Improving the Status ofWomen University Faculty:
Perspectives fromthe XY Chromosome

Barry Bozeman

Regents’ Professor Emeritus and Arizona Centennial
Professor of Science and Technology Policyand Public Management
Arizona State University
Phoenix, Arizona
United States of America

Women in Higher Education:

I have Never Been a Woman So Why Would I know anything about this topic?
• Much that I do not know, because I have never been a woman, but…
• 50 years experience in academia• 127 Female Doctoral Students (dissertation committees)• Research publications with 58 female researchers• Conducted Research on mentoring women vs. men• Experience on tenure and promotion and recruitment committees• Experience recruiting faculty• Experience establishing a major university’s public policy school• Service as the man on NSF Advance Committees• “Love Knowledge”: I have women friends and family that I Love

What Are Some Reasons for Being an Intentional
Advocate for Women in Higher Education (andother workplaces)?
• Perhaps you can catch a career tidal wave and ride it?
• Perhaps doing so aligns with your concept of morality and humandecency?
• Developing S&T Human Capital (policy commitment). Why throw
away half a nation’s talent????

YearMaleFemale

2010

50.80%

49.20%

2011

51.33%

48.67%

2012

51.00%

49.00%

2013

50.56%

49.44%

2014

49.44%

50.56%

2015

50.28%

49.72%

2016

49.94%

50.06%

2017

50.53%

49.47%

201849.95%

50.05%

201949.52%

50.48%

2020

48.87%

51.13%

2021

50.17%

49.83%

There is Progress:
U.S. College Professor Gender Ratio
By Year1980: 19.6%
1950: 8.6%
Percentage of Women attending college
in 1950: 1.2%

Maybe Worry About Minorities?
US College Professors by Race

Note: Many Professors
NOT American Citizens

White

66.3% (75% US population)

Asian11.3% (7% of US population)

Hispanic or Latino

10.1% (19% of US population)

Black or African American

7.1% (15% of US population)

Unknown

4.9%American Indian and Alaska
Native0.3% (3% of US population)

College Professor Gender Pay
Gap
Women Earn 94¢ For Every $1 Research conducted by theNational Academies ofEarned By Men
As of 2021, only 35% of female
tenure/tenure-track faculty
were classified as Full
Professors, compared with 51%of male tenure/tenure-track
faculty.

Sciences, reported thatover 58% of female faculty
and staff members
experienced some form ofsexual harassment.

46% Women in “contingent”
positions, 35% of men

Let the Story Telling Begin!

Story: We Only Include the Best!
Version 1: Israeli National Planning
Board
Version 2: Economics Departments
Version 3: Intersectionality at ASU
School of Public Affairs

Stories: Women are Not Always Your Friend“The Tragedy of the
Exclusionary ADVANCE”“The Case ofthe All-MaleDoctoralCommittee”

The Case of Monica at the NSF“The Dressing Down ofWomen”

Story: What Can We Do About Attribution
Error?
Do people dislike mebecause I am a woman,because I am Hispanic,
because I am their boss,or because I am a jerk?

Stories: What Can Men Do to Help Women?
Try Breaking the Rules
Chapter 8: It’s better to• Prelude: The Case of Organizational Phantoms• The Case of the Culture Class Sex Harassment inthe Grad Pool.
• The Case of Draconian Parental Leave Policy• The Case of the Indigent Secretary• Counter-Example: The Case of the Culturally
Challenged Doctoral Mentor

ask for forgivenessthan seek permission

What could possibly be more important thangender match in mentoring?
The MATCH between the Mentor’sEndowments and Protégé’s PreferencesProtégé
Preference
For Office
Politics

Protégé
Endowments
For Office
Politics
Knowledge
Utilization

Increasing
Quantity

MentorEndowments
For Office
Politics
Knowledge
Utilization

D’
S’Quantity
Of Knowledge
Transmitted about
Office Politics

MentorPreference
For Office
Politics

Figure. Effectiveness Concept for “Good of Fit” Mentoring Theory

Research on Gender and Mentoring: Highly Inconclusive, but myFavorite: Sosik, J. J., & Godshalk, V. M. (2000). The role of gender in mentoring:

Implications for diversified and homogenous mentoring relationships. Journal of Vocational
Behavior, 57(1), 102-122.

• M/M (n)• M/F (n)• F/F (n)• F/M (+)• BB/AS (+)

Stories: But Gender Can Be Important inMentoring• Bozeman John WayneQuestion• Job Bargaining• Paycheck Provider Problem• Conference Shadowing