Tenure Status of Postsecondary Instructional Faculty and Staff: 1992-98

Parsad, Basmat; Glover, Denise M.

doi:10.1037/e492172006-017

Cited by 11 publications

(9 citation statements)

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“…A higher share of women than men faculty held nontenure-track positions (24 percent versus 15 percent) in fall 1998 (Bradburn and Sikora, 2002). Only 40 percent of women full-time faculty, but 60 percent of men full-time faculty, held tenured positions in both fall 1992 and fall 1998, illustrating not only the magnitude but also the persistence of the gender gap in tenured positions (Parsad and Glover, 2002). In fall 1999, women represented only 21 percent of faculty with the highest rank of full professor but 45 percent of assistant professors, 51 percent of instructors, and 54 percent of lecturers (U.S. Department of Education, 2003).…”

Section: Sex Differences In the Employment Outcomes Of College And Unmentioning

confidence: 99%

The relationship between family and employment outcomes

Perna

2005

New Drctns Hghr Edu

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The representation of women among the nation's college and university faculty has been increasing since the 1960s (U.S. Department of Education, 2003). Despite this progress, gender inequities remain in various aspects of faculty life, including such employment outcomes as salaries, academic rank, and tenure status, as well as in such family outcomes as marriage and children. While certainly not all women and men desire marriage or children, or both, persistent differences in the shares of women and men faculty who are married or have children, or both, suggest that the nature of faculty employment has disparate impacts on the family decisions and lives of women and men faculty.The magnitude of the difficulties that are associated with managing work and family demands is demonstrated at least in part by the frequency of related discussions in trade publications that are targeted to college and university faculty and administrators. A few recent titles from the Chronicle of Higher Education indicate the nature of the concerns: "How Babies Alter

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Section: Sex Differences In the Employment Outcomes Of College And Unmentioning

confidence: 99%

The relationship between family and employment outcomes

Perna

2005

New Drctns Hghr Edu

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“…Not only is the share of women fulltime faculty who hold tenured positions smaller than the share of men, but also the gender gap in tenure rates does not appear to be closing. In both 1992 and 1998, about 60% of men but only 40% of women full-time faculty reported holding tenured positions (Parsad and Glover, 2002). In 1999, only 18% of women, but 38% of men, full-time faculty held the rank of full professor (Bradburn and Sikora, 2002).…”

Section: Introductionmentioning

confidence: 99%

SEX DIFFERENCES IN FACULTY TENURE AND PROMOTION: The Contribution of Family Ties

2005

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“…1 The number of racial/ethnic minority medical faculty is similar at approximately 7%. 2,3 These ethnic minority groups are greatly underrepresented in academia considering that African Americans, Latinos, and Native Americans constitute approximately 30% of the U.S. population.…”

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Reducing Health Disparities Through a Culturally Centered Mentorship Program for Minority Faculty: The Southwest Addictions Research Group (SARG) Experience

et al. 2009

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Purpose Ethnic minority faculty members are vastly underrepresented in academia. Yet, the presence of these individuals in academic institutions is crucial, particularly because their professional endeavors often target issues of health disparities. One promising way to attract and retain ethnic minority faculty is to provide them with formal mentorship. This report describes a culturally centered mentorship program, the Southwest Addictions Research Group (SARG, 2003–2007), at the University of New Mexico (UNM) that trained a cadre of minority researchers dedicated to reducing health disparities associated with substance abuse. Method The SARG was based at UNM’s School of Medicine’s Institute for Public Health, in partnership with the UNM’s Center on Alcoholism, Substance Abuse, and Addictions. The program consisted of regular research meetings, collaboration with the Community Advisory Board, monthly symposia with renowned professionals, pilot projects, and conference support. The authors collected data on mentee research productivity as outcomes and conducted separate mentee and mentor focus-group interviews to assess the strengths and weaknesses of the SARG program. Results The SARG yielded positive outcomes as evidenced by mentee increase in grant submissions, publications, and professional presentations. Focus-group qualitative data highlighted program and institutional barriers as well as successes that surfaced during the program. Based on this evaluation, a Culturally Centered Mentorship Model (CCMM) emerged. Conclusions The CCMM can help counter institutional challenges by valuing culture, community service, and community-based participatory research to support the recruitment and advancement of ethnic minority faculty members in academia.

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Tenure Status of Postsecondary Instructional Faculty and Staff: 1992-98

Cited by 11 publications

References 0 publications

The relationship between family and employment outcomes

The relationship between family and employment outcomes

SEX DIFFERENCES IN FACULTY TENURE AND PROMOTION: The Contribution of Family Ties

Reducing Health Disparities Through a Culturally Centered Mentorship Program for Minority Faculty: The Southwest Addictions Research Group (SARG) Experience

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