Improving Women’s Advancement in Political Science: What We Know About What Works

Argyle, Lisa P.; Mendelberg, Tali

doi:10.1017/s1049096520000402

Cited by 10 publications

(8 citation statements)

References 40 publications

(36 reference statements)

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“…Regardless of how stopped time is discounted, these policies will benefit fathers more than mothers if the productivity loss associated with having a child is higher for women. 9 In this case, women can even end up worse off if tenure evaluations are made using relative, rather than absolute, standards and the extra time helps fathers enough to raise the tenure bar. 10 The use of relative standards similarly implies that gender-neutral policies can change the distribution of outcomes for non-parents compared to parents via changes in the tenure bar.…”

Section: Possible Effects Of Tenure Clock Stopping Policiesmentioning

confidence: 99%

Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?

Antecol

Bedard

Stearns

2018

American Economic Review

306

230

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Many skilled professional occupations are characterized by an early period of intensive skill accumulation and career establishment. Examples include law firm associates, surgical residents, and untenured faculty at research-intensive universities. High female exit rates are sometimes blamed on the inability of new mothers to survive the sustained negative productivity shock associated with childbearing and early childrearing in these environments. Gender-neutral family policies have been adopted in some professions in an attempt to “level the playing field.” The gender-neutral tenure clock stopping policies adopted by the majority of research-intensive universities in the United States in recent decades are an excellent example. But to date, there is no empirical evidence showing that these policies help women. Using a unique dataset on the universe of assistant professor hires at top-50 economics departments from 1980–2005, we show that the adoption of gender-neutral tenure clock stopping policies substantially reduced female tenure rates while substantially increasing male tenure rates. However, these policies do not reduce the probability that either men or women eventually earn tenure in the profession. (JEL I23, J16, J24, J32, J44)

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Section: Possible Effects Of Tenure Clock Stopping Policiesmentioning

confidence: 99%

Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?

Antecol

Bedard

Stearns

2018

American Economic Review

306

230

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“… Fields are listed from general social sciences to specific fields and most to least representation of women. Sources: National Center for Science and Engineering Statistics [NCSES] (2019) , Argyle and Mendelberg (2020) . a NSF combines these subfields.…”

Section: Women’s Representation Academic Rank and Salary In The Socia...mentioning

confidence: 99%

U.S. Women Faculty in the Social Sciences Also Face Gender Inequalities

et al. 2022

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There is a national interest in United States women’s underrepresentation in science, technology, engineering, and mathematics (STEM); however, gender inequality in the social sciences has not received similar attention. Although women increasingly earn postgraduate degrees in the social sciences, women faculty still experience gender inequities. Consistent gender inequities include slower career advancement, blunted salaries, unequal workloads, work-life conflict, systemic gender biases, underrepresentation in positions of power, and hostile work environments. Cultural biases suggest that once women have achieved parity, gender bias no longer exists. This review challenges that notion by providing evidence from social science domains in which women are well-represented but continue to face systemic gender biases. We examine cultural influences on gender representation and career advancement in psychology, economics, political science, sociology, and anthropology. We make interdisciplinary comparisons of career trajectories and salaries using national data, documenting patterns across the social sciences. For example, women economists face gendered standards in publishing, and women political scientists are less likely to have their work cited than men. Furthermore, data show that salaries become stagnant as the representation of women in these fields increases. These disparities reflect cultural biases in perceptions of women’s competence stemming from social role theory. We discuss best practices to address these problems, focusing on the ADVANCE organizational change programs funded by the National Science Foundation that target (a) improving academic climate, (b) providing professional development, and (c) fostering social networking. Federally supported interventions can reveal systemic gender biases in academia and reduce gender disparities for women academics in the social sciences.

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“…It is important to consider the disparate impact of COVID-19, just as we have the murder of George Floyd. Women academics and faculty of color, as a group, already juggled more domestic and affective, or emotional, labor prior to the pandemic (Argyle and Mendelberg 2020). For women with multiple roles—be they ethnic, gender, or familial—the coronavirus exacerbated inequities, making it more difficult to find balance between different kinds of work (research, teaching, mentoring, and service) while at the same time stripping them of essential supports such as childcare that better equipped them to strike that balance.…”

Section: Covid-19mentioning

confidence: 99%

Disproportionate Service: Considering the Impacts of George Floyd’s Death and the Coronavirus Pandemic for Women Academics and Faculty of Color

Simien

Wallace

2022

APSC

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This article focuses on disproportionate service burdens faced by women academics and faculty of color in higher education created by COVID-19 and the massive, multilocation street protests that followed George Floyd’s death. Our work aims to inform provosts, deans, directors, and other institutional actors in academia who recognize the need for documenting structural inequities and investing in high-impact, long-term solutions. Recommendations are offered to meet challenges, given the need to raise colleague awareness of disproportionate service burdens.

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Improving Women’s Advancement in Political Science: What We Know About What Works

Cited by 10 publications

References 40 publications

Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?

Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?

U.S. Women Faculty in the Social Sciences Also Face Gender Inequalities

Disproportionate Service: Considering the Impacts of George Floyd’s Death and the Coronavirus Pandemic for Women Academics and Faculty of Color

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