Moving Beyond Family-Friendly Policies for Faculty Mothers

Gerten, Annette

doi:10.1177/0886109910392532

Cited by 19 publications

(9 citation statements)

References 21 publications

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“…This would encourage collaborative projects and reward excellence, but also give those most powerful in the academy a stake in the success of all of those ‘below’ them in the academic hierarchy. Efforts to make the academic community more ‘career friendly’ (Gerten, 2011) would also be rewarded, helping to alleviate tensions discussed above concerning who is responsible for institutional housekeeping.…”

Section: Discussionmentioning

confidence: 99%

Dismantling the ‘Master’s House’: Feminist Reflections on Institutional Transformation

Morimoto

Zajicek

2012

Critical Sociology

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In 2001, the US National Science Foundation inaugurated the ADVANCE Institutional Transformation program with the primary objective of increasing the participation and advancement of women at American Universities in all science, technology, engineering, and mathematics disciplines. Although ADVANCE has been received very well, its effects have been uneven among institutions receiving the ADVANCE grant. In this paper, we reflect on the NSF’s goals for ADVANCE and initiatives ADVANCE schools undertake to increase gender equity in the context of gender organizations theory. Specifically, we comment on tensions that emerged through our own research concerning the relationship between feminist objectives of equity and justice and the nature of the ADVANCE program and transformational initiatives. We conclude by raising the perennial feminist question: ‘Can the master’s tools dismantle the master’s house?’

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Section: Discussionmentioning

confidence: 99%

Dismantling the ‘Master’s House’: Feminist Reflections on Institutional Transformation

Morimoto

Zajicek

2012

Critical Sociology

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“…51 Paid parental leave, on-campus childcare facilities, flexible working arrangements and the transitional 'phased-return-to-work' programme, which allows academic mothers to return to work in gradual stages, are all designed to keep careers on track while parents make time for new children or other family obligations. 52 Despite this, there is little doubt that gender asymmetries and inequalities persist. While there is relative gender equality among the overall academic workforce (53 per cent male, 47 per cent female), there is a gross gender disparity in appointments to senior positions, with 86 per cent more men than women at professorial levels and two thirds of Australian public university chancellor and vice chancellor positions occupied by men.…”

Section: The Historical Context Of Australian Motherhood Within and O...mentioning

confidence: 93%

Viewpoint: Visibilising Care in the Academy: (Re)Performing Academic Mothering in the Transformative Moment of COVID‐19

Leahy¹,

Pascoe‐Leahy²

2022

Gender & History

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The effects of COVID‐19 have been profoundly felt across higher education as across broader society. In particular, the pandemic has revealed that many of our most stubbornly entrenched inequalities do not simply follow gendered fault lines, but rather care fault lines. In this article, we adopt a maternal epistemology and collaborative witnessing to outline the disruption that academic mothers have experienced during the pandemic. However, we argue that this disruption is not simply obstructive to academic mothers and other caregivers. Rather, COVID‐19 has provided a potentially transformative moment for the visibility and normalisation of care in the academy. It has forced the complex negotiation of paid work and care work that academic mothers must constantly manage into the spotlight. The pandemic has provoked an opportunity for a different performance of mothering in the academy; one that does not require us to invisibilise our care to be valued. This (re)performance and revaluation has the potential to reform the cultural landscapes of the academy, towards spaces in which care is reimagined as not simply an encumberment but also an enrichment.

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“…As recently as 2011, Gerten (2011) concluded that even though some universities have created a supportive environment for faculty mothers, formal policies to support female social work faculty are lacking. Through our analytic lens, policies are needed to support work/life satisfaction across the developmental life cycle.…”

Section: Strategies To Minimize Life Cycle Conflictmentioning

confidence: 99%

Work/Life Fit

Tower

Faul

Hamilton-Mason

et al. 2014

Affilia

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A successful academic trajectory tends to be characterized by a singular Standard, that is, doctoral degree, tenure-track position, tenure, and promotion to full professor, administration, or both. Significant numbers of social work faculty struggle with the intersection of the traditional career life cycle and the developmental life cycle. This article discusses barriers that emerge from the intersection of these life cycles. Strategies to support career success and family satisfaction are also discussed, including, current law, work/life policies, self-care, and mentoring.

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Moving Beyond Family-Friendly Policies for Faculty Mothers

Cited by 19 publications

References 21 publications

Dismantling the ‘Master’s House’: Feminist Reflections on Institutional Transformation

Dismantling the ‘Master’s House’: Feminist Reflections on Institutional Transformation

Viewpoint: Visibilising Care in the Academy: (Re)Performing Academic Mothering in the Transformative Moment of COVID‐19

Work/Life Fit

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