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Stereotypes, Prejudice, and Discrimination02:55

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The principle of natural selection posits that organisms better adapted to their environment are more likely to survive and reproduce. This principle is closely intertwined with mating preferences, a key aspect of sexual selection, which evolutionary psychologists believe is driven by instincts to propagate one's genes. Such instincts significantly influence mating behaviors and preferences between genders.
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Gender and retention patterns among U.S. faculty.

Katie Spoon1, Nicholas LaBerge1, K Hunter Wapman1

  • 1Department of Computer Science, University of Colorado, Boulder, CO 80309, USA.

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|October 20, 2023
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Summary
This summary is machine-generated.

Women leave academic faculty positions at higher rates than men across all career stages. This gendered attrition is driven by workplace climate issues, particularly at lower-prestige institutions and in non-STEM fields.

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Area of Science:

  • Social Sciences
  • Higher Education Studies
  • Gender Studies

Background:

  • Women are significantly underrepresented in faculty positions across most academic disciplines.
  • Existing research indicates disparities in academic career progression, but detailed reasons for attrition remain under-explored.

Purpose of the Study:

  • To quantify gendered differences in faculty attrition rates across various career stages, institutional types, and academic fields.
  • To investigate the gendered reasons behind faculty departures from academia, focusing on workplace climate and career opportunities.

Main Methods:

  • A comprehensive census of 245,270 tenure-track and tenured professors at U.S. PhD-granting institutions.
  • A large-scale survey administered to the same faculty population to gather qualitative data on reasons for leaving.

Main Results:

  • Women exhibit higher attrition rates than men at every career age, especially in non-STEM fields and at lower-prestige institutions.
  • Gendered reasons for leaving persist, with women more likely to feel pushed out due to negative workplace climate rather than being pulled by better opportunities.

Conclusions:

  • Faculty retention is systemically gendered, influenced by institutional prestige, academic field, and career age.
  • Addressing the gendered nature of workplace climate is crucial for improving faculty retention and achieving gender equity in academia.