The first day of class is upon us. I am at a new school, and doing my best to figure out the culture of the institution, the students, and my department, without committing any major faux pax. Faculty orientation gave me the institution’s official beliefs about who it thinks it is, and that is useful. I am very glad I went. But that can only go so far. How do I really find out what the undercurrents are? I can’t see them, but at every institution that I have been at, they have inevitably existed. I am in a temporary position, but it is one that the department is most likely going to begin a TT search for in the coming year. So in many ways, this is an extended job interview, and my job is to not mess it up.*
They talk to me about enrollment numbers and bringing students into the major. I hold back from telling them that with them losing all the faculty in my sub-field and bringing me in just a few weeks ago, it would be a bit much to expect students not to take notice and act accordingly.** They encourage me to begin new initiatives and join multiple projects, but it’s not yet clear to me that there is funding around to support any of it. At least among the faculty members who I interact with more regularly, there seems to be genuine good will. I do really like the enthusiasm, but I do my best to both guard my time and make smart choices about whose suggestions I take seriously.
Since getting here, I have taken several steps to try to better understand my department’s culture: Continue reading
I recently had a conversation with a male friend at another institution. While he is successfully advising graduate students of all genders, he was concerned because two women students had quit after their first year and he’s not had a man quit. My friend told me that they had good reasons for quitting, unrelated to his advising, but he just didn’t like that pattern and feared that maybe he was also doing something wrong that made it harder for women to succeed in his lab.
Having watched my friend in professional settings and knowing that he’s pretty plugged and conscientious about issues of women in science, I don’t think my friend isn’t doing anything egregious. In fact, I’d like to believe that he’s one of the men exemplifying how our society is changing for the better. Nonetheless, it probably wouldn’t hurt my friend to review Acclimatrix’s “Don’t be that dude: Handy tips for the male academic” to up his game.
But knowing my friend and knowing his institution (having spent a few years there myself), my response to my friend’s fears was “It’s probably not you, but it might be your environment. Look around at the climate for women in your department and university.” Even if my friend is running a great, supportive research group and doing a superb job mentoring students of all genders, that won’t completely counteract a male-dominated, sexist broader environment. Continue reading
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Your academic department can seem a bit like a family: you’re deeply connected, and they can be your best friends and biggest advocates, but also a tremendous source of stress. You’re forced to interact several times a year, so even if something goes wrong, you can’t necessarily avoid them. There’s often that one eccentric person who says the most outlandish stuff at holiday parties or meetings. And, like family, they pick you (for the most part); you don’t have a lot of choice in who you end up with.
The latter isn’t technically true, because you should be vetting a department when you interview, but a lot of the more toxic aspects of departmental culture can be hidden when you’re being recruited and everyone is putting their best face forward. Like an advisor or lab culture, the interconnected nature of academia means that departmental culture can make or break your experience if you’re not careful.
When I got my job, I asked as many folks as I could for advice about the first few years on the tenure track. One thing that struck me was that most people said that, at the end of the day, my university would want me to succeed. As nervous as I was about getting out papers, bringing in students, starting a research program, and negotiating the socio-political landscape at my new position, I knew I’d have people rooting for me.
Lately, I’m just not feeling it. It’s not that I’m sensing any disappointment or hostility (my Year 2 review was glowing), but I’m just not feeling that support I was promised. People are nice, and I’m well-liked (to my knowledge!), but I don’t really need nice. I need to feel like I’m valued. Here are some examples that might illustrate what I mean: Continue reading
There is a plethora of research on the causes of hostile environments for women in academia, and on why we have an underrepresentation of women in many fields. There are support groups for women, societies entirely devoted to women academics (broadly and field-specific), workshops for women in academia, and countless articles and blogs devoted to the topic.
These initiatives are important, but here’s the thing: gender equality has to be a collaborative venture. If men make up the majority of many departments, editorial boards, search committees, labs and conferences, then men have to be allies in the broader cause of equality, simply because they have more boots on the ground. And, as much as I wish it weren’t so, guys often tend to listen more readily to their fellow guys when it comes to issues like sexism. I’ve also found that there are a lot of guys out there that are supportive, but don’t realize that many of their everyday actions (big and small) perpetuate inequality. So, guys, this post is for you.* Continue reading