AAS Committee on the Status of Women
Issue of February 4, 2005
eds. Patricia Knezek, Jim Ulvestad, & Lisa Frattare
This week's issues:

1. Pasadena Recommendations - Career Advancement and Recognition

2. AAS Press Release on Pasadena Recommendations

3. News of the Pasadena Recommendations makes "Astronomy"

4. For Some Girls, The Problem With Math Is That They're Good At It

5. Raise Your Hand if You're a Woman in Science

6. Need Advice on Interview Etiquette

7. AWIS National Conference on Women in Science and Engineering

8. Postdoctoral Opportunity, Planetary Geophysics, UC Santa Cruz

9. Research Asst. Prof. in Computational Cosmology & Galaxy Evolution, U Wash


10. Research Associate in Observational Cosmology, Brown University

11. Asst Professor of Physics, University of Wisconsin-Stout

12. How to submit, subscribe, or unsubscribe to AASWOMEN

1. Pasadena Recommendations - Career Advancement and Recognition
From: Committee on the Status of Women in Astronomy

As stated in previous issues of AASWOMEN, we will be using this space to 
provide the text of the Pasadena Recommendations on Equity in Astronomy, 
endorsed by the AAS Council on January 9, 2005.  In this edition, we give 
the recommendations on career advancement and recognition

B. Career Advancement and Recognition
The "classic" career path for a professional astronomer has been a
progression through undergraduate and graduate school, a postdoc or two,
and then a research faculty job at a major university.  Statistics 
indicate that women are lost from this "progression" in proportion greater
than for men, for a variety of reasons such as unsupportive work
environments, lack of role models, and insufficient opportunity for
recognition of their performance.  Recognition often comes in the form of
professional awards and invited presentations, where women frequently have
been underrepresented relative to their achievements.  Informal mentoring
is easy and widespread for young people who resemble those already in the
field but often is nearly inaccessible to those from underrepresented groups.
We offer several recommendations to ameliorate this situation:

1. Academic institutions should provide regular evaluation, mentoring and
career counseling to young faculty members.

2. Universities and individual departments should set up formal programs to
train mentors for younger students and professionals, with attention paid to
both career and family issues.  In addition, the AAS should sponsor periodic
special sessions or short training programs at the semi-annual general
meetings.  The individual astronomy and physics departments then should take
the responsibility of implementing a mentoring program, so that their more
junior members have a mechanism to acquire support and advice.  Specific areas
of interest for training and mentoring would include information about rules
(both written and unwritten), expectations, networking, and the general
decision-making process of a particular institution.

3. Ph.D.-granting universities should recognize the potential of graduate-
student applicants from institutions that traditionally serve underrepresented
groups.  Departments should develop working relationships with faculty at 
these institutions, and establish specific mentoring programs for graduate
students who may undergo "culture shock" upon arrival at a major research

4. Decisions on advancement should result from an open process, based on
specific criteria that are spelled out in advance.  Senior faculty and other
senior personnel must provide an environment that enables all junior faculty
to have an equal opportunity to succeed and advance in this process.

5. Organizations and academic institutions should offer women equal 
opportunity for scientific recognition in the form of awards (AAS awards and
others) and invitations to present invited talks in a variety of
circumstances, including AAS meetings, topical professional meetings, and
traditional colloquia/seminars.  Prize nominee pools and invited speaker
lists should adequately reflect the diversity of the astronomical profession.
The institutions responsible for selecting awardees and invitees should review
periodically their policies and progress in this area, in order to ensure that
the achievements of women are being represented fairly.

6. Along with direct contributions to science, criteria for success should
include teaching and other functional terms of employment.  Specifically,
outreach and education activities are important both for the future of
astronomy and in relation to possible career paths; involvement in such 
activities should be supported and rewarded at all levels, including hiring
decisions and performance evaluations.  Paradoxically, individual women
sometimes are heavily burdened with committee service in an effort to achieve
greater diversity; this additional service also should be recognized in
advancement decisions.

7. The responsibility to create institutional changes that promote equity in
astronomy lies first and foremost with the senior and more established members
of an institution.  However, individuals at a more junior level have a strong
interest in such change and should participate as is feasible.  In addition,
these younger astronomers should not be thwarted by apparent barriers, but 
should enthusiastically pursue their own goals and dreams for scientific
achievement and career advancement.

2. AAS Press Release on Pasadena Recommendations
From: AAS Press Office pressofcaas.org


Media Contacts
Dr. Patricia Knezek
Chair of the American Astronomical Society's Committee on the Status of
Women in Astronomy
WIYN Consortium, Inc.
950 N. Cherry Avenue
Tucson, AZ 85719
(520) 318-8442

Dr. Steve Maran
American Astronomical Society Press Officer
(202) 328-2010 x116

American Astronomical Society Sets Goals for Improving Gender Equity in

The American Astronomical Society (AAS) has endorsed a new set of
recommendations to improve the status of gender equity in astronomy. The
recommendations, endorsed at the 205th meeting of the Society in San Diego
from January 8 to 13, 2005, were prepared by the Society?s Committee on
the Status of Women in Astronomy (CSWA). The recommendation document,
entitled Equity Now: The Pasadena Recommendations for Gender Equality in
Astronomy is available online at http://www.aas.org/~cswa. The
recommendations cover tenure-track hiring, career advancement and
recognition, institutional policies, varied career paths, cultural issues
and statistical information. The AAS Council endorsed the recommendations

Dr. Patricia Knezek, current chair of the CSWA, and a scientist at WIYN
Observatory in Tucson, Arizona, noted, "The demographics of astronomy in
the United States are changing - currently more than 50% of AAS members in
the age group 18-23 are women. These recommendations will help ensure that
these women will be able to pursue their careers to the fullest." Adds
Dr. Knezek, "What a change from ten years ago - it's indicative of the
fact that while there may not be equity yet, awareness is increasing, and
progress is being made."

These recommendations were a collaborative work with the initial effort
made by attendees of the "Women in Astronomy II: Ten Years After" meeting
held in June 2003 in Pasadena, CA. Participants of the 2003 meeting
assessed the progress for women in science, offering insights into causes
of the slower advancement of women, and discussed strategies to accelerate
the achievement of equality.

The insights and strategies that came out of the Pasadena meeting were
then incorporated into a formal document by the CSWA, which was then
released to the entire AAS community for review and comments. The CSWA
included the community input and comments into the final document
presented to the Council.

The document is derived from the following guiding principles: (1) Women
and men are equally talented and deserve equal opportunity; (2) Full
participation of men and women will maximize excellence in the field; (3)
The measure of equal opportunity is outcome, i.e., gender equity been
attained when the percentage of women in the next level of advancement
equals the percentage in the pool; and (4) Long-term change requires
periodic evaluation of progress and action to address areas where
improvement is necessary.

"The key principles expressed in these recommendations are very
important," notes Meg Urry, Professor of Physics at Yale University and
former Chair of the CSWA. "Although abundant research has documented the
barriers to women's equal participation in science, some public figures
still ask whether women lack the innate ability for sufficient dedication
to science. This document articulates the positive steps that will remove
those barriers and lead to better science in our field."

The CSWA was established in the 1970's by the American Astronomical
Society to monitor the status of women in the field of astronomy and
recommend changes to improve it. In 1992, a seminal meeting on Women in
Astronomy was held in Baltimore, Maryland. This conference led to the
Baltimore Charter for Women in Astronomy, which offered a rationale for
and steps toward gender equity in astronomy. The Baltimore Charter was
based on input from the astronomical community, and the American
Astronomical Society endorsed its goals in January 1994.

In the ensuing decade many institutions recognized that there are
impediments to the success of women in science and have developed
strategies to increase diversity. The Committee is encouraged by the
progress that has been made but recognizes that major inequalities still
exist, and continues to work to remove those inequalities.

AAS President Robert Kirshner (Harvard University) expressed his support
of the Recommendations. "I am glad that the AAS has made such a strong
statement of our beliefs. We want everybody who loves astronomy to make
their dreams come true, and we hope that universities and other
institutions will take concrete steps to help women overcome the hundreds
of little barriers that make their career paths more difficult. We see a
wonderful pool of women graduate students: we look forward to the day when
they are living out their dreams as astronomers."

Senior astronomer, Dr. Margaret Burbidge (UC San Diego), who was in
attendance of the recent AAS Meeting in San Diego as well as the Baltimore
and Pasadena Meetings was pleased at the AAS Council endorsement of the
Pasadena Recommendations. "The Pasadena meeting was very exciting to me.
I have the group photo of the Baltimore meeting on my office wall. My
enduring memory of the Pasadena meeting will be the lecture, with women in
all the seats! I look forward to the outcome when gender equity will have
been attained."

Further Information:

CSWA Pasadena Recommendations:

Women in Astronomy II: Ten Years After 2003 Pasadena CA:

AAS Council Membership:

The Baltimore Charter:

3. News of the Pasadena Recommendations makes "Astronomy"
From: Patricia Knezek pknezeknoao.edu

Astronomy Magazine published a very nice article on the AAS Council's
endorsement of the Pasadena Recommendations.  It can be found at:

4. For Some Girls, The Problem With Math Is That They're Good At It
From: Lisa Frattare frattarestsci.edu

Note the New York Times article at 
http://www.nytimes.com/pages/science/index.html .  
Requires free registration.

5. Raise Your Hand if You're a Woman in Science
From: Patricia Knezek pknezeknoao.edu

Note the Washington Post article by Virginia Valian, at
http://www.washingtonpost.com/wp-dyn/articles/A46421-2005Jan29.html .
Also requires free registration.

6. Need Advice on Interview Etiquette
From: Alison Williams alisonwprinceton.edu

Hello, a postdoc just came to ask for advice about two things that
occurred during her interviews. She is interviewing for faculty
positions and her husband is also a scientist. I was floored,
but then not that surprised. How should she have dealt with this?? Please
email off line to me at alisonwPrinceton.edu Thanks!

1) a mentor of hers told her to remove her wedding band for her

2) the FIRST question during a phone interview was "Are you part
of a two-body problem?"

7. AWIS National Conference on Women in Science and Engineering
From: Amy Simon-Miller simonlepasm.gsfc.nasa.gov


2005 National Conference


What?       AWIS National Conference on Women in Science and Engineering,
                    a working conference

When?       June 23-24, 2005

Where?      Smith College, Northampton, MA

Purpose?   (a) To assess the progress made on the seven recommendations 
               from the 1995 NSF Conference on Women in Science
           (b) To discuss the data presented and select the most important 
               barriers to the success of women in their STEM careers
               that remain
           (c) To make recommendations for a research agenda for the next 

Who should attend?  Corporate managers and academic administrators,
STEM researchers, faculty, graduate students, bench scientists, and  those
interested in helping women scientists and engineers achieve their full
potential in their careers.

Registration opens February 1st

Registration fees -
                                     AWIS member -      $150
                                     Non-member -       $195
                                     Student/Post-doc - $125

Keynote speaker - Dr. Shirley Jackson, President, RPI and 2004-5  President

Plenary speaker - Dr. Rita Colwell, Distinguished University professor,
University of Maryland, former Director of the National Science

Panel speakers (confirmed as of 11/19/04)
   - Dr. Sue Rosser, Dean of the Ivan  Alan College of Engineering, 
        Georgia Institute of Technology, panel chair
   - Dr. Margaret Ashida, Director  Corporate University Relations, IBM
   - Dr. Carol Muller, Executive  Director, MentorNet

8. Postdoctoral Opportunity, Planetary Geophysics, UC Santa Cruz
From: Amy Simon-Miller simonlepasm.gsfc.nasa.gov

Postdoctoral Opportunity

The University of California, Santa Cruz, invites applications for a
postdoctoral position in the Department of Earth Sciences for one
academic year with the possibility of extension.  The successful
candidate will work primarily with Assistant Professor Francis Nimmo on
the orbital and/or thermal evolution of icy solar system bodies,
especially the satellites of Jupiter and Saturn.  For more
information about the Department of Earth Sciences, please visit

RANK:  Postdoctoral Scholar-- Employee

SALARY RANGE:  $31,044-$45,048, commensurate with qualifications.

MINIMUM QUALIFICATIONS:  Ph.D. or equivalent in Geophysics or closely
related field.

POSITION AVAILABLE:  Fall 2005 (start date negotiable).

APPLY TO:  Applicants should send a Curriculum Vitae, publication list,
summary of research interests, and the names of three
references by email to nimmoess.ucla.edu or by mail to:  Professor
Francis Nimmo, Earth Sciences Department, UCSC, 1156 High Street, Santa
Cruz, CA 95064.
Please refer to position # T05-24 in your reply

CLOSING DATE:  Position is open until filled.  Initial consideration   of
applications will begin on March 30, 2005.


9. Research Asst. Prof. in Computational Cosmology & Galaxy Evolution, U Wash
From: Marcel Agueros aguerosastro.washington.edu

Astronomy Department
Box 351580
University of Washington
Seattle, WA 98195-1580 USA
Tel: 1-206.543.2888
Fax: 1-206.685.0403
Email Submission Address: astrojobastro.washington.edu
Prof. Thomas Quinn, Chair of the Search Committee

Applications are invited for a Research Assistant Professor position in
the Astronomy Department at the University of Washington to work on
computational cosmology in general and modeling galaxy clusters and galaxy
formation in particular. (The position of Research Assistant  Professor is
a long-term position similar to that of Assistant Professor, but with
special emphasis on research and no assurance of state funding.  Promotions
are tied to professional accomplishments and follow the same cadence as
promotions for tenure-track faculty.) The successful candidate will be
expected to conduct independent research involving large numerical
simulations on parallel computers and to secure grant support sufficient
to cover the position salary, benefits, and research expenses. S/he is
expected to collaborate with other faculty of the U.W. computational
astrophysics group and with members of the "N-Body Shop" and their
international collaborators. The candidate is also expected to supervise
research projects of postdocs and advanced graduate students.
Opportunities to participate in the instructional programs of the
department are likely. Interdisciplinary research is strongly encouraged
with people in other departments and programs on campus, including
Physics, Applied Mathematics, Atmospheric Sciences and Computer Science
and Engineering.

Applicants must have a Ph.D. in astronomy, physics, or a closely related
field as well as a minimum of three years of prior post-Ph.D. research
experience. To apply, please submit a CV which includes your
qualifications, a statement of research interests and career goals, a list
of publications, and the names and email addresses of three qualified
people who will send a letter of reference directly to Thomas Quinn at the
above address. Documents will be accepted electronically in pdf format
sent to astrojobastro.washington.edu, with subject line "computational
cosmology application, (your name)". Materials received before May 1, 2005
will receive full consideration.

The University of Washington is building a culturally diverse faculty and
strongly encourages applications from women and minority candidates.  The
University is an Equal Opportunity/Affirmative Action employer.

Posted online at:

10. Research Associate in Observational Cosmology, Brown University
From: WIPHYS of January 31, 2005

We invite applications for a position as a research or senior research 
associate in the observational cosmology group.  The successful candidate 
will participate in the Balloon-borne Large Aperture Submillimeter 
Telescope (BLAST) and/or the E and B Experiment (EBEX), a new instrument to 
measure the polarization of the cosmic microwave background.  Applicants 
should have experience in one or more of the following areas: bolometers,
cryogenics, data analysis, low-noise electronics, microwave/optical design, 
scientific ballooning. 

Applicants should have a Ph.D. in physics or a related field prior to
starting this position.  Candidates should send a letter of application, a 
curriculum vitae and three letters of recommendation to Prof. Greg Tucker, 
Department of Physics, Box 1843, Brown University, Providence, RI 02912. 
Applications received by April 1, 2005 will receive full consideration.  
For more information please visit 
http://astro.physics.brown.edu.  Brown University is an
affirmative action/equal opportunity employer.  Women and
minorities are encouraged to apply.

11. Asst Professor of Physics, University of Wisconsin-Stout
From: WIPHYS of January 31, 2005

Full position description available at
Tenure-track, Assistant Professor (entry level) in Physics beginning
August 2005. Ph.D. in Physics, Physics Education or a closely related field 
required by start of contract.  Strong teaching potential desired. 
Preference for applied physics. UW-Stout is a laptop campus; willingness to 
use technology in the classroom is required.  Additional information at 
http://physics.uwstout.edu.  Mail a letter of application (with three 
references to call), vita, and transcripts, and arrange for three letters 
of recommendation to be sent to Dr. Mark Larchez, Chair, Physics Department, 
University of Wisconsin-Stout, Menomonie, Wisconsin 54751-0790. Review of 
applications begins March 7, 2005 and will continue until the position is 
filled or the search is terminated.  The University of Wisconsin-Stout 
values diversity and strives to attract qualified women and minority 
candidates. EO/AA.

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