WorkandFamilyontheTenureTrack.pptVIP

Recruiting, Promoting Retaining The Best Faculty:The Role of Work/Family Policies;Establish why universities should care about work/family policies Recruitment – focus on Dual Career Couple Policies Promotion Retention – focus on needs of academics with children Future of work/family Policies ;Context; To recruit, promote and retain best faculty To address concerns about representation To raise morale and increase productivity To create more equitable work places Pressure from external sources ;Recruitment: The case for Dual Career Couple Hiring Policies;When Dual Career Hiring Works;Tenure, Promotion Retention (other work family policies);Academic motherhood study;The joy of professional and personal roles Academic work is flexible, but unending Having a child makes you efficient Puts things into perspective ;Buffering Preoccupation with timing The second shift is alive and well Individual agency Departments determine culture Policies are important, but underutilized ; Most were successful and thriving More flexibility, less work stress Easier to prioritize their interests at work Parental concerns shift changing diapers to arranging car pools Scheduling is a major issue Not wanting to deal with politics Hesitant to go up for promotion and move into administration ;Burnout Stress of pre-tenure stage still stings Need for self care Mentoring and support Serve as mentors for others Helped to create institutional policies Don’t receive mentoring or support ;Family Friendly Policies;Dilemmas: Tenure and Biological clock can they coexist;FMLA is not enough Not an entitlement Not just a woman’s “problem” Not just for junior faculty ;Institutional versus individual perspectives Results at different institutional types Disciplinary differences Gender differences Questions? contact Lisa Wolf-Wendel lwolf@ku.edu