Developing New Initiatives for a Family Friendly Package

Report on the University of California Work and Family Survey

Tenure Track Faculty New Appointments Actual & Projected

1985-86 1990-91 1995-96 2000-01 2005-06 2010-11

100

200

300

400

500

600

700

General Campus Recruitment

Actual Projected

Hir

es

Pe

r Y

ea

r

Source: UCOP, “Long Range Planning Presentation,” before the Board of Regents, September 2002

Mary Ann Mason, Angelica Stacy, and Marc Goulden, June 9, 2004

Source: UCOP, “Long Range Planning Presentation,” before the Board of Regents, September 2002

Women As a Percentage of Doctoral and Professional Degree Recipients in the US, 1966-2000

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1966 1969 1972 1975 1978 1981 1984 1987 1990 1993 1996 1999

Doctorate Professional

Source: National Center for Education Statistics, "IPEDS Completions Survey," taken from WebCaspar (IPEDS includes Doctorate Records File Data).

University of California, Berkeley (2002)

Full-Time Ladder-Rank Faculty at the University of California in 2003, by Gender and Campus

334 366 231 395 131 19192

216165

987 1015 669 1266 412 707159

572286

0%10%20%30%40%50%60%70%80%90%

100%

UCB UCD UCI UCLA UCR UCSD UCSF UCSB UCSC

Women Men

Source: University of California Office of the President, Biennial Higher Education Staff Information (EE0-6) Reports.

Leaks in the Pipeline to Tenure*

PhD Receipt

Entering a Tenure Track Position

Achieving Tenure

Women PhDsWater Level

Women PhDsWater Level

Married Women,Child under 6

Married Women,No Child under 6

Women

*Results are based on Survival Analysis of the Survey of Doctorate Recipients (a national biennial longitudinal data set funded by the National Science Foundation and others, 1979 to 1995). The analysis takes into account disciplinary, age, ethnicity, PhD calendar year, time-to-PhD degree, and National Research Council academic reputation rankings of PhD program effects. For each event (PhD to TT job procurement, or TT job to Tenure), data is limited to a maximum of 16 years. The waterline is an artistic rendering of the statistical effects of family and gender. Note: The use of NSF Data does not imply the endorsement of research methods or conclusions contained in this report.

Leaks in the Pipeline: PhD to Tenure Track Position

0%

2%

4%

6%

8%

10%

12%

14%

16%

PhD Year

1 2 3 4 5 6 7

Years out from PhD Receipt

Ex

pe

cte

d P

rob

ab

ilit

y o

f E

nte

rin

g a

Te

n.

Tra

ck

Jo

b

Married Women, Child under 6 Married Men, Child under 6

Married Women, No Child under 6 Single Women, No Child under 6

For each year after the PhD, Married Men with Children under 6 are 50% more likely to enter a tenure track position than are Married Women with Children under 6

Source: Survey of Doctorate Recipients, Sciences and Humanities, 1981 to 1995.Note: The use of NSF data does not imply NSF endorsement of research methods or conclusions contained in this report.

Leaks in the Pipeline: Tenure Track to Tenure

0%

5%

10%

15%

20%

25%

30%

1 2 3 4 5 6 7 8 9 10

Years out from Tenure Track Start Date

Ex

pe

cte

d P

rob

ab

ilit

y o

f A

ch

iev

ing

Te

nu

re

Women Men

For each year after securing a tenure track position, Men are 20% more likely to achieve tenure than are Women

Source: Survey of Doctorate Recipients, Sciences and Humanities, 1981 to 1995.Note: The use of NSF data does not imply NSF endorsement of research methods or conclusions contained in this report.

The Pool Problem at UC Berkeley: Ladder Rank Faculty

30%

70%

40%60%

0%10%20%30%40%50%60%70%80%90%

100%

Women Men

Actual UCB Applicants Potential UCB Applicant Pool*

*Data prepared by Angelica Stacy, Associate Vice Provost for Faculty Equity, UCB. Potential UCB Applicant Pool is derived from NCES data on PhD degrees granted in 2000, cut to a selected groupof top-ranked graduate institutions and cut to relevant disciplinary fields for UCB.

UC Work and Family Survey: History and Response Rates• The survey was designed to assess the effectiveness of UC’s existing

family friendly policies for ladder-rank faculty (implemented in July 1988).* It was first conducted at UC Berkeley, Fall 2002, and was rolled-out in Spring-Summer 2003 to the other UC universities (except UCM), with President Atkinson serving as the first contact email signatory.

University # of Responses # of Surveyed Response Rate

Berkeley 743 1351 55%

Davis 820 1385 59%

Irvine 445 910 49%

Los Angeles 789 1758 45%

Riverside 367 663 55%

San Diego 472 998 47%

San Francisco 188 357 53%

Santa Barbara 374 802 47%

Santa Cruz 262 481 54%

Total 4460 8705 51%*Some questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

Number of Children in UCB and UCLA Assistant Professors’ Households by Gender*

No Children

60%

1 Child 21%

2+ Children

19%

2+ Children

14%

1 Child 15%

No Children

71%

MenWomen

N=78 N=131

The Baby Lag for UC Women Faculty in Pursuit of Tenure

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

Years Before and After Assistant Professor Hire Date*

Pe

rce

nt

of

Fa

cu

lty

wit

h N

ew

Bio

log

ica

l B

ab

ies

En

teri

ng

th

e H

ou

se

ho

ld

Men Women

*Year 0 represents Assistant Professor Hire Date

Years Before Hire Date Years After Hire DateHireDate

HireDate

N=2340 Men 982 Women

Biological Baby Births by Age of UC Faculty

0%

2%

4%

6%

8%

10%

12%

14%

16%

18%

<20 20-22 22-24 24-26 26-28 28-30 30-32 32-34 34-36 36-38 38-40 40-42 42-44 44-46 46+

Age of UC Faculty

Pe

rce

nt

of

Fa

cu

lty

wit

h a

Bio

log

ica

l B

ab

y B

irth

Men Women

N=2809 Men 1095 Women

Having Fewer Children Than They Wanted: UC Faculty, Ages 40-60, by Gender and Number of Children

40%

24%

32%

64%

34%

20%

8%

13%

42%

22%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

All

3+ Children

2 Children

1 Child

No Children

Percent who indicated "Yes," "I had fewer children than I wanted"

Women Men

Men=424, Women=205

Men=239, Women=153

Men=514, Women=224

Men=236, Women=50

Men=1413, Women=632

*This question was based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

Everybody is Very Busy (UC Faculty, ages 30-50)

51.2 55.6 59.8 59.1

14.6 11.9 10.6 10.6

35.520.3 8.1 8.6

0102030405060708090

100110

Women withChildren

Men withChildren

Womenwithout

Children

Men withoutChildren

To

tal H

ou

rs p

er W

eek

Professional Housework Caregiving

N=338 701 248 505

UC Faculty Parents Experience Work-Family Conflict

71%

53%

39%

31%

28%

49%

16%

27%

9%

16%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%Percent Who Indicated "Yes," the Satement Accurately Described Their Past or Present Situation

("Not applicable" has been excluded and "Partially Acurate" has been grouped with "No")

Women Men

"I slowed down or made sacrifices in my career in order to be a good parent"

"I came back to work sooner than I would have liked after becoming a parent to be taken seriously as an academic"

"I missed some of my children's important events so as not to appear uncommitted to job"

"I tried to time new children to come during the summer break"

"I have not brought children to work because I worry that my colleagues would be bothered"

N=1413

594

1169

507

1696

643

785

571

1741

663

*These questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

Career Duties That Place Stress on Parenting

48%

48%

46%

27%

22%

27%

29%

22%

12%

13%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Women Men

Doing fieldwork or field research away from home

Writing and publishing

Attending conferences or giving conference papers

Meeting teaching obligations

Attending seminars, colloquia, or departmental and committee meetings

Career Duties

Percent of UC Faculty Experiencing a “Great Deal” of Stress in Parenting as a Result of Specific Career Duty

(“Not Applicable Excluded,” “Some,” “A little,” and “None” Are Grouped)

N=1779

647

1778

658

1777

664

1788

662

1150

457

Location, Location, Location (UC faculty)

“I have been unable to consider job offers outside my current geographical location because of family reasons.”

53% 54%

28%13%

24%40%

14% 8%0%10%20%30%40%50%60%70%80%90%

100%

Married* withChildren

Single withChildren

Married*, noChildren

Single, noChildren

Per

cen

t W

ho

In

dic

ated

"Y

es,"

th

e S

tate

men

t A

ccu

rate

ly D

escr

ibes

My

Pas

t o

r P

rese

nt

Sit

uat

ion

**

Women Men

** “Not Applicable” has been excluded and “No,” “Partially Accurate,” and “Not Sure” have been grouped.

N= 427 1242 84 81 237 661 108 130

*Married includes “Partnered”

Existing Family Friendly Policies for Ladder-Rank Faculty*

• Active Service-Modified Duties (ASMD) — Ladder-rank faculty who have "substantial responsibility for the care of a newborn child or child under age five placed for adoption or foster care" may upon request be granted a temporary relief from duties (normally partial or full relief from teaching for one semester).

• Tenure-Clock Stoppage — Tenure-track faculty who have "substantial responsibility for the care of a newborn child or child under age five placed for adoption or foster care" may request a year stoppage of the tenure clock (capped at a total of 2 years).

• Paid Leave — Childbearing leave is granted on request to an academic appointee, before, during, and after she gives birth to a child. Academic Senate members on childbearing leave may receive base pay for up to six weeks. Those who need additional leave for medical circumstances may request it.

• Unpaid Leave — The Chancellor may also grant academic appointees up to one year of unpaid parental leave to care for their own child, their spouse’s child, or the child of their domestic partner. If this unpaid leave is combined with childbearing leave, family and medical leave or a period of Active Service-Modified Duties, the total period may not normally exceed one year for each birth or adoption.

*All of these family friendly policies were first instituted by UC Office of the President in July,1988.

UC Faculty Members’ Awareness of Policies

79% 78%

61%

43%

29%

61%71%

45%40%

23%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Tenure ClockStoppage

6 Week PaidLeave

ActiveService-Modified

Duties

Unpaid Leave Knew about allfour?

Per

cen

t W

ho

Kn

ew a

bo

ut

the

Po

licy

Women Men

N= 1178 2967 1174 2960 1179 2968 1178 2960 1167 2950

Use of Family Friendly Policies and Sabbaticals by UC Faculty Parents, by Gender and Rank*

52% 52%

18%

4%

45%

52%

30%

11%

4%8%

5%7%10% 8%

3% 1%2%

10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Active Service-Modified Duties

Paid Leave Tenure ClockStoppage

Sabbatical Unpaid Leave

Pe

rce

nt

of

Eli

gib

le W

ho

Us

ed

th

e P

oli

cy

Women, Assoc. & Full Prof. Women, Assist. Prof.

Men, Assoc. & Full Prof. Men, Assist. Prof.

*At the time of first child’s entry into household at a pre-tenure or post-tenure faculty rank, post policy implementation (August 1, 1988 to present). The faculty member needed to be employed at UC at time of child’s arrival into the household and the policy had to be in place.

Total N= 161 161 363 322

Major Reasons Eligible UC Parents Did Not Use ASMD

51%

48%

10%

26%

46%

20%

27%1%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Percent Citing Factor As a Major Reason for Not Using ASMD

Women Men

"I did not know about the policy"

"It might have hurt my chances for tenure or promotion"

"I was not the primary caregiver to the child"

"I did not need the time"

N=497

96

454

119

592

160

460

132

*These questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

Major Reasons Eligible UC Parents Did Not Use Tenure Clock Stoppage as Assistant Professors

41%

27%

9%

0%

31%

32%

21%

38%

22%

51%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Percent Citing Factor As a Major Reason for Not Using Tenure Clock Stoppage

Women Men

"I did not know about the policy"

"It might have hurt my career"

"I was not the primary caregiver to the child"

"I did not need the time"

"It would make it more difficult to receive tenure"

N=189

57

215

65

196

76

193

76

191

75

*These questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).

89%

74%

82%

69%

53%

93%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Percent Indicating Policy or Resource Would by Very or Somewhat Useful to Them**

Women with Children Men with Children

A flexible Part-Time Option with

pro-rated career timelines and parity

Emergency Back-up Child

Care with copay by user

Readily Available Infant

and Child Care Slots

N=1361

541

1301

522

1355

543

Usefulness of Proposed Family Friendly Policies/Resources?UC Faculty Parents* by Gender

**vs. Not Too Useful or Not Useful at All*Excluding UC Berkeley faculty who were not asked these questions.

92%

91%

94%

83%

84%

98%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Percent Indicating They Are Very or Somewhat Supportive of thePolicy or Resource**

Women Men

A flexible Part-Time Option with pro-rated career timelines and parity

Emergency Back-up Child

Care with copay by user

Readily Available Infant

and Child Care Slots

N=2202

916

2106

877

2177

906

Support for Proposed Family Friendly Policies/Resources?All UC Faculty* by Gender (with and without children)

**vs. Not Too Supportive or Not Supportive at All*Excluding UC Berkeley faculty who were not asked these questions.

Recent UC Family Friendly Initiatives• President Atkinson’s Childcare Facilities Initiative

(March 2001)• UC Berkeley Work and Family Survey (Fall 2002)• UC President Atkinson’s summit on Faculty and

Gender Equity (November 2002)• President Atkinson’s proposed revisions of existing

family friendly policies (February 2003)— central funding of modified duties and leaves and changing the default relationship of policy use.

• Alfred P. Sloan Foundation provides UC Berkeley research team led by Mary Ann Mason and Angelica Stacy a two-year grant to assess existing family friendly policies and propose new initiatives across the UC—A Family Friendly Package for UC Ladder-Rank Faculty

• UC-Wide Work and Family Survey with President Atkinson serving as signatory (Summer 2003)

New Proposed Elements of a Family Friendly Package for UC Ladder-Rank Faculty

• A flexible part-time option for ladder-rank faculty with substantial familial caregiving responsibilities.

• A guarantee to make high quality child care and infant care slots available to ladder-rank faculty, particularly new hires.

• An institutional commitment to assist new faculty with spousal/partner employment and other familial-related relocation or location issues.

• Reentry postdoctoral fellowships to encourage parents who have taken time off to return to the academy.

• Discounting of familial-related resume gaps in the hiring of faculty.• An establishment of school-break childcare and summer camps.• Emergency back-up child care programs.• Marketing of the Family Friendly Package as a major recruitment tool.• Building the necessary institutional mechanisms to assure success of

new and existing policies (e.g. “School for Chairs,” “Family Friendly Brochures,” “New Faculty Orientation,” “Work and Family Web Sites”, etc.)

• Result—University of California will enjoy a competitive advantage in hiring and retaining the best and brightest faculty in the country, particularly women faculty.