Developing and Implementing Work-Family Policies for Faculty

Sullivan, Beth; Hollenshead, Carol; Smith, Gilia C.

doi:10.2307/40252702

Cited by 36 publications

(21 citation statements)

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“…Institutional commitment can shape the availability and usage of policies. Similarly, department chairs play a critical role in faculty members' success in balancing work and family responsibilities (Drago et al 2005;Quinn et al 2004;Sullivan et al 2004;Waltman and August 2005). Institutional and departmental leaders can help create a climate in which balancing work and family is valued.…”

Section: Involving Fathersmentioning

confidence: 97%

“…Given today's institutional climate, many faculty members are unwilling to take leave for fear of suffering damage to their careers (Finkel et al 1994;Sullivan et al 2004;Yoest 2004). In a survey of faculty at an American research university, Finkel et al (1994) found that, while the majority of faculty members supported paid leave for female faculty for childbirth and stopping the tenure clock, they believed that taking such a leave would hurt them professionally.…”

Section: Balancing Personal and Professional Livesmentioning

confidence: 98%

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A Feminist Perspective on Parental Leave Policies

Sallee

2007

Innov High Educ

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This article focuses on the ways that three feminist theories-liberal feminism, cultural feminism, and feminist poststructuralism-might be used to craft parental leave policies. After examining each theory in detail, the article concludes by offering one example of an ideal parental leave policy that combines the best features of each theory to produce a policy that is responsive to faculty needs and works to change gender roles. Often faculty and administrators implement policies without truly thinking through the theories that underpin the policies. This article provides the tools to help create theoretically informed policy.

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Section: Involving Fathersmentioning

confidence: 97%

Section: Balancing Personal and Professional Livesmentioning

confidence: 98%

A Feminist Perspective on Parental Leave Policies

Sallee

2007

Innov High Educ

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“…Results of this descriptive study may guide UCD and other universities to adapt the policies and their implementation to improve faculty satisfaction and career development in these disciplines. 23 …”

mentioning

confidence: 99%

Career Flexibility and Family-Friendly Policies: An NIH-Funded Study to Enhance Women's Careers in Biomedical Sciences

Villablanca

Beckett

Nettiksimmons

et al. 2011

Journal of Women's Health

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Background: Although women receive nearly half of all doctoral degrees and show a high interest in academic careers, the pipeline is leaky. The challenge of balancing life course events with career trajectory is an important determinant leading to premature dropout or slower career advancement. This report describes the findings of the first phase of a National Institute of Health Office of Research on Women's Health (NIH ORWH)-funded study using survey and academic data for exploring satisfaction and awareness of/intent to use specific career flexibility options at the University of California, Davis (UCD). Methods: All men and women faculty in the UCD's Schools of Medicine (SOM) and Veterinary Medicine (SVM) and College of Biological Science (CBS) were surveyed. Data also were obtained from deans' offices on use of family-friendly benefits by faculty. Results: Three hundred twenty-five total survey responses were received from the SOM, 83 from SVM, and 64 from CBS, representing 42%, 46%, and 52% of their total faculty, respectively. In each school, large percentages of men (32%-60%) and women (46%-53%) faculty have children under 18 and a moderately high level of demand of family care responsibilities. Women were significantly more likely to be childless, particularly in the SOM (35% vs. 14%, p < 0.001). For all schools, documented use of any family-friendly policy was low (0%-11.5%), as was awareness of policies, although both were significantly higher for women than for men. Significantly more women than men wanted to use policies or chose not to, particularly in the SOM (51% vs. 28%, p < 0.001, and 37% vs. 23%, p = 0.016, respectively), because of multiple barriers. Faculty in all schools agreed/ highly agreed that policies were important to recruitment, retention, and career advancement. Conclusions: Family-friendly policies are pertinent to men and women, as both demonstrate interest and need, linked to increased career satisfaction. A family-friendly policy is important, particularly for women in the biomedical sciences.

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“…Hewlett (2002) advocated part-time tracks for careers in general; moreover, Hill, Märtinson, Ferris, and Baker (2004) found that among professional women with pre-schoolers, those with highstatus, career-oriented positions with pro-rated pay and benefits reported more workfamily balance and no less perceived career opportunity than their full-time counterparts. Evaluating department chairs and academic deans according to their active commitment to and execution of family-friendly policies and their cultivation of a family-friendly culture is necessary (Sullivan, Hollenshead, & Smith, 2004). Indeed, work-family practices are ''essential for women professors to participate on an equal basis with their male colleagues in higher education'' (American Association of University Professors, 2001, p. 61).…”

Section: Resultsmentioning

confidence: 97%