Science and Engineering Programs On Target for Women? (1992) / Chapter Skim
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6 Promoting Science and Engineering Careers in Academe
6 Promoting Science and Engineering Careers in Academe
Pages 101-118
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From page 101... ...
in Soil Science at Berkeley and taught in both the Califomia State University system arid Be University of California system before assuming his present position in 1988. He has been active in research arid teaching in soil and water sciences and most recently was involved with national committees charged with setting future basic research agendas for these two disciplines of earth science.
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- ~ o 1 o oN i 1 l l 1 "~; ~1 $'3 ~i ~j ~ a C~ C _ _ C o ~ Z o— o o o a, ~ ~ ae c, en ° CO 0 _ ~ C C o~ ~ ~ o · C)
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Some of this variability is related directly to issues that are of a particular nature: the public image of a specific field; its visibility to science and engineering majors as a career opportunity; the demand for it in the private sector; and its distribution among the academic programs of doctorate-granting universities. These issues are perhaps of lesser importance than the broad, generic issues that affect most, if not all, career patterns of women scientists and engineers who choose to work in higher education.
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Although fast disappearing into retirement are the senior male professors who expound the antediluvian views that women faculty members with children dilute academic research productivity, or that women faculty members should not bear children, most universities do not function in practice as if these views were passe. Recognition of the "biological clock" and, more generally, of a faculty member's familial obligations is still treated as a variance to normal professional activity instead of as an integral part of it.
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The period when successful scientific careers are usually forged (in the general career pattern developed when the enterprise was almost exclusively male) corresponds to the period of childbearing.
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From page 107... ...
are established, published, independent scholars to advance their careers via independent research and to serve as role models and provide motivation, guidance, and encouragement for women students to pursue careers in science and engineering. The VPW program enables women scientists and engineers to undertake research and other activities, including teaching, at host academic institutions in the United States, its possessions, or territories.
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Minority Biomedical Research Support (MBRS) Minority Access to Research Careers (MARC)
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Enhance research career potential Facilitate competitive research proposals Enhance competitiveness for faculty appointment in universities and colleges Prepare for academic careers No special emphasis No special emphasis No direct relevance No direct relevance No direct relevance
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From page 110... ...
. This program open to experienced, postdoctoral investigators who are scientists and engineers- is designed to expand research opportunities for women by helping researchers acquire expertise in new areas to enhance their research capability and by assisting those who have had a significant research career interruption to acquire "updating" for re-entry into their respective fields.
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Dissertation-Year Fellowships (University of California, 1991~. Each component focuses on a particular activity to enhance graduate retention and promote academic careers: Graduate Outreach and Recruitment: Potential students visit and participate in summer internship programs in university departments.
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Many had received doctoral training in majority institutions under professors who had federally funded grants but, when these minority scientists assumed faculty positions at an HBCU, a variety of factors operated against continuation of their research interests through independently sponsored projects. A combination of long teaching hours, lack of modern facilities and equipment, lack of information about funding sources, lack of grantsmanship and guidance In seeking funding, and, most of all, frustration, disillusionment and lack of faith in the "the system" took their toll.
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From page 113... ...
On the one hand, NASA sponsors only pre-baccalaureate programs targeted to women, and its faculty research programs, like those of the Department of Veterans Affairs, not only do not place any special emphasis on women, but may even be structured so rigidly vis-a-vis work hours and child care issues that they actually inhibit participation by female professors (McGee, 1991; Hays, 1991~. On the other hand, the NSF programs, although structured and administered like any other of its research opportunity programs, are targeted directly to women scientists and engineers, in some cases to junior faculty members whose research experience is limited (CAA and RPG programs)
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From page 114... ...
These problems are a result of our tendency to imagine the ideal scientist as a man who can single-mindedly devote 80 hours a week to science because he has no conflicting familial obligations. It is unfair, however, to overlook the essential, positive features of some programs that, although not addressing directly the three generic issues raised above, do contain ingredients with which a successful approach to promoting the careers of women faculty members can be fashioned: · mentonng, said repeatedly in the Irvine conference to be critical (and ~4
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From page 115... ...
Among the reasons given for the slow and low rates of women's advancement up the academic career ladder in science and engineering are the following: geographic constraints on dual-career families, narrowness of searches to fill faculty openings, fears that the department will not be getting its due because of family commitments, and lack of "top-down" support within the institution. Future Directions Given the disappointing paucity of major interventions to promote the careers of women scientists and engineers in academe, the Irvine conference discussion focused on strategies to develop these programs at the university level.
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From page 116... ...
recently has begun to explore a much broader definition of the criteria for merit advancement that goes a long way toward reforming the tenure process in research universities. It specifically recognizes mentoring of students or junior faculty by professors as an integral part of the teaching responsibility and the reward structure.
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From page 117... ...
1985. Minony Access to Research Careers: An Evaluation of 11: e Ho': ors U'~der~aduate Research Training Program.
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From page 118... ...
1991. Promoting Careers in Academe: National Institute of General Medical Sciences Minority Programs.
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