The V.P. of Administration’s WorkLife Programming Advisory Committee’s 2014 report (with appendices) is now available:
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.
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.
Elizabeth Hoffman, an expert in experimental and behavioral economics, will meet with several faculty and student groups at Michigan Tech, Monday and Tuesday, December 3 and 4.
Hoffman, currently professor of economics at Iowa State, will be giving four separate presentations over the two days. Her forty-plus years in academia have included stints as a university president and executive vice president and provost, and she will address different aspects of her research and experience.
At her University-wide keynote Tuesday at 4:00 p.m. in the Memorial Union Ballroom A2, she’ll address “The Evolution of Experimental and Behavioral Economics.” This event is open to the public.
“Starting in the 1950s, a small number of experimental economists challenged the economics orthodoxy of the day by studying markets in an experimental laboratory setting,” Hoffman says. “This early work helped shape our understanding of how markets work.”
Before the 1987 stock market crash, Hoffman says most economists believed that bubbles and crashes wouldn’t happen because sophisticated traders would not allow prices to deviate from intrinsic value. The 1987 crash burst that thought bubble, and more recently, behavioral economists have shown that the beliefs of unsophisticated traders can actually drive up prices, well over their intrinsic values, witness the housing bubble that burst recently.
“With my coauthor Vernon Smith [2002 Nobel Prize winner], we also looked at two-person bargaining games that feature cooperation and competition. The results revealed, among other traits, that observation leads to more fairness, equity and equality,” she says.
Hoffman will have lunch with female faculty members at 11:30 a.m. Tuesday and discuss the status of women in academia. Acknowledging that there remains underrepresentation of women in many fields, she will discuss the importance of family-friendly programs, especially as they pertain to the child-bearing years of female graduate students, postdocs and faculty. At the luncheon, she shared data about women in academia and pointed out that even though there is improvement, numbers continue to be low especially in many STEM fields. She showed data that led to many questions about the effect of having children on women in academic careers.
“While provost at Iowa State, I was able to raise the numbers of female and minority senior administrators from 20 to 60 percent,” she says. “And I was able to do so with the best people for the positions by eliminating unintended bias and ensuring that every employment pool was highly diverse.”
With the Senate Finance Committee, she will discuss “Responsibility-centered Budgeting in Higher Education.” At Iowa State, it featured decentralized budgeting with deans responsible for space and faculty benefits, including start-up costs, among other budget issues.
“Our results were dramatically positive,” she says “Even though we started it in July 2008 in the midst of the recession and lost 25 percent of our state budget, we grew our incoming student numbers by almost one quarter.” With the Senate Finance Committee at 2 p.m. Monday, she also plans to discuss faculty accountability, a subject she addressed recently in an article on the Inside Higher Ed website.
At 9:35 a.m. Tuesday, she’ll visit a class, EC4640 Natural Resource Economics, and discuss “Property Rights and the Coase Theorem.” Hoffman is an expert on the Coase Theorem, named after 1991 Nobel Prize in Economics winner Ronald Coase. It is an important basis for most modern economic analyses of government regulation.
Hoffman’s visit is part of the Visiting Women and Minority Lecturer/Scholar Series. This event is funded by the Michigan Tech President’s Office and a grant to the Office for Institutional Diversity for the State of Michigan’s King-Chavez-Parks Initiative.
by Dennis Walikainen, senior editor
Published in Tech Today
This is a very interesting article that backs up what Valian said in “Why So Slow.” The methods of this Proceedings of the National Academy of Sciences paper are particularly rigorous.
To quote the paper:
“Our results revealed that both male and female faculty judged a female student to be less competent and less worthy of being hired than an identical male student, and also offered her a smaller starting salary and less career mentoring.”
Thank you Audrey Mayer for bringing this to our attention.
A resource for women on the tenure-track is the Purdue Conference for Pre-Tenure Women. Highlights from the 2011 conference are listed here:
- Your Plan to Tenure: Beverly Davenport Sypher, Ph.D.
Your Plan to Tenure Document
From Graduate Student to Faculty Member: Brenda Berkelaar, Ph.D.; Heidi R. Lewis, Ph.D.; Jess White, Ph.D.
From Grad Student to Faculty member_Questions Document
Friday Plenary: Mary Dankoski, Ph.D.
Homework Feeling Lucky Document
- Embody the Professional: Veronica Rahim, Ileana Cortés Santiago
Embody the Profofessional Document
- Salary Negotiation: Sara Laschever
Resources mentioned in Sara’s sessions
- Challenges for Women in STEM: Monica Cox, Ph.D.
Challenges for Women in STEM
Thank you to the visitors to Michigan Tech from the Organization for the Study of Communication, Language and Gender (OSCLG) who pointed out this resource.
From the OID:
It is critical that our campus and community recognize, appreciate, and take full advantage of the value that diversity brings to learning, research, and personal and economic development. We invite you to join Michigan Tech in creating a diverse and inclusive university that graduates students who are truly prepared intellectually, personally, and socially to create the future in a national and global society.