Paul L. Caron

Friday, October 26, 2018

What Factors Hold Back The Careers Of Women And Faculty Of Color? Columbia U. Went Looking For Answers

Chronicle of Higher Education, What Factors Hold Back the Careers of Women and Faculty of Color? Columbia U. Went Looking for Answers:

Last year Columbia University announced that it would commit $100 million over the next five years to recruiting and supporting the careers of underrepresented minority faculty — on top of the $85 million it had spent since 2005. Despite Columbia’s hefty financial commitment, the pace of faculty diversity on the Ivy League campus has been stubbornly slow. The university has also studied the progress of women through the academic pipeline.

A new report, released by Columbia on Thursday, provides a detailed picture of the factors that have played a role in making the recruitment and retention of minority and female faculty such a challenge for the institution.

The 145-page document features empirical evidence on how tenure-line faculty in the arts and sciences at Columbia feel about or experience key parts of academic life, like salary, workload, work-life balance, and the climate in their departments. The report revealed that women and minority professors at Columbia navigate numerous inequities, all well-documented throughout academe, in a workplace whose climate isn’t conducive to their success. ...

The findings, which are detailed and both quantitative and qualitative in nature, will be sure to resonate with the lived experience of faculty members on other campuses. ...

Here are some of the most striking takeaways — broken down by disciplinary cluster — from what the report calls "concerning disparities" that women and underrepresented minorities experience relative to their white male colleagues at Columbia.

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Maybe thinking of people as women and minorities rather than as individuals is part of the problem?

Posted by: Mike Livingston | Oct 26, 2018 4:51:01 AM

"This is consistent with survey results that showed women were more likely to
consider leaving to allow more time for research and find a more supportive
environment, whereas men were more likely to consider leaving to increase their

So why is there no recommendation to allow for more time for research?

Posted by: brad | Oct 26, 2018 7:59:22 AM

Did I miss the memo about the diversity exception to Title VII?

Posted by: brad | Oct 26, 2018 8:04:19 AM