Thank you Audrey Mayer for alerting us to this short interview with MIT physicist Mildred “Millie” Dresselhaus, 83. She takes the long view on a career in science and does not deny the challenges. The article appears in Science, 7 November 2014.
Dependent care expenses above and beyond regular dependent care costs that directly result from travel on university business are reimbursed. Qualifying individuals eligible for reimbursement under this policy are the same as those allowable for Flexible Spending Accounts.
For more on this and for instructions on how to apply, see:
If you are looking for daycare in the Copper country, you can search for local daycare providers on the website www.greatstarttoquality.org. Note that you will find infant spots are more limited since daycare providers are regulated in the number of children that they can care for under 18 months old.
You may find it works best if you put in your home or work address for the search, and then it will look for all daycare within a certain distance of that address.
Finding daycare can be a stressful process. Reach out to your colleagues for advice and referrals and keep WISE informed about difficulties you encounter or tips you would like to pass on.
Thank you to Michigan Tech’s Patricia Sotirin and Sonia Goltz for permssion to post this list from the 2014 Diversity Literacy Online Workshop
Diversity Literacy Workshop: Best Practices
- Recognize the influence of stress and time pressures on decision‐making processes. If possible, schedule selection and advancement processes with an eye to minimizing semester and professional demands on committee members and provide a generous window of time for committees to deliberate.
- Establish decision criteria related to position requirements and professional qualifications before reviewing candidate applications.
- Encourage selection and advancement committees to seek additional information in order to clarify ambiguous priorities, criteria, and information. At the same time, be careful to apply the same criteria and requirements for all candidates.
- Identify and focus on specific position criteria rather than discussing a broader and more general sense of “fit” with the department.
- Avoid evaluations based on inferences that may mask subtle biases. In particular, do not make offer decisions based on what the committee assumes or suspects about the candidate’s motives, preferences, or likely actions.
- Clarify whether gendered assumptions about roles or positions are evident and strive to compare candidates on the basis of actual accomplishments and qualifications. This is particularly important in assessing leadership and professional potential.
- Use a structured interview schedule for each candidate interview. If additional questions are asked of a particular candidate, these should be noted so that the committee can decide how or whether the additional information is useful and comparable to information available for other candidates.
- Word position announcements using gender neutral language and identify both mainstream and population‐specific venues for placing the announcement in order to ensure a pool with at least 25% minority and female candidates.
- Question vague, evaluative comments made by committee members to find out what specific issues or concerns underlie such comments. Vague feelings and suspicions, anecdotal information, and interpretations based on perceptions should be explored so that these comments can either be substantiated or reconsidered.
- Set up specific standards for advancement progress and assess all faculty periodically for advancement potential based on non‐subjective criteria (number of courses taught, cumulative teaching scores, number of publications, grant levels, etc.).
- Be vigilant about identifying and minimizing unconscious bias in advancement decision‐making processes. Provide P&T committees with time and information and encourage members to avoid distractions and focus on predetermined advancement‐relevant criteria.
- Assess the subtle accumulation of disadvantages across all faculty periodically. Pay attention to systematic differences among groups of faculty such as salary, space, research resources, teaching assignments, awards, and committee assignments.
Michigan Tech’s ADVANCE Initiative maintains a list of scholarly articles and books related to gender discrimination and other forms of bias. You can access their materials at the ADVANCE website. An example of the materials available are:
- Academic Careers and Gender Equity: Lessons Learned from MIT
Bailyn, L. (2003). Gender, Work, and Organizations, 10, 137-153.
- Reducing the Effects of Gender Stereotypes on Performance Evaluations
Bauer, C. C. & Baltes, B. B. (2002). Sex Roles, 9/10, 465-476.
- Implicit Discrimination.
Bertrand, M., Chugh, D., & Mullainathan, D. (2005). American Economic Review, 95 (2), 94-98.
WISE member Audrey Mayer (SS) has started a new resource for the Tech community called “Stuck Huskies.” It is an open-to-the-public page where people who are on cancelled flights to/from Chicago can post on the wall to find ride shares back up to Houghton (or down to Chicago), buses, etc. See the blog post on the Social Sciences website for details.
From the New York Times, September 27, 2014:
A NEW study by the linguist and tech entrepreneur Kieran Snyder, done for Fortune.com, found two differences between workplace performance reviews given to men and women. Across 248 reviews from 28 companies, managers, whether male or female, gave female employees more negative feedback than they gave male employees. Second, 76 percent of the negative feedback given to women included some kind of personality criticism, such as comments that the woman was “abrasive,” “judgmental” or “strident.” Only 2 percent of men’s critical reviews included negative personality comments.
For the whole article, see the New York Times website.
The Center for Pre-College Outreach is looking for about 25 female volunteers to help out at “Get WISE,” an event seeking to raise women’s interest in science and engineering. Although not sponsored by the Michigan Tech Women in Science and Engineering group (the source of this blog), it is a worthy event that we endorse! The event will be held on Feb. 25 from 9 a.m. to 1:30 p.m. Volunteers or anyone looking for more information can email email@example.com.
The Society of Women Engineers (SWE) section at Michigan Tech will be hosting the 2014 Society of Women Engineers Conference at the Michigan Tech campus, Feb. 14-16, with the theme titled “Extracting the Elements.” For more see Tech Today, 21 January 2014.
The Library of Michigan has chosen WISE member Professor Nancy Auer’s book “The Great Lake Sturgeon,” coedited with Dave Dempsey, as one of the 2014 Michigan Notable Books.
Twenty books made the list, ranging from Jim Harrison’s “The River Swimmer” to a pie cookbook to a collection of Upper Peninsula poems and stories.
See the whole article in Tech Today on 8 January 2014. Way to go Nancy!