Advance at UNM surveys and research
UNM’s parental leave policy works well in units in which the leadership understands the policy, is supportive of faculty using the policy, and can help departmental faculty with the implementation and subsequent evaluation of faculty accomplishments. Supportive colleagues clearly play an important role in the experiences of new parents. Likewise, unsupportive or uninformed leadership and […] Read More
The Advance at UNM Social Science Research Team (SSRT) is working towards publishing journal articles about three different University of New Mexico campus climate studies. Through two of the three studies, the team found that women and underrepresented minority (URM) faculty in STEM fields perceive an overall lower climate than white men in STEM fields. […] Read More
Researchers at the University of New Mexico are hoping to better understand the campus climate for underrepresented minority and white women faculty in STEM fields and across the university as part of a five-year National Science Foundation grant. As part of their research to gauge general campus climate and support […] Read More
The vast majority of UNM faculty, graduate students, and staff strongly support having the university’s spring break at the same time of the break for Albuquerque Public Schools, a study by Advance at UNM has found. Eighty two percent of faculty strongly support alignment while 79 percent of staff expressed strong support in the survey done […] Read More
Members of the Advance at UNM social science research team are working on innovative ways to promote diversity on the UNM campus, particularly among leadership positions.To engage leaders at UNM, the group is using the Dobbin-Kalev managerial engagement model of diversity promotion, which is based on their extensive analysis of human resources policies in private […] Read More
We need your input
Help us tell the story of faculty service loads at UNM
After our fall 2016 survey, we’re collecting stories about UNM faculty loads. We want to hear from you!
Preliminary results from our fall 2016 survey of UNM faculty indicate that women and underrepresented minorities are more likely to report higher service burdens than their male and non-URM counterparts. When asked whether they agree or disagree with the statement: “I feel burdened by university service responsibilities beyond those of my colleagues,” 44% of men agree compared with 51% of women and 46% of non-URMs agree compared with 60% of URMs. Click here to read more and tell us your story.
Studies on women and the workplace
New research shows women taking on extra loads at work and home
New work in the Research in Higher Education called “Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?” found that women “shoulder a disproportionately large workload at home in ways that might disadvantage them professionally.” In addition, they are also “taking care of the academic family” via disproportionate service loads.”
Published research by women receives less recognition
A new study in the Public Library of Science journal finds that “men dominate 80 percent of all the scientific production in engineering. Women engineers publish their papers in journals with higher Impact Factors than their male peers, but their work receives lower recognition (fewer citations) from the scientific community.”
Research shows clues about your class can hurt your law firm job chances
A study in the Harvard Business Review also found high-class women are considered good applicants for legal work, but seen as less committed to the job because of family responsibilities.
Read the story.
New study finds women in “academic citizen” roles that pay less
A study by a professor at the University of Southampton found that women professors earn less than men in part because they spend time on work that doesn’t lead to pay raises or promotions.
The study also found that men spend more time on their research, which does lead to compensation increases and recognition.
Careers in economics differ for men and women, according to new paper
It’s more difficult for women in economics to be promoted and earn tenure than it is for men, according to a new study.
The study, done by professors at Illinois State University and the University of Oklahoma, and Qihong Liu, also found that more women than men in economics leave academia within a tenure cycle.
Read more about the study, which is to be presented at an upcoming conference of the American Economic Association.
New bibliography of gender bias studies available
The London School of Economics and Political Science has published an annotated bibliography of studies on gender bias in academia.
An article about this new list states: “The studies aggregated and summarized below offer important policy implications for the traditional ways that we quantify the processes leading to hiring, promotion, and tenure. You cannot simply count “outputs” in making an evaluation of someone’s worth and reputation if there is a “biased filter” at the first stage of evaluation, prejudicing judgment at the outset.”
Key UNM data
UNM Faculty Demographics
Recent UNM studies
2015 Faculty Success and Mentoring Study
UNM’s Division of Equity and Inclusion Faculty Success and Mentoring Study convened focus groups to explore faculty perceptions of the resources and support required for professional success. Women and minority faculty emphasized the need for different mentoring services and information about UNM, while expressing a fear of the repercussions of bad mentoring relationships. Half of pre-tenure women and minority faculty surveyed said they have experienced unsuccessful mentoring experiences. At the same time, they expressed hesitation to burden trusted women and minority professors with requests for help. Many faculty reported hostile departmental climates. Read the report.
2013 UNM Faculty Worklife Survey
The University of New Mexico survey, modeled on those done by ADVANCE programs at other universities, revealed that women were more likely than men to perceive informal hierarchies structured by gender and race in their departments (45 percent women; 15 percent men), to feel excluded from informal networks (42 percent women; 31 percent men), and to have encountered unwritten rules governing interactions with colleagues (50 percent women; 30 percent men). In addition, it found women are less likely to express interest in leadership positions (43 percent women vs 58 percent men). Read the full report from UNM’s Bureau of Business and Economic Research.