The Impact of Babies on Women's Careers in Science and Engineering

1. University of Southern CaliforniaWiSE ProgramWomen in Science and EngineeringDO BABIES MATTER? Mary Ann Mason Dean of the Graduate Division University of California, Berkeley September 20, 2006 Los Angeles CA

2. Source: NSF, Survey of Earned Doctorates, taken from Webcaspar. Do Babies Matter project funded by the Alfred P. Sloan Foundation. Mary Ann Mason, UC Berkeley; Marc Goulden, UC Berkeley; Nick Wolfinger, University of Utah Source: UCOP, “Long Range Planning Presentation,” before the Board of Regents, September 2002

3. University of California, Berkeley(2002)

4. Large San Francisco Law Firm Women Men Shareholder Partners Shareholder Partners 51 217 Part-time 14 2 Part-time N=1117 155 Associates 195 Associates

5. Survey of Doctorate Recipients (SDR) • A national biennial longitudinal data set of PhD recipients’ post-degree employment experiencesfunded by the NSF and others, 1973 to present (NEH funded the Humanities, 1977-1995). • Includes roughlya 10% sub-sample of PhD recipientsdrawn from the Survey of Earned Doctorates (SED) each year --and individuals are resurveyed until they reach age 76, leave the country, or refuse to participate (over 160,000 individuals have participated). • Response data is weightedbased on sampling design and re-weighted each survey cycle, based on attrition (e.g. gender, ethnicity) to reflect US PhD population. • Starting in 1979 and 1981, respondents were asked about their marital status (1979) and the number of children (1981) living in their household (under 6, 6-18, etc.). • Arguably the best employment dataset in the country.

6. Women, Women, Men, Early Late or No Early Babies Babies Babies Tenured 53% 65% 77% Professors Second Tier Part-Time, 2-Year Faculty, Non-Ten. 47% 35% 23% Track, Acad. Researchers, and Still Tenure Track Heads and Necks of Science PhD Recipients* N=2848 N=3057 N=13058 *PhDs from 1978-1984 Who Are Working in Academia 12 to 14 Years Out from PhD Source: Survey of Doctorate Recipients. Sciences, 1979-1999. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

7. Women, Women, Men, Early Late or No Early Babies Babies Babies Tenured 58% 71% 78% Professors Second Tier Part-Time, 2-Year Faculty, Non-Ten. 22 42% 29% Track, Acad. % Researchers, and Still Tenure Track Heads and Necks ofHumanities and Social SciencePhDs* N=2973 N=4155 N=7452 *PhDs from 1978-1984 Who Are Working in Academia 12 to 14 Years Out from PhD Source: Survey of Doctorate Recipients. Sciences and Humanities, 1979-1995. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

8. Leaks in the Academic Pipeline for Women* Assistant Professor (Tenure Track) Associate Professor (Tenured) Full Professor (Tenured) Graduate School Entry PhD Receipt Women PhDs Water Level Women PhDs Water Level Women PhDs Water Level Leak!! Leak!! Leak!! Leak!! Women, Married (21% less likely than single women to enter a tenure-track position) Women (27% less likely than men to become an Associate Professor) Women (20% less likely than men to become a Full Professor within a maximum of 16 years) Women with Babies (28% less likely than women without babies to enter a tenure-track position) *Preliminary results based on Survival Analysis of the Survey of Doctorate Recipients (a national biennial longitudinal data set funded by the National Science Foundation and others, 1979 to 1995). Percentages take into account disciplinary, age, ethnicity, PhD calendar year, time-to-PhD degree, and National Research Council academic reputation rankings of PhD program effects. For each event (PhD to TT job procurement, or Associate to Full Professor), data is limited to a maximum of 16 years. The waterline is an artistic rendering of the statistical effects of family and gender.

9. The Pool Problem at UC Berkeley: Ladder Rank Faculty *Data prepared by Angelica Stacy, Associate Vice Provost for Faculty Equity, UCB. Potential UCB Applicant Pool is derived from NCES data on PhD degrees granted in 2000, cut to a selected group of top-ranked graduate institutions and cut to relevant disciplinary fields for UCB.

10. Major Findings: Family Career • Overall, men with “early babies”are 38% more likely than women with “early babies” to achieve tenure. • Women with “early babies” leave academia before obtaining their first tenure track job. • Single mothers are more successful than married mothers. • Women with “late babies” do as well as women without children. • Having no babies at all is the dominant success mode for women. • Men who have “early babies” do very well. In fact, they do better than all others, including single men and women. • A high percentage of mothers slide into the second tier, the part-time, adjunct and lecturer corps: the “gypsy scholars” of the university world.

11. Family Status of Tenured Faculty, All Fields* Women Men N=10,652 N=32,234 *PhDs from 1978-1984 Who Are Tenured 12 Years out from PhD. **Had a child in the household at any point post PhD to 12 years out. Source: Survey of Doctorate Recipients. Sciences, 1979-1999, Humanities, 1979-1995 Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

12. Family Status of Tenured Faculty in the Sciences* Women Men N=3109 N=19,074 *PhDs from 1978-1984 Who Are Tenured 12 Years out from PhD in STEM & Bio. Sciences. **Had a child in the household at any point post PhD to 12 years out. Source: Survey of Doctorate Recipients. Sciences, 1979-1999. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

13. Getting Divorced after the First SDR* *For individuals who were married at first post-PhD SDR survey. PhD recipients 1978-1992. **Non-Tenure Track, Part Time, or Not Working. Source: Survey of Doctorate Recipients. Sciences, 1979-1999, Humanities, 1979-1995. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

14. Women Fast-Track Professionals with Babies* in the Household, by Age of Professional *Children, Ages 0 or 1 in Household. Source: Census 2000, Pums 5% sample.

15. Major Findings: Career Family • Only one in three women without children who takes a fast-track university job ever become mothers. • Women who achieve tenure are far more likely than men who achieve tenure to be single 12 years out from the PhD — more than twice as likely. • If married, women are significantly more likely than men to experience divorce or separation. • Women faculty were more than twice as likely as men faculty to indicate they wished they could have had more children — a full 38% of women said so in comparison to 18% of men.

16. University # of Responses # of Surveyed Response Rate Berkeley 743 1351 55% Davis 820 1385 59% Irvine 445 910 49% Los Angeles 788 1758 45% Riverside 367 663 55% San Diego 472 998 47% San Francisco 188 357 53% Santa Barbara 374 802 47% Santa Cruz 262 481 54% Total 4459 8705 51% UC Work and Family Survey:History and Response Rates • The survey was designed to assess the effectiveness of UC’s existing family friendly policies for ladder-rank faculty (implemented in July 1988). It was first conducted at UC Berkeley, Fall 2002, and was rolled-out in Spring-Summer 2003 to the other UC universities (except UCM), with President Atkinson serving as the first contact email signatory.

17. Everybody is Very Busy (UC Faculty, All Fields) N=670 1813 670 1146 Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

18. Everybody is Very Busy (UC Faculty in the Sciences) N=168 883 118 524 Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

19. Univ. of California Faculty's Average Hours Per Week Providing Care, by Gender, Children, and Age at Survey Women w. Children, N=671 Men w. Children, N=1796 Women w/o Children, N=485 Men w/o Children, N=1108 Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

20. UC Faculty Parents Experience Work-Family Conflict N=1413 594 1169 507 1696 643 785 571 1741 663 Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu). Please note: these questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

21. Career Duties That Place Stress on Parenting N=1779 647 1778 658 1777 664 1788 662 1150 457 Percent of UC Faculty Experiencing a “Great Deal” of Stress in Parenting as a Result of Specific Career Duty (“Not Applicable Excluded,” “Some,” “A little,” and “None” Are Grouped) Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

22. The Baby Lag for UC Women Faculty in Pursuit of Tenure, All Fields Hire Date Hire Date Years Before Hire Date Years After Hire Date N=2339 Men 982 Women *Year 0 represents Assistant Professor Hire Date Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

23. The Baby Lag for UC Women Faculty in Pursuit of Tenure in the Sciences* Hire Date Hire Date Years Before Hire Date Years After Hire Date *Includes STEM & Bio. Science. N=1164 Men 265 Women **Year 0 represents Assistant Professor Hire Date Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu).

24. Familial Loss for UC Ladder-Rank Faculty N= 967 2516 830 2129 * “Not Applicable” has been excluded and “No,” “Partially Accurate,” and “Not Sure” have been grouped. Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu). Please note: these questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

25. Existing Family Friendly Policies for Ladder-Rank Faculty* • Active Service-Modified Duties (ASMD) — Ladder-rank faculty who have substantial responsibility for the care of a newborn or a newly placed child under age five (placed for adoption or foster care) may upon request be granted a temporary relief from duties (normally partial or full relief from teaching for one semester or quarter). • Tenure-Clock Stoppage —Tenure-track faculty who have substantial responsibility for the care of a newborn or a newly placed child under age five may request a year stoppage of the tenure clock (capped at a total of 2 years). • Paid Leave — Childbearing leave is granted on request to an academic appointee, before, during, and after she gives birth to a child. Academic Senate members on childbearing leave may receive base pay for up to six weeks. Those who need additional leave for medical circumstances may request it. • Unpaid Leave — The Chancellor may also grant academic appointees up to one year of unpaid parental leave to care for their own child, their spouse’s child, or the child of their domestic partner. If this unpaid leave is combined with childbearing leave, family and medical leave or a period of Active Service-Modified Duties, the total period may not normally exceed one year for each birth or adoption. *All of these policies were first instituted by UC Office of the President in July,1988, with subsequent modifications.

26. Major Reasons Eligible UC Parents Did Not Use ASMD N=497 96 454 119 592 160 460 132 Source: Mason, Mary Ann, Angelica Stacy, and Marc Goulden. 2003. “The UC Faculty Work and Family Survey.” (http://ucfamilyedge.berkeley.edu). Please note: these questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

27. Elements of a Family Friendly Package for UCB Ladder-Rank Faculty: Existingand Proposed • Active Service-Modified Duties (ASMD)— Provides teaching relief for parents with “substantial” caregiving responsibilities for a newborn or new adoptee. Currently, ASMD is for one semester/quarter but is slated to be extended to two semesters/quarters for birth mothers and funded centrally to defray the cost to departments (an entitlement). • Tenure-Clock Stoppage—Adds one year extension to the tenure clock for tenure-track faculty parents with “substantial” caregiving responsibilities for a newborn or new adoptee (one year per birth/adoption event with a two-year cap; an entitlement). • Flexible Part-time Option—Allows tenure-track faculty, pre- and post-tenure, to go from full time to part time as their life course needs arise (i.e. caregiving responsibilities). Encourages departments to take into account part-time status in advancement decisions (under review). • Work/Life Committees, Manager, Faculty Equity Office— Supports the use of family friendly policies, resources and benefits. • Faculty Recruitment Brochure, Work-Life Websites, and Materials for Chairs— Publicizes the existence of family friendly policies, resources and benefits, and promotes their use. • Family Friendly Scheduling – Encourages departments to schedule meetings during standard business hours. (continued)

28. Elements of a Family Friendly Package for UCB Ladder-Rank Faculty: Existingand Proposed (continued) • Relocation Services — Assists faculty recruits with issues of spousal/partner employment, schools, housing, and other geographical relocation issues. • University Sponsored Infant and Child Care — Increases the availability of high quality infant and child care for faculty through identification of new funding mechanisms. • Emergency Back-up Childcare — Provides emergency childcare services (vendored) to faculty. • Discount resume gaps— Encourages hiring committees to discount familial-related gaps in resumes. • Re-Entry Postdoctoral Fellowships — Provides postdocs to promising academics who have taken time off for family-related reasons. • Adoption Benefits — Offers a benefit to help faculty pay for adoption-related expenses. • Tuition Reimbursement — Provides reimbursement of tuition expenses for immediate family members of UCB faculty. • Reimbursement of Travel-Related Caregiving Expenses — Provides faculty with reimbursement for caregiving costs incurred because of professional travel. • Elder/Adult Dependent Care Counselor — Funds a counselor to assist faculty who have caregiving responsibilities for a dependent adult. For more info., see: ucfamilyedge.berkeley.edu

29. Family Friendly Policies Start with Graduate Students: UC Berkeley • Financial Aid — The Graduate Division funds the Graduate Student Parent Grant, averaging $6,000 per year, which can be utilized toward housing, dependent health insurance, child care, and/or fee and tuition costs. • Student Parent Center (SPC) — SPC provides information, child care referrals, problem solving, and advocacy for the needs of student parents. • Child Care — The University’s Early Childhood Education Program (ECEP) offers space for about 135 children (ages 3 months to 7 years) of student parents. • Family Student Housing — About 1,000 units of family housing are available for student families (undergraduate and graduate). • Graduate Council Student Parent Policies — Upon demonstration of a student parent’s need due to childbirth, a child’s serious illness, or other child-related exceptional circumstance, departments may grant extensions for passage of preliminary and/or qualifying exams. Student parents who have been advanced to candidacy may also receive a one-year extension of normative time-to-degree completion. • Other — Health Insurance Counseling & Breastfeeding Support Program (University Health Services) ; The Albany Children’s Center at University Village; Family Resource Center at University Village; & Berkeley Parents Network (list-serve/website for parents).

30. ucfamilyedge.berkeley.edu