Msg. #0590 A CHAIR IN YOUR FUTURE
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| Audience/Grade: | Graduate-Professional Development |
| Discipline(s): |
Computing Diversity Engineering Diversity General Engineering, Engineering Science |
| Special Topic(s): |
Academic Careers and Issues |
| Learning Resource Type: |
Reference - Article/Document |
| Author(s): |
Richard Reis |
| Description: | "Pollock believes it can happen, but insists that in addition to hiring women, the focus has to be on retaining them; otherwise women will never have enough in numbers to be heard. "Until you reach some critical mass, these problems are always going to exist. If 30 percent of your faculty were women, a lot of these things would become less problematic," she says. The future might be looking up. In 2003, the percentage of assistant professors who were female had reached 18 percent. While still low, it does signify that colleges of engineering are moving in the right direction." This posting looks at barriers and opportunities for women in higher academic positions in engineering, although much of it is relevant to all areas. It is by Barbara Mathias-Riegel from the Summer, 2004 issues of ASEE Prism, Volume 13, Number 9. |
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| Related Resources | |
| Keywords: | gender equity advancement for women women faculty |
| Usage Tip | |
| Use of Resource: |
Lead paragraphs "There are times when numbers and percentages speak volumes. As reported in the just released Profiles of Engineering and Engineering Technology Colleges published by the American Society for Engineering Education, the percentage of women who are full professors in engineering stands at just over 5 percent. The highest percentage of female faculty is at the assistant professor level. Assistant professors are typically untenured and have little job security or ability to change the culture of their departments. So what is stopping women faculty from gaining higher positions, such as tenure, full professor, chair, or even dean? The problem is a complex mix of cultural and organizational barriers that some say will take decades to dissolve. A lack of connections and professional acknowledgment is one thing that can hold a woman back. A common complaint is that when it comes to hiring and promoting, the men on the faculty are the majority and they have their "old-boy network," while the women, whose numbers are considerably smaller, are isolated. As one woman professor put it, "When there are only two of us [women] we don't sit around discussing who should get the promotion." |
| Difficulty: |
Easy |
| Interactivity Level: |
Very low |
| Version Info | |
| Publication Date: | October 2004 |
| Platform/Format: |
WWW |
| Cost: |
Free |
| Download URL: | http://ctl.stanford.edu/Tomprof/postings/590.html |
| Metadata: |
IEEE LOM Record |
| Collection: |
Tomorrow's Professor
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