General
What Mentors Can Do
Having Children
What Institutions Can Do
General
1. What questions could you ask a potential mentor/department chair to get her/his views on work/life balance?
As a wife and mother, discussing work/life issues with a potential mentor is an absolute must. I would want to communicate in a professional, yet unambiguous manner what my expectations are for balancing my work life and my private life, and ensure that those expectations would mesh well with the expectations of the mentor. I would also want to hear about the experiences of the other lab members to get a better feel for the lab’s overall attitude about work/life balance.
-Letitia Weigand, PhD Candidate, Johns Hopkins University
What do THEY do to achieve balance? Are work hours flexible? Are there opportunities to teach different schedules (i.e., short terms, weekends, night courses)?
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
Do you feel quality of work performance is tightly linked to quantity of work performance? Ditto for life. Do you evaluate work performance primarily on quantity or quality?
-Gregory Fink, Professor, Michigan State University
2. Do you feel that academia or industry or any other "track" is more conducive to a flexible/alternative schedule?
Schedule flexibility is not common in academia. My guess is that industry/government is more advanced in that regard. At least I’ve seen more explicit family-oriented, flex-time policies in recruitment ads for industry/government vs. academia.
-Francisco H. Andrade, Associate Professor, University of Kentucky
I only have experience in academia and have found that my schedule is usually flexible but demanding.
-Nancy Kanagy, Professor, University of New Mexico
I think the “track” is not as important as the local environment where one is working. If the people in department/unit/organization appear happy on a daily basis, and there is evidence that people discuss activities outside of work, perhaps this is suggestive of an environment that supports a flexible schedule.
-Angela Grippo, Assistant Professor, Northern Illinois University
Academia for sure.
-Kathy Griendling, Professor, Emory University
Well, I’ve found academia very conducive. Where else can you have the freedom to set many of your own work hours, take lengthy vacations, and have the freedom to leave in the middle of the day to watch your children’s performances or take them to the pediatrician? I am not so familiar with industry, but my impression is that academia is much more conducive.
-David Schwebel, Professor, University of Alabama at Birmingham
3. What would you tell a scientist who is facing adversity at work due to their life choices?
Take care of yourself and your needs. Talk to Chair/Dean; talk to ombudsman, counselor, or provost if Chair and Dean are not helpful. Find allies on campus (not to mount a revolt but to provide you with additional support and help).
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
If their life choices impact their ability to do their work, then they have to decide which is more important. If their choices do not impact their ability to do their work, then they are being unfairly harassed and should consider legal action.
-Nancy Kanagy, Professor, University of New Mexico
Look elsewhere. Family is most important, and if you are penalized for putting life issues first, you need to find a job where you are more appreciated. That of course assumes that the scientist has not made a pattern of failing to fulfill job duties.
-Kathy Griendling, Professor, Emory University
In this case it may be really useful to find a trusted counselor (friend, colleague or professional) to discuss your issues. Sharing your concerns with someone else can be like looking in the mirror. Not only can this help you define the issues as you relate your story, but sometimes just telling someone else and seeing their reactions can really help you define your options.
-Sue Duckles, Professor, University of California, Irvine
4. What advice would you give the dual-career couple?
First, they need to get ideas from what other dual-career couples have done at their institution and elsewhere. Network with them. If they expect both careers to progress at the same rate, then they need to be very thoughtful and flexible in their job searches. It will be difficult to land two dream jobs at the same institution. Negotiate as a couple how they are going to deal with life outside the lab
-Francisco H. Andrade, Associate Professor, University of Kentucky
Each person should make lists independently of their own personal and professional goals with ranking in importance. Then together they should prioritize their top choice institutions to see which best meet at least some of the top choices for each.
-Nancy Kanagy, Professor, University of New Mexico
Try to be flexible and support each other at deadlines.
-Kathy Griendling, Professor, Emory University
As part of a dual-career couple, I know that it is challenging. Discussing issues as a couple, and deciding in advance how potentially difficult situations will be handled (e.g., searching for jobs), has helped us in our career and life choices.
-Angela Grippo, Assistant Professor, Northern Illinois University
Hang in there! It’s a tough haul, but many people do it successfully.
-David Schwebel, Professor, University of Alabama at Birmingham
5. Do you think that enjoying life outside of the lab can enhance your ability to be a good scientist?
I certainly think that enjoying life outside the lab can greatly enhance my ability to be a good scientist. I have spent 2010 slowing down and really enjoying my personal life, and this has translated to a huge increase in my creativity and motivation in the lab, and during those times when work intensifies, it’s really wonderful to know that I get out of there at the end of the day or week and enjoy life. The ability to enjoy myself outside the lab really helps me to keep a healthy perspective on work and everything else in life.
-Letitia Weigand, PhD Candidate, Johns Hopkins University
Yes, probably. I manage to keep the two very independent, and have trained myself to “switch gears” very quickly. I think this is very individual though. Some people can improve their science by enjoying life outside lab. Other very successful scientists kind of let the work be their enjoyment.
-David Schwebel, Professor, University of Alabama at Birmingham
Absolutely. Enjoying life outside work makes us better. Stress at home reflects on our job performance. Likewise, stress at work impacts our enjoyment of life outside the lab.
-Francisco H. Andrade, Associate Professor, University of Kentucky
To some extent but like anyone with a demanding career, you have to compartmentalize the energy, time and attention to make sure that your work as a scientist gets your attention while you are at work and that you can leave it behind when you are at other activities. Being focused and efficient in both work and leisure commitments is key to being successful at both.
-Nancy Kanagy, Professor, University of New Mexico
Yes. Without outside interests you become stale, lose your creativity and burn out.
-Kathy Griendling, Professor, Emory University
6. If you are in a position where you could make "extra" money by teaching in the summer, what are the pros and cons, and what should you consider when making that decision?
My only experience with teaching for extra money has been in the context of working as a teaching assistant. It was certainly great to pocket a bit of extra cash, but teaching really cut into my time in the lab, and to some degree to my family time. I have concluded that I will only take on such extra responsibilities if I think it is something that I will enjoy to some extent, and if I can add the extra work to my schedule without overextending myself.
-Letitia Weigand, PhD Candidate, Johns Hopkins University
Pros - more money, good if you love teaching, may reduce your teaching load during the regular semester, may give you the opportunity to offer a new class or revise an older class. Cons - time, time, time - shorter sessions, more need to keep students on track, may detract significantly from the largest bulk of time you have to spend on research.
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
Does it interfere with your primary job duties? Will it detract too much from family time? How much do you really need the money? Will it help your promotion packet?
-Kathy Griendling, Professor, Emory University
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What Mentors Can Do
1. As a mentor, how do you allow flexibility in your lab while still encouraging hard work?
I encourage students/staff to be organized and manage their time effectively. That way we are never in a hurry and can cope with the occasional outside demand (school, family).
-Francisco H. Andrade, Associate Professor, University of Kentucky
Open communication, long-term planning, lead by example.
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
There have to be clear goals that both mentor and trainee accept from the beginning.
-Nancy Kanagy, Professor, University of New Mexico
Allow flexible work hours, within reason (they have to be there at least some of the time when others are), act as a role model for working hard but still prioritizing family issues, tell them that they only get out what they put in.
-Kathy Griendling, Professor, Emory University
I try to reward the members of my lab for hard work (e.g., names on publications/presentations), and encourage a team-oriented atmosphere. I hope that when someone needs time off, he/she can find another member of our team to help with his/her ongoing responsibilities. I find that this works best when the lab members feel a sense of ownership over the work that we are doing together.
-Angela Grippo, Assistant Professor, Northern Illinois University
Set work goals focused on outcomes, not time spent working. This can be done more effectively if the mentor has a good grasp of how much time it takes to achieve goals.
-Gregory Fink, Professor, Michigan State University
2. What would you tell a student/post-doc/faculty member who is considering abandoning academia because they want to have children?
I would make certain that they are aware of the institutional parental leave policies. Sometimes, people think that colleagues/supervisors will be unsympathetic to their situation when that is rarely the case. A frank discussion with the advisor/chair is a good way to figure out if such a drastic step is needed. Even if the work environment is supportive, maybe the person feels it is necessary to take a more extended break from work to have a family. I would advise all parties involved to always leave a door open for a future return (maybe in a different capacity).
-Francisco H. Andrade, Associate Professor, University of Kentucky
If that is the only reason it is wrong. If someone wants to have children and a career, then they should really want both, not consider one to be secondary.
-Nancy Kanagy, Professor, University of New Mexico
It might be harder than you think if you are moving to a new career. Academia allows lots of flexibility that other jobs don’t. You will need the intellectual stimulation (time away) to be a good parent.
-Kathy Griendling, Professor, Emory University
If they want to, they should. There is more to life than academics. I would also tell them they can return to academics later, although it sometimes is a tough climb. And I would tell them it is possible to balance children and academics if that is what they want. But it’s certainly not my place to stop someone who want to do this – it is an individual decision and a perfectly reasonable life choice for many people.
-David Schwebel, Professor, University of Alabama at Birmingham
3. What advice would you give a young scientist who is having trouble transitioning to the next phase of their career due to family obligations?
Make lists, compartmentalize your time rigidly both at work and at home, accept that you will compromise both somewhat, and talk to your supervisor to set realistic goals so that you know when you are being successful.
-Nancy Kanagy, Professor, University of New Mexico
Don’t rush it. There’s no set timeline for advancement. Move off tenure-track to reduce the pressure.
-Kathy Griendling, Professor, Emory University
Many people go through those tough transitions. Learn to manage time, prioritize, and work through the challenges. Or make some changes, either at work or at home, so you can stay happy.
-David Schwebel, Professor, University of Alabama at Birmingham
I would first ask about the family obligations. Are there other ways they can be met? All of us have to make choices, and sometimes we make choices without realizing the consequences. Do a personal audit of how you spend your time, then decide which activities are truly important to you. If the demands of your current job do not have the same priority as other activities, then you need to reassess your career choices. One of the most difficult stresses is when your life partner does not share your priorities. If that is the case, then you really need frank conversations and perhaps an independent counselor to resolve areas of difference.
-Sue Duckles, Professor, University of California, Irvine
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Having Children
1. What is the best time in the professional life of a scientist to have children?
The best time to have children is different for everyone. If someone was asking me for advice in this area, I wouldn’t give them a hard and fast rule about it. I would give advice based on the specifics of their situation. For me it worked out well to start grad school with a 2-year old. Some of my friends have had babies toward the end of their PhD programs, or during their post doc years. This is a highly personal matter that is dependent on many different variables, so the best time varies with individual circumstances.
-Letitia Weigand, PhD Candidate, Johns Hopkins University
My philosophy is know yourself, make a decision about what you want to do with your life, and do it. Then accept the responsibility for those decisions. There is no "good time" in a career of any kind to have or not have children. One has to make that decision with his/her partner and work things out.
-Jane Reckelhoff, Professor, University of Mississippi Medical Center
Between grad school and post-doctoral training works well, early academic years between setting up the lab and going up for tenure can work, between a first and second post-doctoral position.
-Nancy Kanagy, Professor, University of New Mexico
During the post doc/early faculty years
-Kathy Griendling, Professor, Emory University
When the scientist is physically, psychologically and emotionally ready to have children.
-Gregory Fink, Professor, Michigan State University
2. What advice would you give a graduate student or post-doc who is considering starting a family?
Learn to manage time/effort as effectively as possible. One has to become more effective at work to get things done in less time. Some of the most productive scientists I know have families and spend less time at the office/lab than single people: their secret is that they make every minute count.
-Francisco H. Andrade, Associate Professor, University of Kentucky
Do not hesitate if you think it’s right for you. But also recognize that parenting is extremely time-consuming and life-changing, and that you will need to make major adjustments in your lifestyle, prioritizing, time management, and so on. Also, be sure your partner is supportive and ready and able to assist.
-David Schwebel, Professor, University of Alabama at Birmingham
Be sure that you and your partner are ready to make the necessary sacrifices. It is much harder to have a child if your finances are insufficient and you don’t have other alternatives, especially for child-care and health needs. Choose a time when you can give your child the love and care that you want to provide.
-Sue Duckles, Professor, University of California, Irvine
3. What would you tell a colleague who is postponing starting a family until he/she has tenure?
it would depend on the institution but most delay the tenure clock while the biological clock can’t be delayed
-Nancy Kanagy, Professor, University of New Mexico
If that is what you think is best, I think it’s a perfectly reasonable choice. Again, this has to be an individual choice and I think it is fine. But if there is doubt, then go ahead and start the family earlier. To me, family matters should come before professional ones.
-David Schwebel, Professor, University of Alabama at Birmingham
It is a personal decision. If my colleague asks my opinion, I would point out that it is possible to do both if one learns to manage time productively, maybe point to other colleagues who have been awarded tenure in a timely fashion even after having children. Also, learn from those who didn’t receive tenure regardless of their family situation.
-Francisco H. Andrade, Associate Professor, University of Kentucky
4. If I DON'T have children, will it be easier to achieve work/life balance?
Maybe, but you will miss out on A LOT.
-Kathy Griendling, Professor, Emory University
That may not necessarily be the case. Certainly, for some people who put almost all of their energy into their work, having a child may not be a good choice. But, for those who have a variety of interests, having a child can be a wonderful experience. Whatever you do, don’t have a child because you think you should. There are lots of other ways to enjoy children: nieces, nephews, friends, etc.
-Sue Duckles, Professor, University of California, Irvine
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What Institutions Can Do
1. What kinds of changes can departments/universities make to allow more flexibility for faculty?
It surprises me how few universities have child/dependent care arrangements. This is an area where universities could make use of their own resources in creative ways: for example, a day care run by the college of education. An attitude shift in older/more traditional departments in which accommodations for family or personal issues are seen with distrust. More options for dual-career couples. This is something that can be turned into a great asset during the recruitment process.
-Francisco H. Andrade, Associate Professor, University of Kentucky
Make expectations clear, maintain and encourage open communication with untenured faculty, and don't overload the untenured and unpartnerned women in the department with service and extracurricular activities.
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
Clear expectations that are independent of family status but that are based on results not “face time” on the job.
-Nancy Kanagy, Professor, University of New Mexico
Provide on-site child care; extend tenure clock; allow part time positions.
-Kathy Griendling, Professor, Emory University
2. How can institutions close the gender gap in tenured faculty?
Family-friendly policies. Delayed tenure. Spousal hires. Gender equity in all domains. Benefits packages for families. Maternity leave. Flexibility with course scheduling (e.g., don’t assign parents of young children evening classes to teach). Some amount of affirmative action in hiring women.
-David Schwebel, Professor, University of Alabama at Birmingham
Make sure that junior faculty members have what they need to be successful. Provide support systems, mentoring, expert advice, review of grants and manuscripts. Ask junior faculty what they need. Extend the tenure clock for faculty who have children during the assistant professor period.
-Sue Duckles, Professor, University of California, Irvine
As long as they don’t discriminate, institutions aren’t obliged to close the gender gap.
-Gregory Fink, Professor, Michigan State University
3. How can institutions lend support to dual-career couples?
If recruitment was primarily directed to one spouse, make sure the “trailing” spouse is offered a job with comparable growth potential.
-Francisco H. Andrade, Associate Professor, University of Kentucky
I would like to see more institutions be open to the possibility of “cluster hiring” or non-traditional hiring decisions that may encourage married couples in the same field.
-Angela Grippo, Assistant Professor, Northern Illinois University
Develop special programs to hire dual-career couples. Provide access to job-search help for a partner who works outside of academia. Advertise the availability of these programs.
-Sue Duckles, Professor, University of California, Irvine
4. Should universities allow more flexibility in the tenure clock?
Most universities I’m aware of allow for tenure clock flexibility in cases of parental leave, bereavement, and disease/disability. It is still a good idea to remind all participants of existing policies periodically: tenure-track faculty and promotion and tenure committees must be on the same page.
-Francisco H. Andrade, Associate Professor, University of Kentucky
Yes, but needs to be on a case-by-case basis and not policy.
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
Our institution extends the tenure clock one year for each “life changing event” and that seems to work well.
-Nancy Kanagy, Professor, University of New Mexico
5. How can faculty help to implement change in their institution’s policies?
By participating in governance. We are all busy and prefer to work on our projects all the time. However, we have to remember that we do not work in isolation. It is important that we become active members of our institutions and professional societies. Better understanding of the local rules and policies makes us better advocates for change when needed.
-Francisco H. Andrade, Associate Professor, University of Kentucky
Get involved - collect data and work with institutional committees and administrative officials. Don't just complain - offer potential solutions.
-Kristin L. Gosselink, Assistant Professor, The University of Texas at El Paso
Work through the faculty council; be vocal; investigate best practices at other institutions.
-Kathy Griendling, Professor, Emory University
I think all change starts at the local level. Consider nominating people who you think are good role models for committee positions within your institution.
-Angela Grippo, Assistant Professor, Northern Illinois University
I think it depends on the institution. In many places, frank and open discussions with administrators are sufficient. Unfortunately, in some places there is a need to organize behind AAUP, faculty labor unions, or other such mechanisms. Simple awareness is a good start.
-David Schwebel, Professor, University of Alabama at Birmingham
6. How can institutions encourage departments/faculty to be more flexible with their employees?
Both sides have to be realistic. It is a hard job and requires a large amount of mental and time commitment. However, there is time in life to have a life outside of work. Both must be kept separate to a large extent. Problems arise when the subordinate/employee wants to have both a successful career and be a full-time parent. This just can’t work. Alternatively, problems arise when a supervisor/employers wants to “own” more than their share of their employees life. For that reason clear goals and expectations up front on both sides need to be established at the beginning of a commitment and then revisited early on if problems arise.
-Nancy Kanagy, Professor, University of New Mexico
Encourage departments and faculty to be engaged in the discussions about these issues.
-Angela Grippo, Assistant Professor, Northern Illinois University
I think this falls to administration, and having upper administrators who are sensitive to family and gender issues.
-David Schwebel, Professor, University of Alabama at Birmingham
Self-interest is always a strong selling point. Explain why the department or faculty member will benefit from a change in policy. Give concrete examples that show how problems can be solved to the benefit of everyone.
-Sue Duckles, Professor, University of California, Irvine
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