Camargo, E., & Wood, A., & Layne, M. E. (2015, June), The Impact of Work/Life Balance Policies on Faculty Careers   Paper presented at 2015 ASEE Annual Conference & Exposition, Seattle, Washington. 10.18260/p.24887

\bibitem{asee_peer_24887}
  Camargo, E., \& Wood, A., \& Layne, M. E. (2015, June), \emph{The Impact of Work/Life Balance Policies on Faculty Careers }
  Paper presented at 2015 ASEE Annual Conference \& Exposition, Seattle, Washington.
  10.18260/p.24887

Elsa Camargo, Ashley Wood, and Margaret E. Layne.  "The Impact of Work/Life Balance Policies on Faculty Careers ".  2015 ASEE Annual Conference & Exposition, Seattle, Washington, 2015, June.  ASEE Conferences, 2015.  https://peer.asee.org/24887 Internet.  11 Jan, 2025

\bibitem{asee_peer_24887}
  Elsa Camargo, Ashley Wood, and Margaret E. Layne.
  "The Impact of Work/Life Balance Policies on Faculty Careers ".
  \emph{2015 ASEE Annual Conference \& Exposition, Seattle, Washington, 2015, June}.
  ASEE Conferences, 2015.
  https://peer.asee.org/24887 Internet.  11 Jan, 2025

@INPROCEEDINGS{asee_peer_24887
author = "Elsa Camargo, Ashley Wood, and Margaret E. Layne"
title = "The Impact of Work/Life Balance Policies on Faculty Careers "
booktitle = "2015 ASEE Annual Conference \& Exposition"
year = "2015"
month = "June"
address = "Seattle, Washington"
publisher = "ASEE Conferences"
note = {https://peer.asee.org/24887}
number = {10.18260/p.24887}
}

TY  - CPAPER
AB  -                The Impact of Work/Life Balance Policies on Faculty Careers         Even though the number of doctorate degrees awarded to women in recent years hasincreased, the gender gap among tenured and tenure-track faculty has persisted (Wolfinger,Mason, & Goulden, 2008). This gender gap is even wider in some disciplines (e.g.,engineering). In 2012, women earned 22.6% of the 8,110 doctorate degrees awarded inengineering (NSF, 2014). During this same year, women compromised 14% of tenured andtenure-track engineering faculty in the United States (Yoder, 2013). Previous research indicatesthat gender gaps are in part due to institutional climates, including gender inequality anddiscrimination (Monroe, Ozyurt, Wrigley, & Alexander, 2008), gender bias (Williams, Alon &Bornstein, 2006), and unconscious bias (Beddoes, Pawley & Banerjee, 2012; Valian, 1998) thatimpact the professional success of women faculty (O’Meara & Campbell, 2011). Other factorssuch as marital status and parenting young children provide possible explanations for the gendergap in tenure-track promotion (Wolfinger, Mason, & Goulden, 2008; Mason, Wolfinger, &Goulden, 2013). Research institutions in particular have competitive environments that demandlong work hours to meet publishing, entrepreneurial, and instructional requirements. Thesework intensive environments lead to a less family-friendly atmosphere (O’Meara & Campbell,2011) that often supersedes institutional gender-neutral work-life balance policies and mayresult in penalties when such policies are used by faculty (Manchester, Leslie, & Kramier,2013). In addition, department chairs and colleagues may not perceive family care giving asvaluable experiences and believe that these responsibilities only affect women faculty (O’Meara& Campbell, 2011).         The purpose of this study was to investigate the effect of work-life balance policyperceptions on faculty members’ careers across disciplines. The study took place at aSoutheastern research university, classified as a very high research activity institution. Theuniversity received a grant from the National Science Foundation to address gender equity inacademic science and engineering careers and has since implemented a number of work-lifebalance policies. This study focuses on the modified duties and extending the tenure clockpolicies. The modified duties policy changes a faculty member's workload and allows for aflexible schedule during a limited time period. The tenure clock extension extends the tenureclock by one year. Both policies are granted in response to life-changing events (e.g. childbirth,illness, etc).         The study employs a mixed methods sequential explanatory design (Creswell & PlanoClark, 2011) and draws from survey data and faculty interviews. Researchers used universityrecords to identify faculty members who used the tenure clock extension and modified dutiespolicies between 2006 and 2013. A total of 168 faculty members were invited to participate inan online survey. A subset of faculty members who completed the survey (n=6) were selectedfor interviews. Also interviewed were department heads (n=4) who had experience workingwith the policies and promotion & tenure committee members (n=3). Of the six facultymembers interviewed, three were men and three were women. Overall, faculty members in thestudy were all tenured and married. Participants represented the colleges of Engineering,Business, Science, Agriculture and Life Sciences, Liberal Arts and Human Sciences, andVeterinary Medicine.         Findings reveal that the work-life policies have challenged some of the gender biasesand gender inequality that existed in the institutional culture, and have resulted in facultymembers valuing the work-life policies and recommending that other faculty members takeadvantage of them. Nonetheless, there continue to be gender differences in family formation andcareer progression within the institution. Initial findings from this study have implications in thedevelopment of institutional policies and the study of faculty career progression and jobsatisfaction.                                             ReferencesBeddoes, K., Pawley, A.L., & Banerjee, D. (2012). Gendered facets of faculty careers and      challenges to engineering education as an inclusive profession. Paper presented at the      Australasian Association for Engineering Education, Swineburne University of      Technology, Melbourne, 3-5 December (pp.461-469). Australia: Australasian      Association for Engineering Education.Creswell, J. W., & Plano Clark, V. L. (2011). Designing and conducting mixed methods      research (2nd ed.). Thousand Oaks, CA: SageManchester, Leslie, & Kramier. (2013). Is the clock still clicking? An evaluation of the      consequences of stopping the tenure clock. Industrial and Labor Relations Review,      66(1), 3-31.Mason, A.M., Wolfinger, N.H., Goulden, M. (2013). Do babies matter?: Gender and family in      the ivory tower. New Brunswick, NJ: Rutgers University Press.Monroe, K., Ozyurt, S., Wrigley, T., & Alexander, A. (2008). Gender equality in academia: bad      news from the trenches, and some possible solutions. Perspectives on Politics, 6(2),      215-233. doi: 10.1017/S1537592708080572National Science Foundation. (2014). Women, Minorities, and Persons with Disabilities in       Science and Engineering. Retrieved from the National Science Foundation website:       http://www.nsf.gov/statistics/wmpd/2013/tables.cfmO’Meara, K.A., & Campbell, C.M. (2011). Faculty sense of agency in decisions about work      and family. Review of Higher Education, 34(3), 447-476.Yoder, B.L. (2013). Engineering by Numbers. Retrieved from American Society on       Engineering Education website: www.asee.org/collegesWilliams, J.C., Allon T., & Bornstein, S. (2006). Beyond the ‘chilly climate’: eliminating bias       against women and fathers academe. NEA Higher Educational Journal: Thought &       Action, 79-96. Retrieved from http://www.nea.org/home/33194.htm#Valian,V. (1998). Why So Slow? The advancement of women. Cambridge, MA: The MIT Press.Wolfinger, N.H., Mason, M.A., & Goulden, M. (2008). Problems in the pipeline: Gender,       marriage, and fertility in the ivory tower. Journal of Higher Education, 79(4), 388-405.
AU  - Elsa Camargo
AU  - Ashley Wood
AU  - Margaret E. Layne
CY  - Seattle, Washington
DA  - 2015/06/14
PB  - ASEE Conferences
TI  - The Impact of Work/Life Balance Policies on Faculty Careers 
UR  - https://peer.asee.org/24887
DO  - 10.18260/p.24887
ER  -