Work/family policies in higher education: Survey data and case studies of policy implementation

Hollenshead, Carol; Sullivan, Beth; Smith, Gilia C.; August, Louise; Hamilton, Susan

doi:10.1002/he.178

Cited by 41 publications

(52 citation statements)

References 4 publications

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“…As both Hollenshead et al (2005) and Yoest (2004) argued, the institution's type and prestige determines the availability of policies. Using the 1994 Carnegie classification of institutional types, Hollenshead et al (2005) compared the availability of policies among research institutions, doctoral institutions, master's institutions, baccalaureate institutions, and associate institutions. They found that, on average, research institutions provided the greatest number of policies, with the 73 responding institutions averaging 2.99 policies per campus.…”

Section: Beyond Maternity Leavementioning

confidence: 97%

“…In their study of the benefits that 255 institutions provided to faculty, Hollenshead et al (2005) found that institutions offered programs and policies including the following: paid leave to recover from childbirth; both paid and unpaid dependent care leave; the opportunity to stop the tenure clock; a temporary reduction in teaching duties following the birth of a child; reduced, part-time, and job-share appointments; and spousal hiring programs.…”

Section: Beyond Maternity Leavementioning

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: Beyond Maternity Leavementioning

confidence: 97%

Section: Beyond Maternity Leavementioning

confidence: 98%

A Feminist Perspective on Parental Leave Policies

Sallee

2007

Innov High Educ

View full text Add to dashboard Cite

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“…For example, 86 percent of research institutions have formal policies to stop the tenure clock. In contrast, only 7 percent of community colleges offered the same formal policy (Hollenshead and others, 2005). In part, this difference may be due to the different requirements of earning tenure at a research institution versus a community college, an issue to which I return shortly.…”

Section: Institutional Support: How Colleges and Universities Are Resmentioning

confidence: 91%

“…The second most popular policy at community colleges is that of reduced appointment for ordinary needs. Seven percent of institutions offered such a formal policy, though an additional 17 percent reported that informal arrangements could be made to accommodate the requests of faculty (Hollenshead and others, 2005). Although informal policies offer faculty members the opportunity to make arrangements to meet their needs, they are less preferable than formal policies.…”

Section: Institutional Support: How Colleges and Universities Are Resmentioning

confidence: 95%

Work and family balance: How community college faculty cope

Sallee

2008

New Drctns Community Coll

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Over the past decade, work-family balance policies have become a popular recruitment tool for research universities. In an effort to recruit and retain faculty, these institutions offer an array of policies, including time off for the birth of a child, the opportunity to stop the tenure clock, and a temporary reduction in teaching duties. Although institutions typically focus on providing accommodations to new parents, faculty cope with a range of demands throughout the life cycle. The need for accommodations does not stop after the arrival of a new child in the home. Many faculty report needing additional time off due to a child or partner's illness. As the professoriate ages, so do their parents. Many older professors now seek accommodations not for the birth of a child, but to provide care to their aging parents.Although work-family balance policies are slowly becoming the norm at four-year institutions, they are not equally common at community colleges. In part, this discrepancy is due to the cost of providing assistance to faculty. Unlike community colleges, research institutions tend to have sufficient resources to offer accommodations for faculty, such as a paid release from teaching duties. However, community colleges can implement a range of work-family balance initiatives that cost the institution little and provide assistance to faculty. Although research institutions are at the forefront of the work-family balance movement in academe, community colleges need not simply adopt identical policies and practices. As I will discuss, community college faculty members spend considerably more time on teaching responsibilities and are more likely to be employed part

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“…Alternatively, there is a current body of research investigating the higher-education policies that affect female faculty, especially regarding work/family issues (e.g., Hollenshead, 2005;Ward & Wolf-Wendel, 2005;Bird, 2011). Although the participants in the present study were asked about the institutional support they received as mothers from their employers' policies (i.e., parental leave, flexible scheduling, access to breastfeeding/pumping rooms), policy and institutional transformation are not the focus of this study.…”

Section: Academia and Motherhoodmentioning

confidence: 99%