Work and Life Balance Support of Female Midlevel Noninstructional Staff at Community Colleges

Citation Impact of Women in Social Work

“…While men are academically socialized and often considered to be more assertive, dominant, and selforiented, women are considered to be passive, warm, nurturing, emotional, and friendly (Annavarapu, 2013;Di Palma, 2005;Parcheta et al, 2013). Overall, the literature revealed that women in academia face a variety of personal, structural, systemic, and gender-based challenges related to but not limited to several long-standing issues such as sexual discrimination (Brown, Caraway, Brady, Iwamasa, & Caldwell-Colbert, 2002;Jones & Taylor, 2013), racial discrimination (Anastas, 2007;Patton, 2009), pay inequality (Bent-Goodley & Sarnoff, 2008;Philipsen, 2010;Sowers-Hoag & Harrison, 1991), lack of promotion to higher ranks and administrative posts (Jones & Taylor, 2013;Lease, 1999;Sanders, Willemsen, & Millar, 2009;Sowers-Hoag & Harrison, 1991), balancing one's work and personal life (Brown et al, 2002;Jones & Taylor, 2013;Lease, 1999;Mason, 2015;Philipsen, 2010;Young & Wright, 2001), shorter career trajectory paths due to relocation and child care responsibilities (Fox & Dwyer, 1999;Jones & Taylor, 2013;Philipsen, 2010), unique forms of faculty stress such as social isolation (Patton, 2009;Smith & Calasanti, 2005), and underrepresentation in science, technology, engineering, and math disciplines (Bird & Rhoton, 2011;Hill, Corbett, St. Rose, & American Association of University Women, 2010; Mason, 2015;McCullough, 2011;Pollack, 2013).…”

Mapping professional working experiences of black women : a narrative research study exploring mid-career Black women's social identity as they aspire to be leader in their professional roles

“…Many Black women felt they must always be more qualified, meet higher demands, and go the extra mile more often than their male counterparts (Bowman, 1998;Lindsay, 1999). Black women reported that being successful often meant playing by the rules of the traditional patriarchy (Lloyd- Jones & Taylor, 2013). The positive side of being a minority woman professional was serving as a mentor and role model to students and other professionals.…”

“…The ASHE Report (2009) identified these internal barriers as fear of failure, low self-esteem, role conflict, fear of success, perceived consequences of career advancement, and lack of an advance or terminal degree. Family, church, and community responsibilities are additional internal barriers that effect many Black women from pursuing and accepting leadership positions (Livers & Lewis, 2009;Jones & Taylor, 2013). African American women interested in certain executive level positions need to create a balance between their careers and personal lives (ASHE report, 2009;Livers & Lewis, 2009;Campbell et al, 2010).…”

“…Even though women have returned to graduate schools in record numbers to earn doctoral degrees, many are still unable to advance from low and mid-level administrator positions into senior-level administrator positions within the educational system. Many women interested in working in higher education have selected community colleges since these institutions are viewed as friendlier, family-oriented, and more prone to hire women than the four year institutions (VanDerLinden, 2004;Twombly, 1993;Jones &Taylor, 2013).…”

“…Mary spoke about "shifting" or acting a certain way in order to be taken serious in her position. The literature reported that Black women often have to play by the rules of a traditional patriarchy (Lloyd-Jones, 2009;Jones & Taylor, 2013), meet higher demands, be more qualified, and go the extra mile more often than their male and even female counterparts (Bowman, 1998;Lindsay, 1999).…”