Date: Thu, 28 Dec 2000 01:42:47 -0500 (EST) From: cmustsci.edu To: aaswliststsci.edu AAS Committee on the Status of Women weekly issues of 12/28/2000, ed. by Meg Urry and Patricia Knezek This week's issues: 1. AASWOMEN now set up 2. Response to Topic of the Month (class-action suits) 3. Last chance for Margaret Burbidge Luncheon at the January AAS 4. Interesting websites for women in (other) sciences 5. from the Chronicle: "What Stymies Women's Academic Careers? It's Personal" 6. Conference on "Dynamic Women in Business" 7. Jobs Faculty Position in Optical/IR Instrumentation (Univ. of Virginia) Scientific Staff Appointments at NRAO (Charlottesville, Green Bank, Socorro) Postdoctoral Fellowship in the VIRMOS Deep Survey (Obs. Brera, Merate, Italy) Postdoctoral Position on Astrophysics of AGN (Obs. Padova, Italy) Research Associate Position in Observational Astronomy (Stockholm Obs., Sweden) -------------------------------------------------------------------------------- 1. The AASWOMEN listserver is now set up, so from now on, submissions, requests to subscribe or unsubscribe, or suggestions and comments should be sent to aaswomenstsci.edu . (Thanks to the STScI computer support staff for their help!) The next issue will likely be distributed after the AAS meeting, then we will (attempt to) revert to a regular weekly schedule. Meg Urry and Pat Knezek -------------------------------------------------------------------------------- 2. From kmeadmail.earthlink.net Tue Dec 12 19:43 EST 2000 (Kathy Mead) Subject: topic of the month - kudos! Class action is the way to go to further this cause. With individual cases the university can say she went to a lesser grad school the department's budget was cut the year she was hired the department's budget is lower than other departments she took time off to have a baby she didn't bring in enough grant money her post-doc was at a lesser institution she hasn't worked her as long as the men she didn't have enough grad students she didn't come to enough faculty meetings she's always leaving early to take care of children she has poor teaching evaluations she has brown hair she doesn't dress right she didn't do enough to improve freshman lab she is uncollegial we don't like her. she doesn't think right her specialty isn't the hot one now etc., etc., etc. ... They can make a million excuses. But when you average all the men's salaries and all the women's salaries, it becomes much harder to explain away the disparity. Thanks to Paula Szkody for sharing this article. You're off to a great start on AASWomen. -------------------------------------------------------------------------------- 3. Last chance! There are still a handful of places remaining for the Margaret Burbidge luncheon (see below) at the January AAS Meeting. We look forward to seeing many of you there! ****Thursday, 11 January 2001, 12:00noon, Terrace Pavilion**** Margaret Burbidge will be honored for her outstanding contributions to astronomy and for her role in inspiring other women astronomers. A special luncheon will follow her talk at the Special Session sponsored by the Committee on the Status of Women in Astronomy. This event, hosted by CSWA, AAS, AURA, AUI, CIW, and STScI, will include brief remarks by several invited guests. ***Anyone and everyone interested should plan to attend***. The cost is $25 ($15 for postdocs, $7 for students). Seating is limited. Places must be reserved in advance by sending email to mblunchstsci.edu, and an accompanying check (made out to the Space Telescope Science Institute, with the Memo notation "Margaret Burbidge Lunch") must be received at STScI by 4 January 2001 (send to Victoria Horne, STScI, 3700 San Martin Drive, Baltimore MD 21218). -------------------------------------------------------------------------------- 4. Readers have noted several websites with parallels to women in astronomy: Women in biology: http://pingu.salk.edu/~forsburg/bio.html Women in chemistry: http://membership.acs.org/W/WCC/ and http://membership.acs.org/W/WCC/newsletters/WCCSpring00.pdf -------------------------------------------------------------------------------- 5. Thanks to Paula Szkody for another interesting article from The Chronicle of Higher Education (12/15/00): What Stymies Women's Academic Careers? It's Personal By JOAN WILLIAMS Last December, I was on the Metroliner, preparing for a talk on work-and-family issues that I was to give to the Harvard Law School Association of Greater Philadelphia. Looking through an alumni directory that lists what the members of my law-school class at Harvard were doing 15 years after graduation, I learned that 51 men, but only 8 women, had reported both being partners in a law firm and having children. The percentage of men reporting both was twice as high as that of women. OK, I thought, let's look at the members of the class who had become academics. Roughly 50 had gone into academe -- about 30 men and 20 women. Again the numbers were striking, although in a different way. One out of three of the male academics were teaching at elite law schools, but only one of the 20 women was. That woman was the daughter of Supreme Court Justice Ruth Bader Ginsburg. Further research showed that my law-school class is not unusual. A study by James Lindgren and Daniel Seltzer, published in 1996 in the Chicago-Kent Law Review, listed the 50 most prolific law professors. Thirty-nine of them were men. And 28 of those men taught at top law schools, while only 4 of the 11 women did. In other words, nearly three-fourths of the highly productive men but only about one-third of the highly productive women had reached the major leagues. Those trends are not limited to academics in the field of law. In my book Unbending Gender: Why Family and Work Conflict and What to Do About It, I report that while almost as many women as men train for academic careers, women are much less likely to receive tenure and much more likely to drop out of academe, or to work at colleges that focus on teaching rather than at research universities. The reason for the discrepancies is that we make it easier for men to succeed in academe by the way we define the ideal faculty employee: someone who works for several decades straight, taking no time off to bear or rear children; and someone who is able to relocate -- because, as the saying has it, "to move up, you've got to move." That definition benefits men in three ways. The first is the simplest: Men need no time off for childbirth. How do institutions cover for a woman who has a baby? Making her colleagues take up the slack while she is away from work may strain relations within the department in ways that an untenured professor can ill afford. Childbirth is only the beginning. Producing a baby may take nine months, but raising a child takes 20 years. In the United States, women still do 70 to 80 percent of child care -- clearly, a disproportionate share -- and that affects how much time they can spend on paid work. That is the second way our current definition of the ideal academic benefits men. If we look at American women between the ages of 25 and 44 -- the key years of career development -- we find that both motherhood and part-time work are common, and that overtime work is rare. Most women become mothers, and two out of every three mothers aged 25 to 44 work less than 40 hours per week. A study of scientists in academe and elsewhere by the sociologists Kimberlee A. Shauman and Yu Xie, published in 1996 in the journal Demography, found that female scientists with children under the age of 6 work only about one-third as many hours as their male counterparts. Working less than full time virtually guarantees that a woman will not get tenure at a major research university, no matter how talented she is. Data on part-time work do not capture the full dimensions of mothers' time constraints, because ambitious academics generally work not only full-time but overtime -- often 10 to 14-hour days. Only 8 percent of all mothers aged 25 to 44 work that kind of schedule. The time bind makes it difficult for women to be as productive as men in scholarly terms. But even if they are, productive women are less likely to reach top universities. That is because our current definition of the ideal professor requires that he or she be free to relocate. There are two ways for an academic to reach a top institution. One is to start out there. The other is to start elsewhere and work one's way up. For the second path (and sometimes even for the first), relocation is extraordinarily important. Academics may have to move not once but several times, because in many fields, only a few jobs open up in any given year -- and those jobs are likely to be spread out across the country. Even academic stars may start out in Topeka. But to reach Cambridge or Palo Alto, they have to move. Since the 1970's, many studies have reported that a lack of geographical mobility seriously limits the careers of many women. Probably the most recent research is an as-yet-unpublished study conducted by Phyllis Moen and her colleagues at Cornell University (with financial support from the Alfred P. Sloan Foundation), based on interviews in 1998 and 1999 with faculty and staff members at two major research universities in New York State. The study found that 44 percent of the men and 49 percent of the women said the husband's career took priority, while only 17 percent of the men and 19 percent of the women said the wife's career did. When the researchers asked whether the subjects had ever had a career or educational opportunity that would have required their partner to make significant changes (like moving to a different city or taking another job), 49 percent of the women but only 24 percent of the men said they had. One-third of the men, and half of the women, had turned down such an opportunity. As striking as those data are, they almost certainly underestimate the differences between men and women. The Cornell study covered only dual-career couples, who are much less likely to relocate for one spouse's job than are couples in which the wife stays home. A 1987 study, published in Work and Occupations by the sociologists Cynthia H. Deitch and Susan Walsh Sanderson, included husbands with at-home wives as well as dual-career couples. It found that only 23 percent of the husbands of female faculty members, compared with 70 percent of the wives of male faculty members, had moved for their spouse's career. In the same study, only 21 percent of faculty husbands, but 46 percent of faculty wives, had interrupted their own careers for a move. Academic administrators should realize that some commonly accepted hiring-and- employment practices may discriminate against women. Giving women equal opportunity in academe requires two changes. One is the creation of a part-time tenure track. Colleges and universities, like other employers, need to start judging employees by the quality of their work rather than the schedule they keep. We need a tenure track that offers proportional pay, benefits, and advancement for reduced hours of work, keeping in mind that 40 hours per week is often part-time in academe. Someone who works only 30 hours a week might need twice as long as a full-time faculty member to become eligible for tenure. Because working half-time would mean earning only half-pay, most people would not work part-time on a permanent basis. But a part-time tenure track would allow parents to slow their pace of work while their children were young, without losing all chances of earning tenure eventually. The second change is to set up, and provide financial support for, policies that help the spouses of recruited faculty members find suitable employment. Often the best option for the spouse is to work at the college itself, perhaps sharing a job with the recruited faculty member. The most effective policies provide money to pay the spouse's salary. In other cases, the college could help the spouse contact potential employers. Spousal-employment policies benefit women more than men -- and thus help counteract discrimination against women -- because women are more likely to have working spouses, and because husbands are less likely to follow their wives to a new community without a guaranteed job than wives are to follow their husbands. A study published this year in The Journal of Higher Education by Lisa E. Wolf-Wendel, Susan Twombly, and Suzanne Rice found that only 42 percent of the 360 universities surveyed had written spousal-employment policies. Forty-five percent of research universities, but only 20 percent of liberal-arts colleges, had such policies, either written or unwritten. Spousal-employment policies, and the shared positions that often result, can produce significant benefits for the institution as well as for individual academics. As one respondent quoted in the study put it: "We have four [full- time equivalent positions] but eight people, talents, personalities, research/ teaching areas." Another went further, commenting that faculty members who hold "two-thirds positions almost always make more than two-thirds contribution to the university." And a third said, "I can think of instances where the partner was considered to be a greater professional success and an asset to the university" than the faculty member the university had first sought to hire. Despite the positive experiences of many institutions, opposition to spousal- employment policies is often substantial. Some faculty members object on grounds of threats to departmental autonomy, or lack of resources. Those objections can be addressed if the university helps cover the costs of jobs for spouses. Opposition may also come from unions, or from unmarried people who regard spousal hiring as preferential treatment. One respondent told Wolf-Wendel and her colleagues that "our general counsel believes there are legal problems with [affirmative-action/Equal Employment Opportunity Commission] laws if we have an across-the-board policy." What that general counsel may not realize is that legal problems may result from current policies. If academic institutions are serious about giving women equal opportunity, they need to redesign the employment practices that continue to have a disproportionately negative impact on women. Joan Williams is a professor of law at American University's Washington College of Law. Her most recent book is Unbending Gender: Why Family and Work Conflict and What to Do About It, published this year by Oxford University Press. -------------------------------------------------------------------------------- 6. Subject: Dynamic Women in Business Conference at Harvard Business School Date: Fri, 22 Dec 2000 01:20:04 US/Eastern From: Shalini Verma, WSA Conference Co-Chair, www.wsaconference.com I would like to invite you and the members of The American Astronomical Society to the 'Dynamic Women in Business' conference at the Harvard Business School on January 20, 2001. Our latest informational email is below. We would love to have you and some of your members join us for this celebration. [Ed. Abbreviated description follows:] Intrigued by what it takes to become Fortune Magazine's most powerful women in business? Did you ever wonder how to build a company to a stock valued at over $10 Billion? Want to get the inside scoop on turning around the largest airline manufacturer in the world? Then you cannot miss The Women's Student Association Annual Business Leadership Conference, "Dynamic Women in Business: A 10th Anniversary Celebration Past, Present, and Future of Women in Business" Saturday, January 20, 2001. We will highlight accomplishments and share opportunities and challenges facing women today and tomorrow. Keynote speakers include Deborah C. Hopkins (Executive VP and CFO, Lucent Technologies) and Ellen Hancock (Chairman and CEO, Exodus Communications, Inc.). We have industry panels and career theme panels (including The Fast Track, Power Couples, Companies Creating New Work Structures, Work/Life Balance, Networking & Mentoring). Get more details or buy your ticket online now at www.wsaconference.com . -------------------------------------------------------------------------------- 7. Jobs [Ed. note: most of the following ads have been shortened. For details most are listed in the AAS Job Register.] ******************************************************************************** Faculty Position in Optical/IR Instrumentation at University of Virginia I would like to draw the attention of women astronomers to our faculty position in optical/IR instrumentation (www.astro.virginia.edu/posAdv.html). While the deadline is 5 January, 2001, we will consider new applications until the position is filled. Interested persons can contact me (rtrvirginia.edu) to check the current status. Robert T. Rood ******************************************************************************** Scientific Staff Appointments at the National Radio Astronomy Observatory (NRAO) NRAO invites applications for appointments to the scientific staff. Basic requirements include a Ph.D. in astronomy, astrophysics, physics, or a related field, a minimum of three years postdoctoral experience, and a record of leadership and ability in radio astronomy. NRAO scientific staff members are expected to contribute to the operation and future development of the Observatory, and maintain a vigorous program of independent research. Two appointments are expected at the rank of Assistant Scientist for an initial period of three years, with the possibility of an eventual permanent appointment, including AUI tenure. In exceptional cases, a more senior initial appointment may be considered. Available positions include: (Charlottesville VA) - oversight of education and public outreach (Green Bank WV) - development of Green Bank Telescope's millimeter capability (Socorro NM) - NRAO Assistant Director for Socorro Operations (esp. VLA, VLBA) Further information can be found at www.nrao.edu on these positions and others. Applications should be sent to the Director's Office, NRAO, 520 Edgemont Road, Charlottesville VA 22901-2475 and should include: a letter with a description of research interests and plans, a presentation of qualifications for the position, a curriculum vitae, and the names of five scientists who have been asked to send letters of reference directly to the NRAO. All application materials and supporting letters received at the above address by April 15, 2001 will receive full consideration. The NRAO is operated by Associated Universities, Inc. (AUI) under cooperative agreement with the National Science Foundation. The NRAO is an equal opportunity employer (M/F/H/V). ******************************************************************************** Postdoctoral Fellowship in the VIRMOS Deep Survey Osservatorio Astronomico di Brera, Merate, Italy We invite applications for a postdoctoral fellowship in Cosmology to work in the VLT-VIRMOS Deep Survey (http://serweb.astrsp-mrs.fr/virmos/) at the Osservatorio Astronomico di Brera (OAB), starting in the fall 2001. The VIRMOS Survey will be conducted during 120 VLT nights by the VIRMOS Consortium, a collaboration of six French and Italian institutes, and the successful applicant will be fully involved in survey observations, data analysis and interpretation. The fellowship is initially for two years, with possibility of further extension. Applicants should have research interests/experience in galaxy surveys and galaxy and large-scale structure formation and evolution. Experience with data analysis and the handling of large data sets will be an asset. He/She will be based in Merate, near Milan. The gross salary will be commensurate to experience, within the approximate range EU 22,000 to EU 25,000. The grant includes an appropriate travel and computing budget. Interested individuals should send (preferably by email) a Curriculum Vitae, list of publications and a statement of research interests, and should also arrange to have three letters of reference sent directly to the same electronic address (or by regular mail if preferred). Applications received before 15 January 2001 will be given full consideration. Please quote reference "OAB-VIRMOS Fellowship" on mail correspondence. Informal inquiries can be directed to Luigi Guzzo at guzzomerate.mi.astro.it . ******************************************************************************** Postdoctoral Position at Observatory of Padova on the Astrophysics of AGN A postodoctoral position is available for one year (customarily renewable for a second year) at the Astronomical Observatory of Padova in Italy. The successful candidate is expected to work on spectroscopic data of Active Galactic Nuclei (AGN), with particular attention to Broad Absorption Line Quasars, as part of an Italian multi-Institute project on obscuration effects in AGN. Candidates should have a doctorate or a degree equivalent to the Italian "Laurea." Research experience on AGN, especially if directly related to the fellowship topic is preferred; however, anyone with a strong background in extragalactic astronomy and/or experience with optical-UV or X-ray spectroscopic data is encouraged to apply. The successful applicant is expected to work on analysis and interpretation of multifrequency data of BAL QSOs, and on a large spectroscopic database of AGN observations. The grant provides access to computing facilities as well as to a travel budget. Annual gross salary is approximately 13000 euros. International applications should include: (1) cover letter (following the template); (2) statement certifying the applicant has a Ph.D. or "Laurea" equivalent (roughly equivalent to an American MS degree); (3) copy of Ph.D. thesis; (4) CV and research activity; (5) publication list; (6) list of documents/papers enclosed with application; (7) copies of published and unpublished work and other documents, including reference letters (maximum 3), that the candidate thinks appropriate for committee evaluation. Italian applications should follow the guidelines in the official announcement. Deadline for submission is Jan. 1, 2001; those received after Jan. 12, 2001 will not be considered. Applications should be sent to: Al Direttore dell'Osservatorio Astronomico di Padova, Vicolo dell'Osservatorio, 5 35122-PADOVA, Italia, Tel. +39-0498293411, specifying "AGN Obscuration Effects Fellowship" on the envelope. It is highly advisable that international candidates send their application material by express mail. Informal requests for further information may be addressed to Dr. Paolo Marziani (marzianipd.astro.it). For further details, see http://panoramix.pd.astro.it/~marziani/ The official announcement (in Italian, including a cover letter template) is available at: http://www.pd.astro.it/firstlevel/secondlevel/thirdlevel/bandi/dd94.htm ******************************************************************************** Research Associate Position in Observational Astronomy at Stockholm Observatory A Research Associate position in observational astronomy at Stockholm Observatory (Department of Astronomy, Stockholm University, Sweden) is available starting during year 2001. The position is for 4 years. The applicant should have a PhD obtained not later than Dec. 31, 2000, and only under special circumstances will an applicant with a PhD obtained before Dec. 31, 1995, be considered. The salary level, being at least SEK 23.300 per month (approx. $29.000 per year), depends on qualifications. We especially encourage female applicants. At Stockholm Observatory (see www.astro.su.se) observational, theoretical and experimental work is carried out, in star formation, planetary systems, AGB-stars, supernovae, the Galactic Centre, galactic structure and dynamics, active galactic nuclei, high redshift objects, IR-astronomy, high energy astrophysics, and solar physics. Sweden has access to all ESO instruments and ESA projects, and local and national computing facilities are very good. The application should consist of Curriculum Vitae, the PhD certificate, list of publications with three copies of all relevant publications, short written account of past and planned research, and three names of reference (willing to provide letters of reference upon request). The application should arrive not later than Dec. 31, 2000 at the mailing address "Stockholm University, Registrator/PA, SE-106 91 Stockholm, Sweden" (Fax: +46-8-163866; a signed original should be sent by mail). Please quote Ref. No. 614-2716/00. For more information contact Prof. Hans Olofsson, Director, Stockholm Observatory, S-133 36 Saltsj÷baden, Sweden; (tel)+46-8-16 44 48, (fax)+46-8-717 47 19; (email) hansastro.su.se.