{"product_id":"building-gender-equity-in-the-academy-9781421439389","title":"Building Gender Equity in the Academy","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003eAn evidence-based, action-oriented response to the persistent, everyday inequity of academic workplaces.   Despite decades of effort by federal science funders to increase the numbers of women holding advanced degrees and faculty jobs in science and engineering, they are persistently underrepresented in academic STEM disciplines, especially in positions of seniority, leadership, and prestige. Women filled 47% of all US jobs in 2015, but held only 24% of STEM jobs. Barriers to women are built into academic workplaces: biased selection and promotion systems, inadequate structures to support those with family and personal responsibilities, and old-boy networks that can exclude even very successful women from advancing into top leadership roles. But this situation canand mustchange.   In Building Gender Equity in the Academy, Sandra Laursen and Ann E. Austin offer a concrete, data-driven approach to creating institutions that foster gender equity. Focusing on STEM fields, where gender equi\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTrade Review\u003c\/b\u003e\u003cbr\u003eBuilding Gender Equity in the Academy: Institutional Strategies for Change is a timely addition to the conversation about gender equity in academic institutions, particularly STEM fields.\u003cbr\u003e—\u003ci\u003eAcademe\u003c\/i\u003e\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\u003cp\u003eAcknowledgments\u003cbr\u003eIntroduction\u003cbr\u003e\u003cb\u003ePart I. The Problem, the Solution, and the Study\u003c\/b\u003e\u003cbr\u003eChapter 1. What's the Problem?\u003cbr\u003e\u003ci\u003eUnderrepresented, Out of Sight\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eBarriers for Women on STEM Faculties\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eThe Importance of Representation\u003c\/i\u003e\u003cbr\u003eChapter 2. Fix the System, Not the Women \u003cbr\u003e\u003ci\u003eStudying Systemic Change to Advance Gender Equity\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eThe Content and Structure of the Book\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eAudiences for This Book\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eLimitations of the Book\u003c\/i\u003e\u003cbr\u003e\u003cb\u003ePart II. Strategies for Change\u003c\/b\u003e\u003cbr\u003e\u003ci\u003eOverview\u003c\/i\u003e\u003cbr\u003eChapter 3. Interrupt Biased Processes\u003cbr\u003e\u003ci\u003eStrategy 1. Inclusive Recruitment and Hiring\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 2. Equitable Processes of Tenure and Promotion\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 3. Strengthened Accountability Structures\u003c\/i\u003e\u003cbr\u003eChapter 4. Reboot Workplaces\u003cbr\u003e\u003ci\u003eStrategy 4. Development of Institutional Leaders\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 5. Approaches to Improving Departmental Climate\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 6. Enhanced Visibility for Women and Gender Issues\u003c\/i\u003e\u003cbr\u003eChapter 5. Support the Whole Person\u003cbr\u003e\u003ci\u003eStrategy 7. Support for Dual-Career Couples\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 8. Flexible Work Arrangements\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 9. Practical, Family-Friendly Accommodations\u003c\/i\u003e\u003cbr\u003eChapter 6. Foster Individual Success\u003cbr\u003e\u003ci\u003eStrategy 10. Faculty Professional Development Programs\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 11. Grants to Individual Faculty\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eStrategy 12. Mentoring and Networking Activities\u003c\/i\u003e\u003cbr\u003eChapter 7. New Frontiers of Research and Practice\u003cbr\u003e\u003ci\u003eAddressing Other Arenas of Bias\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eApproaching Equity through Analysis of Power and Privilege\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eEqualizing Workloads and Their Impact on Advancement\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eCombating Sexual and Gender-Based Harassment\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eHonoring Intersectional Identities\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eIncluding Contingent Faculty\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eSummary\u003c\/i\u003e\u003cbr\u003e\u003cb\u003ePart III. Building and Enacting a Change Portfolio\u003c\/b\u003e\u003cbr\u003eChapter 8. Put It All Together\u003cbr\u003e\u003ci\u003eCase Study 1. Case Western Reserve University\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eCase Study 2. University of Texas at El Paso\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eCase Study 3. University of Wisconsin–Madison\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eLessons from the Case Studie\u003c\/i\u003es\u003cbr\u003eChapter 9. Design a Change Portfolio to Advance Equity\u003cbr\u003e\u003ci\u003eTaking a Systemic and Strategic Approach to Transformation\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eImplementing the Strategic Change Plan\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eReflections and Next Steps\u003c\/i\u003e\u003cbr\u003e\u003ci\u003eConcluding Thoughts\u003c\/i\u003e\u003cbr\u003eAppendix A. ADVANCE Institutional Transformation Awards by Cohort through 2019\u003cbr\u003eAppendix B. Research Methods\u003cbr\u003eReferences\u003cbr\u003eIndex\u003c\/p\u003e","brand":"Johns Hopkins University Press","offers":[{"title":"Default Title","offer_id":49408140116311,"sku":"9781421439389","price":27.45,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0817\/1739\/5799\/files\/9781421439389.jpg?v=1730501732","url":"https:\/\/bookcurl.com\/products\/building-gender-equity-in-the-academy-9781421439389","provider":"Book Curl","version":"1.0","type":"link"}