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the 12th annual meeting of women in cognitive science thursday november 15 2012 minneapolis n.
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The 12th Annual Meeting of Women in Cognitive Science Thursday, November 15, 2012 Minneapolis PowerPoint Presentation
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The 12th Annual Meeting of Women in Cognitive Science Thursday, November 15, 2012 Minneapolis

The 12th Annual Meeting of Women in Cognitive Science Thursday, November 15, 2012 Minneapolis

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The 12th Annual Meeting of Women in Cognitive Science Thursday, November 15, 2012 Minneapolis

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  1. The 12th Annual Meeting of Women in Cognitive Science Thursday, November 15, 2012 Minneapolis Success from Thesis to Tomb: Professional Visibility throughout the Academic Career-Perspective from a Liberal Arts College

  2. Maximizing Research Time • Research Area • Maintaining Creativity and Productivity • Gender Issues

  3. Maximizing Research Time Problem at liberal arts college, e.g., no TAs, profs do all grading, student expectations differ • Discuss strategies with colleagues, e.g., dealing with e-mail • Stay out of office at least one day a week • Save best hours for research

  4. Research Area Select on basis of significance, interest and opportunity • Establish programmatic research, develop theoretical framework and test • Specialization aids visibility. Resist diversion from program, e.g., student projects • Visibility can be enhanced by working in important but underdeveloped area

  5. Maintaining Productivity & Creativity Colleges have smaller faculty (probably no researcher in your field) and fewer research resources ($$) • Leave town on sabbaticals and some summers • Collaborate- Contact researchers doing related work • Apply for extramural research grants • NIH and NSF have special programs for undergraduate institutions

  6. Gender Women underrepresented in academic science. Why? • Often blamed on women’s life style choices, namely choice of disproportionate child- and family care • Gender bias still lingers: Moss-Racusin et al. (2012). Science faculty’s subtle gender biases favor male students. Proceedings of the National Academy of Science.

  7. Moss-Racusin et al. (2012) • Application for lab manager position sent national sample of bio, chem. & physics profs • Same application- varied male/female name • Female application rated lower on competence, hireability and how much would mentor • Female offered lower salary • liked female more than male • Sex of Prof had no effect

  8. Implications of Gender Issues • Seek out mentoring • Demonstrate competence- in papers, editorial boards, grants. • Watch for gender based salary differences