Tag: work-life balance

Early lessons from a survey on bias in family formation in academia

The following is a guest post by Leah C. Windsor and Kerry F. Crawford. Windsor is a Research Assistant Professor in the Institute for Intelligent Systems at The University of Memphis. Crawford is an Associate Professor in the Department of Political Science at James Madison University. To take their survey, visit: https://tinyurl.com/drparentsurvey

This is the first in the series on changing the field of international relations. #IRChange

Academic families – especially dual-career spouses – with young children are struggling in more specific and remediable ways than we thought when we first launched our “Bias in Family Formation in Academia” survey last year. As parents of young children ourselves, we have a front row seat to competing demands of the early career and early childhood years.

We vastly underestimated the pervasiveness and ubiquity of obstacles, and the repetitive nature of the stories other academic parents wrote. We kept encountering the same problems: departmental and institutional refusal to accommodate legally-mandated family leave requests; hostile and toxic work environments for parents, especially mothers; and the unobservable emotional and physical toll of becoming parents, like fertility challenges, tough pregnancies and post-partum phases, and complicated adoptions.

The survey is part of a larger book project that recounts personal narratives of parents – mostly mothers – in their full-time roles as doctor and mom. Much has been written on the “leaky pipeline” whereby women exit the profession at higher rates than men, and on the “work-life balance” with competing suggestions of leaning in, tenure time-outs, and the (in)ability of women to “have it all.” We think of the pipeline as more of a “chutes and ladders” board game, where benefits of mentorship and supportive institutions can improve gender parity in the profession, elevating parents up the tenure-track ladder.

While there is good reason to believe that overall the situation is improving, what we find is that too many of the solutions focus on individual-level fixes, rather than addressing the systemic origins of the problems. Policies about family formation should be ubiquitously, transparently, and equitably communicated to faculty, and FMLA provisions should be considered the bare minimum in order to achieve a culture change of supporting academic families.

The following are themes and lessons – generally about U.S.-based institutions – we have identified through the 100-question survey of academic parents:

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One Size Fits Few

With all of the recent essays on the Duck this summer about the job market, citation indexes, and lack of confidence, there seems to be a brewing undercurrent about the anxiety of another academic year. Some of us maybe facing down a PhD defense and the job market for the first time, some of us compiling our pre-tenure review files, and some of us just generally feeling uneasy about a new area of research or a class we’ve never taught. Some maybe anxious about a new job they’ve recently arrived at. I can feel the collective tension reading through the posts and their comments.

I’d like to add one more perspective to the discussion in a hope to ease this tension. Much of what has been said before is from well within the “traditional” view of academia; a view where one has a tenure-track job or where one is attempting to get a tenure-track job. The reality is that getting or keeping these jobs is very difficult, and I cannot rehearse the myriad of factors that go into each. However, what I do think is important to note is that in these previous discussions there is a working assumption that once one is offered or has a tenure-track job, one will do anything to take or keep it. The Holy Grail must be achieved at all costs.

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Women’s Income, Household Chores, Divorce, and the Need for a Norm Cascade

In between making organic cupcakes for my daughters’ school, completing a grant application, tending my organic vegetables, and finishing an R&R for a journal, I came across this little gem of a working paper (thanks to Freakonomics Blog).[1] This new research shows the following:

“Couples where the wife earns more than the husband are less satisfied with their marriage and are more likely to divorce. Finally, based on time use surveys, the gender gap in non-market work is larger if the wife earns more than the husband” (abstract).

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