The Politics of Dissertation Advising: How Early Career Women Faculty Negotiate Access and Participation

2011 ◽  
Vol 37 (3) ◽  
pp. 227-242 ◽  
Author(s):  
L. Earle Reybold ◽  
S. David Brazer ◽  
Lynne Schrum ◽  
Kirsten W. Corda
Keyword(s):  
Early Career ◽  
Women Faculty ◽  
Career Women

scholarly journals Developing an Academic Identity Using the Cognitive Apprenticeship Model

2020 ◽  
Vol 5 (2) ◽  
pp. 134-139
Author(s):  
Micki Caskey ◽  
Karen Swanson
Keyword(s):  
Academic Identity ◽  
Cognitive Apprenticeship ◽  
Early Career ◽  
Women Faculty ◽  
Career Women ◽  
Academic Identities ◽  
Apprenticeship Model

In this essay, we describe how the cognitive apprenticeship model serves as a framework for mentoring early-career women faculty into the professoriate. We illuminate our ideas using the metaphor of a kaleidoscope to inspire and support women faculty as they grow as academic writers and build their academic identities.   

scholarly journals Development of an Innovative Career Development Program for Early-Career Women Faculty

2019 ◽  
Vol 8 ◽  
pp. 216495611986298 ◽  
Author(s):  
Suzanne C Danhauer ◽  
Janet A Tooze ◽  
Natalie AM Barrett ◽  
Jamie S Blalock ◽  
Carol A Shively ◽  
...  
Keyword(s):  
Career Development ◽  
Conflict Management ◽  
Medical Center ◽  
Academic Medical Center ◽  
Development Program ◽  
Early Career ◽  
Women Faculty ◽  
Career Women ◽  
Women In Medicine ◽  
Career Development Program

Objective Our institutional Women in Medicine & Science Program (formerly the Office of Women in Medicine and Science) developed the Early Career Development Program for Women to promote the careers of women faculty. At 6 monthly sessions, participants learn relevant content (imposter syndrome, strengths, change style, career management, assertive communication, feedback, personal influence, conflict management, negotiation, importance of mentors, resilience, and self-care); exchange ideas; and expand their professional networks. Here, we report changes in participants’ career skills/knowledge, confidence, and perceptions of the current environment after attending the program. Method Between 2014 and 2017, participants (N = 65) completed pre- and post-program surveys that assessed career knowledge and skills, confidence, and perceptions of the current environment and provided program feedback. Results Most skills showed pre–post significant improvement. The greatest increases occurred in knowing paths to promotion, tailoring communication style, ability to manage conflict, and ability to handle personal–professional role balance. Women reported a significant increase for all items measuring confidence. Among these items, establishing networks, understanding institutional culture, providing feedback, motivating others, strategic planning, delegating, and conflict management had the largest increases. Overall, 89.3% of respondents rated the program impact as very strong/profound, 98.5% rated the concepts as essential, 95.2% rated the skills as essential, and 90.8% rated the sense of community with women in their class as very/extremely close. Conclusions Work-related skills/knowledge, confidence, and perceptions of the current environment increased significantly among program participants. These early-career women faculty indicated that the program augmented the skills needed to develop their careers in an academic medical center.

Is it always this cold? Chilly interpersonal climates as a barrier to the well-being of early-career women faculty in STEM

2019 ◽  
Vol 38 (2) ◽  
pp. 226-245 ◽  
Author(s):  
Kathi N. Miner ◽  
Samantha C. January ◽  
Kelly K. Dray ◽  
Adrienne R. Carter-Sowell
Keyword(s):  
Design Methodology ◽  
Well Being ◽  
Early Career ◽  
Women Faculty ◽  
Online Surveys ◽  
Career Women ◽  
Content Type ◽  
Academic Fields ◽  
Science Technology ◽  
Stem Faculty

PurposeThe purpose of this project was to examine the extent to which early-career women faculty in science, technology, engineering and math (STEM) experience working in a chilly interpersonal climate (as indicated by experiences of ostracism and incivility) and how those experiences relate to work and non-work well-being outcomes.Design/methodology/approachData came from a sample of 96 early-career STEM faculty (Study 1) and a sample of 68 early-career women STEM faculty (Study 2). Both samples completed online surveys assessing their experiences of working in a chilly interpersonal climate and well-being.FindingsIn Study 1, early-career women STEM faculty reported greater experiences of ostracism and incivility and more negative occupational well-being outcomes associated with these experiences compared to early-career men STEM faculty. In Study 2, early-career women STEM faculty reported more ostracism and incivility from their male colleagues than from their female colleagues. Experiences of ostracism (and, to a lesser extent, incivility) from male colleagues also related to negative occupational and psychological well-being outcomes.Originality/valueThis paper documents that exposure to a chilly interpersonal climate in the form of ostracism and incivility is a potential explanation for the lack and withdrawal of junior women faculty in STEM academic fields.

Does gender really matter? A closer look at early career women in construction

2021 ◽  
pp. 1-18
Author(s):  
Rita Peihua Zhang ◽  
Sarah Holdsworth ◽  
Michelle Turner ◽  
Mary Myla Andamon
Keyword(s):  
Early Career ◽  
Career Women

scholarly journals Variation in Women’s Success across PhD Programs in Economics

2019 ◽  
Vol 33 (1) ◽  
pp. 23-42 ◽  
Author(s):  
Leah Boustan ◽  
Andrew Langan
Keyword(s):  
Graduate Programs ◽  
Early Career ◽  
Women Faculty ◽  
Senior Faculty ◽  
Women's Representation ◽  
What Works ◽  
Women’S Representation ◽  
Recent Graduates ◽  
First Job ◽  
Phd Programs

We document wide and persistent variation in women’s representation and success across graduate programs in economics. Using new data on early career outcomes for recent graduates, including first job placement, publications, and promotion, we rank (anonymized) departments on outcomes for women relative to men graduating from the same program. We then conduct interviews with faculty and former students from five programs with better and worse relative outcomes. We find that departments with better outcomes for women also hire more women faculty, facilitate advisor–student contact, provide collegial research seminars, and are notable for senior faculty with awareness of gender issues. We offer our qualitative evidence as the first step in learning about “what works” in expanding women’s representation in economics.

Benefits of mentoring to Australian early career women managers and professionals

2006 ◽  
Vol 25 (1) ◽  
pp. 71-79 ◽  
Author(s):  
Ronald J. Burke ◽  
Zena Burgess ◽  
Barry Fallon
Keyword(s):  
Women Managers ◽  
Early Career ◽  
Career Women

scholarly journals Expanding Opportunities for Professional Development: Utilization of Twitter by Early Career Women in Academic Medicine and Science

10.2196/11140 ◽  
2018 ◽  
Vol 4 (2) ◽  
pp. e11140 ◽  
Author(s):  
Jaime D Lewis ◽  
Kathleen E Fane ◽  
Angela M Ingraham ◽  
Ayesha Khan ◽  
Anne M Mills ◽  
...  
Keyword(s):  
Professional Development ◽  
Academic Medicine ◽  
Early Career ◽  
Career Women ◽  
Women In Academic Medicine

scholarly journals COVID-19 medical papers have fewer women first authors than expected

eLife ◽  
2020 ◽  
Vol 9 ◽  
Author(s):  
Jens Peter Andersen ◽  
Mathias Wullum Nielsen ◽  
Nicole L Simone ◽  
Resa E Lewiss ◽  
Reshma Jagsi
Keyword(s):  
Family Life ◽  
Research Productivity ◽  
Regression Models ◽  
The United States ◽  
Work And Family ◽  
Mixed Effects ◽  
Early Career ◽  
Women Authors ◽  
School Closures ◽  
Career Women

The COVID-19 pandemic has resulted in school closures and distancing requirements that have disrupted both work and family life for many. Concerns exist that these disruptions caused by the pandemic may not have influenced men and women researchers equally. Many medical journals have published papers on the pandemic, which were generated by researchers facing the challenges of these disruptions. Here we report the results of an analysis that compared the gender distribution of authors on 1893 medical papers related to the pandemic with that on papers published in the same journals in 2019, for papers with first authors and last authors from the United States. Using mixed-effects regression models, we estimated that the proportion of COVID-19 papers with a woman first author was 19% lower than that for papers published in the same journals in 2019, while our comparisons for last authors and overall proportion of women authors per paper were inconclusive. A closer examination suggested that women’s representation as first authors of COVID-19 research was particularly low for papers published in March and April 2020. Our findings are consistent with the idea that the research productivity of women, especially early-career women, has been affected more than the research productivity of men.

scholarly journals Early career women in construction: Are their career expectations being met?

2020 ◽  
Vol 20 (3) ◽  
Author(s):  
Bee Lan Oo ◽  
Teck-Heng Benson Lim ◽  
Siyu Feng
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Early Career ◽  
Career Women ◽  
Career Expectations ◽  
Factors Influencing ◽  
Positive Correlations ◽  
Career Expectation ◽  
Almost All ◽  
Overall Job Satisfaction

The recruitment, retention and development of early career women have always been a challenge in the construction industry. With the focus on early career women or new female construction management degree graduate hires in construction, this study explores: (i) factors influencing their choice of career in construction; (ii) the extent of which their career expectations were met in their first few years of job experience; and (iii) how their met or unmet career expectations are related their overall job satisfaction. Data was collected using an online survey questionnaire. The results show that the top significant factors influencing the respondents’ career choice are career opportunities and belief of getting better pay. Their career expectations, on the other hand, were met or exceeded to a great extent for almost all the measurement items. The results also show that the respondents have a relatively high overall job satisfaction level. Although there is lack of evidence that their overall job satisfaction increased as met career expectations increased, there are statistically significant positive correlations among the career expectation measurement items. These findings have implications for human resource practices of construction employers that aimed to attract early career women into the industry, and to reinforce their met career expectations and job satisfaction.

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