Years After Hire DateHireDate

HireDate

N=1164 Men265 Women

*Includes STEM & Bio. Science.



Major Reasons Eligible UC Parents Did Major Reasons Eligible UC Parents Did NotNot Use Use ASMD ASMD (Active Service Modified Duties)(Active Service Modified Duties)

51%

48%

10%

26%

46%

20%

27%1%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Percent Citing Factor As a Major Reason for Not Using ASMD

Women Men

"I did not know about the policy"

"It might have hurt my chances for tenure or promotion"

"I was not the primary caregiver to the child"

"I did not need the time"

N=497

96

454

119

592

160

460

132

Please note: these questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

http://lsir.la.psu.edu/workfam/facultysurvey.htm


Active ServiceActive Service--Modified Duties (ASMD) Modified Duties (ASMD) —— Provides teaching Provides teaching relief for parents with “substantial” relief for parents with “substantial” caregivingcaregivingresponsibilities for a newborn or new adoptee: two responsibilities for a newborn or new adoptee: two semesters/quarters for birth mothers. Funded centrally to semesters/quarters for birth mothers. Funded centrally to defray the cost to departments. defray the cost to departments. An entitlement. An entitlement.

TenureTenure--Clock Stoppage Clock Stoppage —— Adds one year extension to the Adds one year extension to the tenure clock for tenuretenure clock for tenure--track faculty parents with track faculty parents with “substantial” “substantial” caregivingcaregiving responsibilities for a newborn or new responsibilities for a newborn or new adoptee (one year per birth/adoption event, with a twoadoptee (one year per birth/adoption event, with a two--year cap). year cap). An entitlement.An entitlement.

Flexible PartFlexible Part--time Option time Option —— To allow tenureTo allow tenure--track faculty, track faculty, prepre-- and postand post--tenure, to go from fulltenure, to go from full-- to partto part--time as life time as life needs arise (i.e. needs arise (i.e. caregivingcaregiving responsibilities). Would responsibilities). Would encourages departments to take into account partencourages departments to take into account part--time time status in advancement decisions. status in advancement decisions. Under review. Under review.

School for ChairsSchool for Chairs —— Promotes the use of family friendly Promotes the use of family friendly policies, resources and benefits. policies, resources and benefits. Soon to be launched.Soon to be launched.

New Family Friendly Initiatives for New Family Friendly Initiatives for UC Berkeley LadderUC Berkeley Ladder--Rank FacultyRank Faculty

Creating a Family Friendly Department: Creating a Family Friendly Department: Chairs and Deans ToolkitChairs and Deans Toolkit

UC Faculty Family Friendly EdgeUC Faculty Family Friendly EdgeExcerpts:Excerpts:

Legal case examplesLegal case examplesIn a tenureIn a tenure--denial lawsuit involving a reported tentative settlement of denial lawsuit involving a reported tentative settlement of $495,000, the provost at the University of Oregon allegedly told$495,000, the provost at the University of Oregon allegedly told another another professor that the mother’s decision to “stop the clock” was a “professor that the mother’s decision to “stop the clock” was a “red flag;” red flag;” the department chair also wrote in a memo that she “knew as a mothe department chair also wrote in a memo that she “knew as a mother ther of two infants, she had responsibilities that were incompatible of two infants, she had responsibilities that were incompatible with those with those of a fullof a full--time academician.” time academician.” [ref: Joan C. Williams, 2004. [ref: Joan C. Williams, 2004. “Hitting the Maternal Wall,”“Hitting the Maternal Wall,” Academe, Academe, 90(6)890(6)8--12.] 12.]

Faculty quotes about negative responses from chairs to requests Faculty quotes about negative responses from chairs to requests for for family accommodationsfamily accommodations“I want to emphasize that the greatest source of work“I want to emphasize that the greatest source of work--related stress in related stress in relation to having a child has been the hostility and recalcitrarelation to having a child has been the hostility and recalcitrance of my nce of my chair who announced that he thought of ASMD as a ‘special privilchair who announced that he thought of ASMD as a ‘special privilege’ and ege’ and who fought it all the way.”who fought it all the way.” –– Female faculty memberFemale faculty member

Graduate Student Parent Resources at UC BerkeleyGraduate Student Parent Resources at UC BerkeleyNew Initiatives

• Paid Childbirth Leave (approved February 2007)

• Expanded infant/toddler/preschool slots in a newChild Development Center (opened January 2007)

• UC Families: an online newsletter and resource for students, staff, and faculty at all UC campuses who seek to balance academic goals or careers with family life. See http://parents.berkeley.edu/ucfamilies

• ‘Stopping the Clock’: Extensions to academic milestones (preliminary exams, qualifying exams, Normative Time completion)

Continuing Initiatives

• Family Student Housing (two large complexes)• Children’s Center & Family Resource Center (located in Family Housing) • Student Parent Center (located in Student Center) • Breastfeeding Support Program (Student Health Center & campus locations) • Graduate Student Parent Grant (funded by Graduate Division, administered

by Financial Aid Office)

ucfamilyedge.berkeley.edu

by MARY ANN MASON and EVE MASON EKMANby MARY ANN MASON and EVE MASON EKMAN

Publication Date: May 31, 2007Publication Date: May 31, 2007

Oxford University Press, USA Hardcover: 272 pages Oxford University Press, USA Hardcover: 272 pages

In the past few decades the number of women In the past few decades the number of women entering graduate schools has been skyrocketing, entering graduate schools has been skyrocketing, while the number of women reaching the top rung while the number of women reaching the top rung

of the corporate and academic worlds has remained of the corporate and academic worlds has remained relatively stagnant. Why are so many women falling off relatively stagnant. Why are so many women falling off

the fast track?the fast track?

In this timely book, Mary Ann Mason traces the In this timely book, Mary Ann Mason traces the career paths of the first generation of ambitious career paths of the first generation of ambitious

women who started careers in science, academia, law, women who started careers in science, academia, law, medicine, business, and the media in large numbers in medicine, business, and the media in large numbers in

the 1970s and ‘80s. …the 1970s and ‘80s. …

Along with her daughter, an aspiring journalist, Along with her daughter, an aspiring journalist, Mason has written a guide for young women who are Mason has written a guide for young women who are facing the tough decision of when facing the tough decision of when ---- and if and if ---- to start to start a family. It is also a guide for older women seeking a a family. It is also a guide for older women seeking a

second chance to break through to the next level, second chance to break through to the next level, as Mason herself did in academia. … as Mason herself did in academia. …

The result is a roadmap of new choices for women The result is a roadmap of new choices for women facing the sobering question of how to balance a facing the sobering question of how to balance a

successful career with family.successful career with family.

Read more at Read more at

http://http://www.grad.berkeley.edu/deans/mason/index.shtmlwww.grad.berkeley.edu/deans/mason/index.shtml

Closing the Baby Gap - APS Home · Closing the Baby Gap Mary Ann Mason Dean of the Graduate Division University of California, Berkeley MAY 7, 2007 Gender Equity: Strengthening the

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