Villablanca Amparo C, Li Yueju, Beckett Laurel A, Howell Lydia Pleotis
1 Cardiovascular Medicine and Frances Lazda Endowed Chair in Women's Cardiovascular Medicine, University of California , Davis, Davis, California.
2 Division of Biostatistics, Department of Public Health Sciences, University of California , Davis, Davis, California.
J Womens Health (Larchmt). 2017 May;26(5):530-539. doi: 10.1089/jwh.2016.6018. Epub 2017 Feb 7.
Women are under-represented in academia. Causative factors include challenges of career-family integration. We evaluated factors reflecting institutional culture (promotion, retention, hiring, and biasing language in promotion letters) as part of an intervention to help shift culture and raise awareness of flexibility policies at the University of California, Davis (UCD).
Data on faculty use of family-friendly policies were obtained at baseline, and surveys for policy awareness were conducted pre(2010)/post(2013) an NIH-funded study educational intervention. Data on hires, separations, and promotions were obtained pre(2007-2009, 2234 person-year data points)/post(2010-2012, 2384 person-year data points) intervention and compared by logistic regression and for gender differences. Department promotion letters (53) were also analyzed for biasing language.
Policy use was overall low, highest for female assistant professors, and for maternity leave. Awareness significantly increased for all policies postintervention. Promotions decreased, likely because of increases in advancement deferrals or tenure clock extensions. Pre/postintervention, female and male hires were near parity for assistant professors, but female hires were substantially lower than males for associate (54% less likely, p = 0.03) and full professors (70% less likely, p = 0.002). Once hired, women were no more likely to separate than men. Fewer associate/full professors separated than assistant professors (p = 0.002, p < 0.001, respectively), regardless of gender. Language in promotion letters was not gender biased.
We demonstrate a shift at UCD toward a culture of work-life flexibility, an environment in which letters of recommendation show very few biased descriptions, and in which assistant professor hiring is gender equitable. At the same time, a decrease in number of faculty members applying for promotion and an imbalance of men over women at senior hires independent of policy awareness may challenge the assumption that family-friendly policies, while promoting flexibility, also have a positive impact on professional advancement.
女性在学术界的代表性不足。相关因素包括职业与家庭融合方面的挑战。作为一项旨在推动文化转变并提高加州大学戴维斯分校（UCD）对灵活性政策认识的干预措施的一部分，我们评估了反映机构文化的因素（晋升、留任、招聘以及晋升推荐信中的偏见性语言）。
在基线时获取了教师使用家庭友好政策的数据，并在一项由美国国立卫生研究院资助的研究性教育干预措施实施前（2010年）/后（2013年）进行了政策意识调查。在干预措施实施前（2007 - 2009年，2234人年数据点）/后（2010 - 2012年，2384人年数据点）获取了招聘、离职和晋升数据，并通过逻辑回归分析以及性别差异分析进行比较。还对53封系里的晋升推荐信进行了偏见性语言分析。
政策使用率总体较低，女性助理教授的使用率最高，产假政策的使用率最高。干预措施实施后，所有政策的知晓率显著提高。晋升人数减少，可能是因为延期晋升或延长终身教职评审期限的情况增多。在干预措施实施前后，助理教授岗位的女性和男性招聘人数接近持平，但副教授岗位（可能性低54%，p = 0.03）和正教授岗位（可能性低70%，p = 0.002）的女性招聘人数大幅低于男性。一旦被聘用，女性离职的可能性并不比男性高。副教授/正教授的离职人数少于助理教授（分别为p = 0.002，p < 0.001），与性别无关。晋升推荐信中的语言不存在性别偏见。
我们证明了UCD向工作 - 生活灵活性文化的转变，在这种环境中，推荐信中几乎没有偏见性描述，并且助理教授招聘在性别方面是公平的。与此同时，申请晋升的教职员工数量减少以及高级职位招聘中男性多于女性（与政策意识无关），这可能会挑战这样一种假设，即家庭友好政策在促进灵活性的同时，也会对职业发展产生积极影响。
