In Search of Token Women in Academia

Women faculty in predominantly male departments at a large university were interviewed and responded to paper-and-pencil instruments in a test of Laws' analysis of the necessity for the „token women” adaptation to their marginality for success in academia. By multiple criteria, three clusters were identified: (a) token women, who accepted academia as a meritocracy, were aware of little sex discrimination and belonged to no feminist group; (b) non-token women, who disagreed with academia as a meritocracy and were aware of sex discrimination; and (c) women with mixed or moderate orientations. (Membership in feminist groups was found in the latter two clusters.) Women in the three clusters did not differ significantly by academic rank or marital status and only marginally by age and longevity in academia. As predicted, however, they did differ by tenure status. Contrary to Laws' analysis, token women were not more likely to have had a sponsor, which was significantly related only to rank. Women in the three clusters were equally accurate in recognizing male-female status discrepancies. Their differing definitions of sex discrimination were revealed in differential bias when choosing among alternatives of indeterminate correctness. Token women minimized such discrepancies, in line with beliefs attributing them to women, rather than the system. Others maximized such discrepancies.
The university faculty has traditionally been a man's world, except in those fast-disappearing enclaves considered „women's fields” (e.g., home economics). Today, faculty women are tallied on affirmative action reports in columns for persons with „minority characteristics.”     

Employment of Recent University Business Graduates: Do Age,Gender, and Minority Status Make a Difference?

This study examined differences in the process of job search based on age, gender, and minority status. A sample of 398 recent business graduates of a southern university completed a survey on their current status and job search process, which was matched to their academic record. Results showed that women had higher GPAs than did men, but fewer women went on to graduate school immediately after graduation. African Americans had lower GPAs at graduation, were more likely to have used the university placement center, and were less likely to have had internships than Whites. These results are discussed in terms of providing better preemployment opportunities for women and African Americans and in terms of a realistic employment preview mechanism for all students.     

The Academic Conference as a Chilly Climate for Women: Effects of Gender Representation on Experiences of Sexism,Coping Responses,and Career Intentions

Across many disciplines, women are underrepresented in faculty positions relative to men. The present research focuses on the academic conference as a setting because it is a gateway to an academic career and a context in which women might experience sexism. We surveyed 329 presenters (63% women) from three U.S. national academic conferences, which differed in women-to-men ratios, about their perceptions of the conference climate, their coping tactics (e.g., gender performance, silence, or voice), and their intentions to exit the conference or academia. The greater the representation of women at the conference relative to men, the less likely were women to perceive sexism and to feel they had to behave in a masculine manner in that setting. In contrast, women who perceived the conference as sexist and felt silenced also expressed increased intentions to exit from academic careers. Men’s perceptions of sexism predicted increased intentions to exit from that particular conference, but not from academia. Because conferences signal the norms of a discipline, it is important to explore their climates as they relate to gender. Perhaps especially for new and aspiring female academics, they may signal devalued status and lack of fit and as such play an inadvertent role in the “leaky pipeline.” We discuss strategies that conference organizers could implement to mitigate sexist climates, including broader inclusion of women in speaking and leadership roles and explicit attention to cues that women belong.     

Attitudes of Southern Women: Selected Group Comparisons

Questionnaire data from 100 white women in a Southern city were examined to learn whether women belonging to groups that focus on social change or business and professional concerns were less traditional in their attitudes and behavior patterns than women who affiliate with groups that share common religious beliefs or similar socioeconomic status and whose stated purpose has a social orientation. Women belonging to the first category of groups were more likely than the other women to combine employment with marriage and children, to have help from husbands with household duties, and to support the Equal Rights Amendment.     

The More You Have, the More You Do: The Relationship Between Wife's Employment, Sex-Role Attitudes, and Household Behavior

This study explores the relationship between wife's employment, sex-role traditionalism, and the reported division of household tasks and decisions. Data were collected from three samples of currently married women between the ages of 18 and 49 in Los Angeles County. Sex-role traditionalism was positively related to wives' relative performance of feminine tasks, but generally unrelated to masculine task performance and decision-making between spouses. Employed or professional women took primary responsibility for relatively fewer feminine tasks than did nonemployed or nonprofessional women. The findings suggest that despite differences among women in sex-role traditionalism and employment status, most women say that they and their spouses divide tasks in a traditional sex-role fashion.     

A blessed and charmed personal odyssey

Sandwiched between hyperbolic concerns about our society and mankind's future, I have sought to depict the personal exploits of a not untypical psychologist through the mostly joyous times of America in the mid and late 20th century. I subscribe to the view that you, my reader, has shared a discipline that is and may become even more the noblest of all sciences. Having achieved the honored status of Professor Emeritus, I have no plans to curtail my efforts to advance our science and its worthy purposes. In almost 50 years of wandering in clinical academia, I have found only a small measure of ill will, mostly warmth, deep friendships, intellectual challenges, and a life of fulfillment, one in which I have had the satisfaction of seeing several of my scholarly missions achieve a measure of professional recognition before I become just a memory.     

DERIVED IDENTITY AND DEPRESSIVE SYMPTOMATOLOGY IN WOMEN DIFFERING IN MARITAL AND EMPLOYMENT STATUS

Derived identity, defined as a sense of self that is overly influenced by and dependent upon relationships with significant others, and depressive symptomatology, measured by the CES-D scale, were assessed in a sample of 564 adult women classified into one of six marital-employment status groups: married professional, single professional, married nonprofessional, single nonprofessional, married nonemployed, and single nonemployed. Married women were found to report more derived identity than single women and when age effects were controlled, married women also had higher CES-D scores than single women. Employment status results in aggregate indicated that for women of equal education: (1) employment outside the home, whether it be professional or non-professional, is related to a more autonomous sense of self than nonemployment and (2) employment outside the home is not associated with lower CES-D scores than nonemployment. Derived identity and depression were also found to be significantly correlated within the total sample and within each marital-employment status group.     

Women and Physical Distinction:

With few exceptions, the special concerns and status of women with physical distinctions (physical disability and facial disfigurement) have been largely ignored in the disability literature. Women with physical distinctions are perceived negatively and are devalued and marginalized in our culture. They face a double discrimination due to their gender and their disability. The situation is even more acute for ethnic minority women with physical distinctions. This paper will review the literature on women with physical distinctions and explore some of the issues for ethnic minority women with physical distinctins. Recommendations are offered for feminist therapists who work with this population.     

Incivility at Academic Conferences: Gender Differences and the Mediating Role of Climate

In a survey study of 458 U.S. women and men, we examined experiences of incivility at an academic conference, a context that represents an important extension of the academic/professional workplace. We hypothesized and found that women reported more incivility, perceived the climate to be more sexist, and reported more conference exclusion than men. Counter to our prediction, men and women did not differ in how negatively they viewed the climate or their conference satisfaction. Since incivility may be a subtle form of bias that targets women more than men, women’s experiences of incivility may lead them to view the environment as more sexist. We found support for this, such that the relationship between incivility and sexist climate perceptions were stronger for women than men. Finally, we proposed that incivility would be related to negative conference outcomes through more negative perceptions of the conference climate for both genders, and through sexist climate perceptions only for women. Results of our path analyses indicated that positive, but not sexist, climate perceptions mediated the relationship between incivility and conference satisfaction for both genders. Further, both sexist and positive climate perceptions mediated the relationship between incivility and conference exclusion for both genders. We discuss incivility as a gendered phenomenon related to sexist contexts, as well as reasons for the observed mediated relationships. Additionally, we discuss the significant role that conference experiences may play for women and men in academia and professional settings, and implications for conference organizers.     

Exploring Gender Wage Disparity in MFT Academic Programs

This study tested whether there was a significant salary difference between women and men working as faculty in Marriage and Family Therapy (MFT) programs within public universities. Additionally, we evaluated whether there were significant differences in academic attributes and how these academic attributes related to gender differences in salary. Results from our Oaxaca decomposition of salary differentials showed academic attributes like the number of peer-reviewed publications and years in academia could be used to explain the $9000 gap found between women and men in our sample of MFT academics. Our results indicated no evidence of salary discrimination against women working as MFT faculty members but showed that women were shown to have significantly less time in academia and to publish significantly fewer peer-reviewed journal articles than men. Implications of the current study findings include developing effective mechanisms for helping women persist in and advance through pathways of MFT academic promotion as well as for helping increase their scholarly productivity.     

Intake Concerns of Racial and Ethnic Minority Students at a University Counseling Center: Implications for Developmental Programming and Outreach

The presenting concerns of racial and ethnic minority students at a university counseling center were examined. Results revealed that family and romantic relationship issues, academic concerns, and depression were among their primary concerns. Implications for developing outreach programs to address the mental health needs of similar college students are discussed.     

“My Life is Too Chaotic to Practice What I Preach”: Perceived Benefits and Challenges of Being an Academic Women in Family Therapy and Family Studies Programs

The purpose of this study was to explore the experience of female faculty in family therapy and family studies graduate programs. Specifically, we were interested in how female faculty members in these programs experienced their roles as academics, partners, and/or parents. We conducted a discovery-oriented study qualitative study of 62 female academics in family studies and family therapy disciplines to identify the greatest concerns and benefits experienced by women in a family-studies-oriented academic field. Using a content analysis, we found that women in family studies/family therapy academic programs experience both high rewards and high demands and struggle with choosing among competing values. Additionally, the participants perceived support from colleagues, professional institutions, and family members as crucial to a female academic’s ability to perform up to expectations. We also offer suggestions for further research.     

Three Cheers for the Token Woman!

Concerns about the under‐representation of female academic philosophers and about the stereotype that philosophy is best done by men have recently led to efforts to make academic philosophy a more inclusive discipline. An example is the Gendered Conference Campaign, encouraging event organisers and volume editors to include women amongst invited speakers and authors. Initiatives such as the GCC raise worries about tokenism. Potential invitees may be concerned about unfairness towards whose who would have been invited in their place in the absence of affirmative action and about the way in which affirmative action can (be perceived to) affect the quality of the conference or volume in question. And women philosophers often worry that, if formal rules or significant social pressures towards gender inclusiveness play a role in selection processes, their achievements will be discounted. I argue there is no good reason for these fears: there is no pure meritocracy in academia, nor is the ideal of pure meritocracy either feasible or desirable. There are several legitimate grounds — independent of professional competence — for including people in positions of visibility and prestige; gender is such a legitimate reason.     

How high school students view women: The relationship between perceived attractiveness,occupation, and education

The proportion of women seeking advanced degrees in the sciences and engineering was no greater in the 1970s than it was in the 1920s. This study seeks to determine if the stereotype of an unattractive professional woman is a factor in dissuading young women from pursuing careers in these fields. Twenty slides of women were rated by 301 male and female high school students for attractiveness, occupation, and educational background. There was a positive correlation, significant at the .001 level, between women perceived to have taken traditionally masculine courses, those perceived to have careers in professions generally viewed as masculine, and those perceived to be more physically attractive. The formerly held stereotype of the studious, career-oriented girl who is unattractive appears to be changing and should not discourage high school girls from seeking academic excellence.     

Academic career intention beyond the PhD: can the theory of planned behavior explain gender differences?

Are women less interested in becoming professors than men? We applied the theory of planned behavior (TPB) to investigate the intention to pursue an academic career. Postdocs who recently finished their PhD at a German university participated in an online survey (N = 380, mean age: 33; 45% women). Women reported lower academic career intentions (d = 0.40); TPB variables (attitude, subjective norm, self‐efficacy) explained 87% of this gender difference. At an 8 month follow‐up, we found no gender difference in the intention to continue in an academic career among the postdocs who were still working in academia (n = 129). Addressing TPB constructs early in women's academic careers could encourage them to remain in academia and strive for a professorship.     

A code of ethics for the life sciences

The activities of the life sciences are essential to provide solutions for the future, for both individuals and society. Society has demanded growing accountability from the scientific community as implications of life science research rise in influence and there are concerns about the credibility, integrity and motives of science. While the scientific community has responded to concerns about its integrity in part by initiating training in research integrity and the responsible conduct of research, this approach is minimal. The scientific community justifies itself by appealing to the ethos of science, claiming academic freedom, self-direction, and self-regulation, but no comprehensive codification of this foundational ethos has been forthcoming. A review of the professional norms of science and a prototype code of ethics for the life sciences provide a framework to spur discussions within the scientific community to define scientific professionalism. A formalization of implicit principles can provide guidance for recognizing divergence from the norms, place these norms within a context that would enhance education of trainees, and provide a framework for discussing externally and internally applied pressures that are influencing the practice of science. The prototype code articulates the goal for life sciences research and the responsibilities associated with the freedom of exploration, the principles for the practice of science, and the virtues of the scientists themselves. The time is ripe for scientific communities to reinvigorate professionalism and define the basis of their social contract. Codifying the basis of the social contract between science and society will sustain public trust in the scientific enterprise.     

Intersectionality at Work: South Asian Muslim Women’s Experiences of Employment and Leadership in the United Kingdom

Drawing on qualitative interviews with 20 South Asian heritage, Muslim, female leaders, managers, and supervisors in the United Kingdom, we examine the multi-layered issues and challenges they face in pursuit of employment and leadership positions. The paper offers an intersectional perspective taking into account interconnected and overlapping factors (gender, ethnicity, religion, and family status) that affect not only the issues and challenges these women face in the labour market but also the individual agency and strategies they use to overcome any obstacles in the way of their employment and career. The results show that although Muslim women continue to face a myriad of challenges in the workplace, they are also able to tackle some of these issues through their individual strategies and networks, such as personal networks and further education. The study highlights the need for policymakers and employers to consider intersectionality to enable ethnic minority women’s inclusion and leadership within and outside the workplace.     

The Professionalization of Faculty at Religious Colleges and Universities

As faculty become defined more by the professional norms of their discipline, the potential for conflict with the faith-based norms of religious colleges and universities should increase. Survey responses from over 1,900 faculty at six religious colleges and universities show that most faculty members support including religious criteria in hiring, contrary to professional, disciplinary norms, but most faculty reject religious constraints on academic freedom, conforming to professional norms. These seemingly conflicting positions are reconciled by a high level of commitment to the integration of faith and learning.     

Jeopardy Not Bonus Status for African American Women in the Work Force: Why Does the Myth of Advantage Persist?

African American women in the United States have a long history of employment outside of their homes. Their experiences are unique from other groups of majority and minority men and women due to the interaction of race, gender, and class. Despite long-standing and continuing struggles against discrimination, harassment, low pay, tokenism, and stereotypes, a myth that African American women enjoy a bonus or advantaged status in the work force has developed and persisted. In this article, Black women's work force experiences are examined from a social constructionist framework, misperceptions of Black women are critiqued, explanations are developed that explain the unique status of African American women and recommendations are proposed to eradicate the discrimination and marginal status that Black women have endured in the work force.