Collaboration and Dual Career Accommodation: Some Macro and Micro Perspectives

1. Collaboration and Dual Career Accommodation:Some Macro and Micro Perspectives Ann Higginbotham AAUP/Committee on Women in the Academic Profession

2. AAUP Committee on Women in the Academic Profession • 2001: Statement on Family Responsibilities and Academic WorkRecommended flexible family friendly policies including paid maternity and parental leave, subsidized child care, and stop-the-tenure-clock policies • 2006: Gender Equity Index:Explored comparative employment, promotion, and pay levels at two-year and four-year institutions • 2010: Recommendations on Dual Career Accommodation (forthcoming)

3. The BIG Picture • Partner accommodation is clearly an important issue for institutions and for individual job seekers “Addressing dual-career needs will contribute to an overall family-friendly work environment and improve University recruitment, productivity, and retention.” University of Rhode Island, “Rationale for a Dual Career Hiring Program”

4. Committee W’s Overall Recommendations • Institutions that provide any form of partner accommodation should have a clearly worded policy that covers all full-time appointments rather than rely upon ad hoc arrangements available only on a select basis. • These recommendations call for policies that balance the needs of departments and institutions with the needs of faculty members. Individual faculty appointments, above all, should be based on the candidate’s potential contribution to the position, the department, and the institution. Sensitivity to work/life balance must also be tempered by attention to good governance and the protections of tenure.

5. The Need for Alternatives to Dual Career Hiring • While dual-career hires at the same institution may be the “gold standard,” they are impractical or impossible at many institutions • Even institutions with dual-career hiring policies cannot promise a partner hire in every case “Given limited resources, the lack of disciplinary fit in some cases, and the university’s mission and aspirations as a research university, it simply will not be possible to respond to the employment needs of all dual career couples.” Virginia Tech, Faculty Dual Career Guidelines for Dept Chairs

6. Some Alternative Services • HERCs • Partner Assistance Offices which give assistance with resumes and job search strategies • Networking with business and community organizations • Assistance with graduate placement or research resources • Assistance with temporary or bridging positions

7. Some Models UC, Davis Partner Opportunities Program Advice on conducing an employment search Information on child care, housing, schools and other community issues Coordination of bridging positions Penn State Dual Career Employment Assistance Program Orientation to community Networking Resume development Works with Provost’s Office to explore opportunities for academic positions

8. The Institutional Perspective Eastern Connecticut State University: Small, state liberal arts university No dual career assistance program Insufficient HR staff to provide individual counseling No possibility of dual career hires

9. The Individual Perspective • Research shows that faculty are happier and more productive when their family responsibilities are recognized and both partners are able to achieve their career aspirations