Recognition in the field can be seen as another indicator of productivity, broadly defined, and as a goal that can bring greater job satisfaction, and perhaps indirectly affect such outcomes as likelihood of receiving a grant. One recent report examining the percentage of women nominated to an honorific society or for a prestigious award, and […]

We have already considered laboratory space as an institutional resource, because it is so crucial to the ability of faculty to get their research done. In our survey, male faculty reported having significantly more lab space than female faculty. This holds true both when we consider all faculty taken together and when we consider only […]

In the sciences and engineering, grant activity is an important demonstrator of research ability. There are a number of approaches to comparing male and female faculty as grant recipients. Basic measures are whether faculty have received any grants and the total dollar value of any grants received. More in-depth measures include whether the grantee is […]

The survey asked respondents to report on the number of articles they had published in refereed journals and in refereed conference proceedings during the 3 years prior to the survey. Data for sole authorship and co-authorship were combined into a single variable. We looked first at journal articles published in refereed journals. Overall, male faculty […]

Tenure and promotion often largely depend on research productivity, making it a crucial issue. Thus, the central question in this section: Is there a gender dispar­ity in productivity? Faculty productivity can be defined in many ways. Here, we focus on grants received, lab space, and demonstrated, discrete output in the form of refereed publications and […]

Professional activities, institutional resources, and climate can all be seen as inputs in the lives of faculty members. It is useful to know how faculty members spend their time, what resources are available to them, and how well integrated they are into the lives of their departments, universities, and disciplines. These factors are, however, only […]

Chairing committees was examined as one proxy for measuring marginalization—not having decision-making power within the department. As a first step, a variable was created to reflect the proportion of committees chaired by considering committees served on (i. e., the numerator is the number of commit­tees chaired and the denominator is the number of committees served […]

The survey also examined how often respondents interacted with each other. The survey asked, “Over the past year, how many faculty members did you discuss __________ with?” Respondents could answer: zero, one, two, three or more, or not applicable. The 10 topics were: 100 90 80 70 60 50 40 30 20 10 0 П […]

A second climate issue was whether the faculty member has been part of a research team at the institution. In this era of increasing collaboration and inter­disciplinarity on campuses, it was expected that most faculty would report that they had been part of a research team, and indeed, 65 percent of women and 62 percent […]

Mentoring is often described as having significant positive effects on the retention and advancement of faculty. The survey asked tenure-track faculty and faculty tenured after 2001 whether they had or have a faculty mentor at their current institution. Among tenure-track faculty, 49 percent of the men and 57 percent of the women reported having a […]