By Lilli S. Hornig

This booklet relies on a convention held at Harvard collage in November 1998. it's subsidized via offers from the Ford beginning, the Sloan beginning, and the Albert Gordon beginning. The rationale of the convention is to target ladies college in examine universities, trying to establish and disseminate leading edge techniques to expanding college positions and possibilities for ladies there. school positions in those associations are necessary to constructing efficient scholarly careers, specially so within the average sciences, but additionally within the social sciences and arts. The members are thought of really stellar and are probably the most vital leaders of their person fields of analysis.

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Extra resources for Equal Rites, Unequal Outcomes: Women in American Research Universities (Innovations in Science Education and Technology)

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7 Mass. Inst. of Tech. 2; March-April 1998, Vol. 2; March-April 2000, Vol. 7 Source: Compiled from the institutions' affirmative action reports for the years indicated * Designated as "ladder" faculty * * Designated as "term" appointments Table 4 SELECTED DEPARTMENTAL DISTRIBUTIONS OF WOMEN FACULTY All Ranks, percentages Institution Math English Sociology Biology Chemistry Act. Avail. Act. Avail. Act. Avail. Act. Avail. Act. Avail. 1995 U -Ill. 7 The Current Status of Women in Research Universities 49 Table 5 WOMEN'S SALARIES AS PERCENT OF MEN'S, BY RANK Research I Universities-1988, 1998, 2000 1988 PR· AO· A!.

This is the case because there are great differences in size, mission, and types of units or divisions among institutions. For example, flagship state universities and other land grant campuses usually have schools of nursing, home economics, library science, and education, all heavily skewed toward women, and schools of engineering, technology, agriculture, and other traditionally maledominated fields. Such divisions may be absent or very small in other universities, and in any case the balance among them may fluctuate widely.

The rank with the largest inequity remains full professor, and the difference that is hardest to explain away is at the entry level, assistant professor, where one must assume that appointees have very similar qualifications. This is an area that institutions should review very carefully. Salary inequities are not merely a current disadvantage to women; perhaps their most deleterious effect shows up at retirement. Salary issues are treated in greater detail by Long (this volume). A broad-gauge overview of the situation suggests strongly that this growth in numbers would not have taken place without the impetus provided by the civil rights laws.

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