Creating Status of Women Reports: Institutional Housekeeping as ?Women's Work?

Bird, Sharon R.; Litt, Jacquelyn; Wang, Yong

doi:10.2979/nws.2004.16.1.194

Cited by 106 publications

(135 citation statements)

References 12 publications

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“…It is also possible that rank may have influenced male faculty and female faculty differently and that as one is promoted and/or tenured, Stressors increase or are internalized in different ways. Research by Bird, Litt, and Wang (2004) supported this hypothesis when considering committee work and service. Since junior faculty are often protected from committee and service work, the added stress experienced by this aspect of faculty work life was not felt as intensely (particularly for those who are underrepresented, as women and faculty of color are in the case of this institution) until they were at the associate or full rank.…”

Section: Discussionmentioning

confidence: 84%

Are Women Faculty Just “Worrywarts?” Accounting for Gender Differences in Self-Reported Stress

Hart

Cress

2008

Journal of Human Behavior in the Social Environment

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Contrary to notions that faculty women are overly sensitive and over-dramatize their work-life challetiges, quantitative and qualitative data from a large public research university provide contrasting work-life experiences for female and male faculty. Significant gender differences, emphasized by rich description from faculty, are reported in teaching, service, and research responsibilities that contribute to increased levels of stress for women. Specific strategies for creating more equitable and less stressful work environments are highlighted.

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Section: Discussionmentioning

confidence: 84%

Are Women Faculty Just “Worrywarts?” Accounting for Gender Differences in Self-Reported Stress

Hart

Cress

2008

Journal of Human Behavior in the Social Environment

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“…In the United States, women have been found to spend more time than men on teaching and less on research, possibly not by choice (Winslow 2010). In a process that 'import[s] ... cultural metaphors of domesticity' (Acker and Dillabough 2007, 299), women academics may end up nurturing and mentoring women students, serving as good departmental citizens and doing the detailed but tedious work of keeping records and organizing reviews (Acker and Feuerverger 1996;Bird, Litt, and Wang 2004;Eveline 2004;Misra et al 2011;Morley 2005;Park 1996). Ethnic-minority faculty of both sexes usually do extra nurturing and citizenship work (Tierney and Bensimon 1996).…”

Section: Tenure Concernsmentioning

confidence: 99%

Tenure troubles and equity matters in Canadian academe

Acker

Webber

Smyth

2012

British Journal of Sociology of Education

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“…37 Although the issue is complex, women faculty consistently earn less than men with comparable productivity, 36,38,39 and gender-based and even frank sexual harassment is highly prevalent. 40,41 In-depth telephone interviews of 18 women faculty 42 revealed that 40% ranked gender discrimination first out of 11 possible choices for hindering their academic career-above limited time for professional work and lack of mentoring.…”

Section: The Slow Progress Of Women Into Leadership Positions In Acadmentioning

confidence: 99%

Women's Health and Women's Leadership in Academic Medicine: Hitting the Same Glass Ceiling?

Carnes

Morrissey

Geller

2008

Journal of Women's Health

260

199

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The term "glass ceiling" refers to women's lack of advancement into leadership positions despite no visible barriers. The term has been applied to academic medicine for over a decade but has not previously been applied to the advancement of women's health. This paper discusses (1) the historical linking of the advances in women's health with women's leadership in academic medicine, (2) the slow progress of women into leadership in academic medicine, and (3) indicators that the advancement of women's health has stalled. We make the case that deeply embedded unconscious gender-based biases and assumptions underpin the stalled advancement of women on both fronts. We conclude with recommendations to promote progress beyond the apparent glass ceiling that is preventing further advancement of women's health and women leaders. We emphasize the need to move beyond "fixing the women" to a systemic, institutional approach that acknowledges and addresses the impact of unconscious, gender-linked biases that devalue and marginalize women and issues associated with women, such as their health.

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Creating Status of Women Reports: Institutional Housekeeping as ?Women's Work?

Cited by 106 publications

References 12 publications

Are Women Faculty Just “Worrywarts?” Accounting for Gender Differences in Self-Reported Stress

Are Women Faculty Just “Worrywarts?” Accounting for Gender Differences in Self-Reported Stress

Tenure troubles and equity matters in Canadian academe

Women's Health and Women's Leadership in Academic Medicine: Hitting the Same Glass Ceiling?

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