Department of Internal Medicine, University of California, Davis, California, USA.
J Womens Health (Larchmt). 2011 Oct;20(10):1485-96. doi: 10.1089/jwh.2011.2737. Epub 2011 Aug 22.
Although women receive nearly half of all doctoral degrees and show a high interest in academic careers, the pipeline is leaky. The challenge of balancing life course events with career trajectory is an important determinant leading to premature dropout or slower career advancement. This report describes the findings of the first phase of a National Institute of Health Office of Research on Women's Health (NIH ORWH)-funded study using survey and academic data for exploring satisfaction and awareness of/intent to use specific career flexibility options at the University of California, Davis (UCD).
All men and women faculty in the UCD's Schools of Medicine (SOM) and Veterinary Medicine (SVM) and College of Biological Science (CBS) were surveyed. Data also were obtained from deans' offices on use of family-friendly benefits by faculty.
Three hundred twenty-five total survey responses were received from the SOM, 83 from SVM, and 64 from CBS, representing 42%, 46%, and 52% of their total faculty, respectively. In each school, large percentages of men (32%-60%) and women (46%-53%) faculty have children under 18 and a moderately high level of demand of family care responsibilities. Women were significantly more likely to be childless, particularly in the SOM (35% vs. 14%, p<0.001). For all schools, documented use of any family-friendly policy was low (0%-11.5%), as was awareness of policies, although both were significantly higher for women than for men. Significantly more women than men wanted to use policies or chose not to, particularly in the SOM (51% vs. 28%, p<0.001, and 37% vs. 23%, p=0.016, respectively), because of multiple barriers. Faculty in all schools agreed/highly agreed that policies were important to recruitment, retention, and career advancement.
Family-friendly policies are pertinent to men and women, as both demonstrate interest and need, linked to increased career satisfaction. A family-friendly policy is important, particularly for women in the biomedical sciences.
尽管女性获得了近一半的博士学位，并对学术职业表现出浓厚的兴趣，但人才培养管道仍存在漏洞。平衡人生阶段事件与职业轨迹的挑战是导致提前退出或职业发展缓慢的重要决定因素。本报告介绍了美国国立卫生研究院妇女健康办公室（NIH ORWH）资助的一项研究的第一阶段的结果，该研究使用调查和学术数据来探索加利福尼亚大学戴维斯分校（UCD）的满意度以及对特定职业灵活性选择的认识/使用意向。
对 UCD 的医学院（SOM）、兽医学院（SVM）和生物科学学院（CBS）的所有男性和女性教员进行了调查。院长办公室还提供了教员使用家庭友好型福利的数据。
从 SOM 收到了 325 份总调查回复，从 SVM 收到了 83 份，从 CBS 收到了 64 份，分别代表他们各自教员总数的 42%、46%和 52%。在每个学校，很大比例的男性（32%-60%）和女性（46%-53%）教员都有 18 岁以下的孩子，并且家庭照顾责任的需求也相当高。女性无子女的比例明显更高，尤其是在 SOM（35%比 14%，p<0.001）。对于所有学校，记录在案的任何家庭友好型政策的使用都很低（0%-11.5%），政策意识也很低，尽管女性的政策意识明显高于男性。与男性相比，更多的女性希望使用政策或选择不使用政策，尤其是在 SOM（51%比 28%，p<0.001，和 37%比 23%，p=0.016），因为存在多种障碍。所有学校的教员都同意/强烈同意政策对招聘、留用和职业发展很重要。
家庭友好型政策与男性和女性都相关，因为两者都表现出兴趣和需求，这与提高职业满意度有关。家庭友好型政策很重要，特别是对生物医学科学领域的女性而言。
