Hey Professor! Get married and get tenure–if you’re male!
But if you’re a woman? Not so much. A new report put out by the American Historical Association shows us that career advancement varies by marital status for males and females. If you’re a man, being married makes you progress through the ranks faster: in 5.9 years rather than 6.4 years. If you are a woman, however, being married meant an average of 7.8 years to move from Associate to Full professor. If you were an unmarried woman, that same transition took an average of 6.7 years.
It is interesting to note that female full professors were 2x more likely than men to list their marital status as divorced or separated. They were also more likely to have never married at all than were their male colleagues. Sometimes it’s hard to be a woman.
Why does this happen? We thought you’d never ask. You can read the full report here but an article in the Atlantic goes through the report in specific detail and it isn’t a pretty picture. There is a hypothesis as to why men get tenure faster than women though and it’s basically about gender roles for women. (Who would have imagined it?!)
Female professors were more likely to have a spouse or partner with a doctoral degree, 54.7 percent to men’s 30.9 percent. Their partners were also more likely to work in academe, 49.6 percent to 36.3 percent.
“I have a theory about this,” said Tara Nummedal, an associate professor of history at Brown University. “It seems pretty clear that smart women are going to find men who are engaged, but I just don’t see that it works the other way.” She added that a female professor with a stay-at-home spouse is quite rare, but often sees men with stay-at-home wives, allowing them to fully commit themselves to their professions.
When Nummedal says women find men who are “engaged”–what she means is, that women with advanced degrees tend to marry men with careers and interests of their own that are not sacrificed for marriage. She goes further by saying:
“When we look at these kinds of issues, whether it is the wage gap or child care, it becomes increasingly clear that there is a fundamental problem with the professional workplace, which is still best structured for single males, or males with wives who support their careers.”
That may seem a hard conclusion but it is likely one that has women readers agreeing, and it’s well worth reading the entire article yourself. In an era where the number of substantive comments on blogs is way down, this article has almost 194 comments barely 48 hours after posting. They’re worth reading too.
It is an intriguing area. We spend much of our work time looking at bias and how to mitigate or minimize it. Yet, it’s always present. This example of gender bias is something you can only “see” in hindsight as we look back at average progression through the tenure process. But it is a bias likely “felt” by women faculty very, very regularly. As we are working cases, preparing witnesses, and hearing stories from parties–the importance of perspective is paramount. Just because we can’t “see it” doesn’t mean it isn’t there. Bias is all around us and it works to make us decide differently how justice will work depending on whether you are like me or not like me. The task for effective litigation advocacy is to figure out how to make the client as much “like” the juror as possible through the use of universal values that often show more about who we are than descriptors like skin color, age, religion, sexual orientation, or gender.
Robert B. Townsend (2012). What Makes a Successful Academic Career in History? A Field Report from the Higher Ranks. Perspectives on History. (December)