Tag: employment

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The New Case Against College

David Trend

It’s called the “paper ceiling” –– the barriers for skilled job seekers who lack a bachelor’s degree. Amid the brouhaha in recent years over admissions scams and student debt, a new line of attack is emerging against higher education. This one is being described as an ontological threat in that it questions the existence and value of college itself, while accusing the system of perpetuating multiple forms of inequity. Of course, higher education often has found itself a political football in the past. What makes this time different is its critique of qualities universities typically have seen as their strength. 

Everyone knows it’s been a tough few years for higher education. Even before the pandemic, colleges and universities were seeing public opinion souring over rising costs, political correctness, and faculty misbehavior –– causing more than a few students and their families to start doubting the value of degree. With enrollments dropping during the “great disruption” at a pace not seen for half a century, concurrent changes in the American workplace have rendered college degrees unnecessary for a growing number of high wage jobs. Yet many employers require four-year credentials anyway, in what some observers see as an antiquated habit and a cover for discrimination.

The numbers are deceptively simple – that 75% of new jobs insist on a bachelor’s degree, while only 40% of potential applicants have one.[1] According the advocacy group Opportunity@Work, employers mistakenly equate college completion with work aptitude, while disregarding self-acquired knowledge or non-academic experience.  The group asserts that the nation’s undervalued workforce “has developed valuable skills through community college, certificate programs, military service, or on-the-job learning, rather than through a bachelors degree. Workers with experience, skills, and diverse perspectives are held back by silent barrier.” As a consequence, over 50% of the American skilled workforce has been under employed and underpaid.[2]  More concerning still is that such discrimination is unevenly distributed. Within a 70-million worker cohort of what are termed STARs  (Skilled Through Alternative Routes) employees, one finds 61% of Black workers, 55% of Hispanic/Latinos, and 61 of veterans.[3]

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The Twitter and Google boy’s clubs

From PC Magazine: “Twitter’s global workforce is about as diverse as those of its big-name peers in the tech biz, which is to say, not very diverse at all. The microblogging site, following the lead of companies like Google and Yahoo, on Wednesday released some raw numbers about the gender and ethnic makeup of its roughly 3,000 employees. As with those companies, it turns out that Twitter’s workforce skews very heavily male and white.

“To wit, Twitter’s workforce is 70 percent male and 30 percent female. That disparity grows even more pronounced in tech-related jobs at the company, which are held by nine times as many men as women, while leadership roles at Twitter come in at 79 percent for men and 21 percent for women.

images“Google, which released its own diversity data in May, reported the same 70-to-30 ratio of men to women among its own roughly 52,000-strong workforce. Yahoo reported last month that the gender diversity among its more than 12,000 employees also skews male but not as much—the company’s worldwide workforce is 62 percent men and 37 percent women. Facebook also recently released a breakdown of gender and ethnic diversity in its workforce, reporting similar numbers to Twitter, Google, and Yahoo.

“If gender disparities at Twitter and other Silicon Valley companies are striking, the lack of ethnic diversity at those outfits is just as pronounced, if not more so, going by the self-reported numbers.
Before Twitter joined the party, both Google and Yahoo reported that their workforces were predominantly white and Asian— 91 percent at Google (61 percent white, 30 percent Asian) and 89 percent at Yahoo (50 percent white, 39 percent Asian). African-Americans and Latinos combined to make up just 5 percent of the employees at Google and just 6 percent at Yahoo.
Twitter’s workforce came in at 59 percent white and 29 percent Asian, with African-Americans, Latinos, and people with other ethnicities representing just a fraction of those numbers.

“The current numbers may be stark, but Twitter, like Google and Yahoo before it, pledged to work to better diversify its workforce going forward.”[R]esearch shows that more diverse teams make better decisions, and companies with women in leadership roles produce better financial results. But we want to be more than a good business; we want to be a business that we are proud of,” Janet Van Huysse, vice president of Diversity and Inclusion at Twitter, wrote in a blog post.
“To that end, we are joining some peer companies by sharing our ethnic and gender diversity data. And like our peers, we have a lot of work to do.”Van Huysse didn’t lay out any specific plans for enacting more diverse hiring at Twitter but did list some “employee-led groups putting a ton of effort into the cause” at the company. These include affinity groups like WomEng (women in engineering), SWAT (super women at Twitter), TwUX (Twitter women in design), Blackbird (Tweeps of color), TwitterOpen (LGBTQ folks), and Alas (Latino and Latina employees), she said.”

 

More at: http://www.pcmag.com/article2/0,2817,2461300,00.asp

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Women quitting in peak years

As the economy struggles to get back on track, the labor participation rate remains feeble for almost everyone. Still, the losses affecting this group of women — who normally would be in the prime of their careers — stand out imgres-2from the crowd and highlight the challenges facing middle-aged workers who, for whatever reason, find themselves out of a job.

The New York Times reports that “Since the start of the recession, the number of working women 45 to 54 has dropped more than 3.5 percent. There are now about one million fewer women of that age in the labor force than at their peak at the end of 2009. For younger women the rate of decline was about 2 percent — and many of those in their 20s dropped out to return to school or left the work force temporarily to focus on caring for young children.

“Men, too, have been pushed out of the labor market as jobs in the construction and manufacturing industries have been slow to return. But the rate of decline among adult men has largely tracked the curves of the economy and has been spread more evenly across ages. Mr. Shepherdson, who highlighted the drop in working women in a recent report for his firm, Pantheon Macroeconomics, said that even in a slow-growing economy “women’s participation should not have fallen at all, especially among the women in their prime earning years.”

“The fact that more elderly people are living longer may be behind many middle-aged women’s decision to stop working. Most employers do not offer flexible schedules for workers caring for elderly family members. And increasingly, women in their 40s and 50s are sandwiched between caring for aging parents and their own dependent children, including young adults still living at home.

“A Pew Research Center survey conducted in October 2013 reported that 27 percent of the women surveyed had quit their job to care for a child or family member. Sarita Gupta, co-director of Caring Across Generations, an advocacy group for home care workers and patients, said the difficulties can stack up. “Women are falling out of the work force to be primary caregivers to aging parents,” she said, “but as women go out of the work force it means they sacrifice their own financial security.” Continue reading “Women quitting in peak years”

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Google vs the gender gap

Google has promised to do all it can to recruit more women into Silicon Valley, and now the company is putting its money where its PR is. On Thursday, it launched a $50 million initiative to teach young girls how to code.images

Just last month, Google announced that only 17% of its tech employees are women. The gender disparity is a dire issue for all tech companies. There will be 1.4 million computing jobs available in 2020, but only 400,000 computer-science graduates from U.S. universities to fill them. Part of the problem is that only 12% of computer-science degrees go to women, and in order for Silicon Valley to survive and thrive, it must be able to recruit more engineering talent from the other 50% of the population.

“Coding is a fundamental skill that’s going to be a part of almost everything,” Megan Smith, VP of Google[x], tells TIME. “So for kids to really at a minimum just be able to express themselves in code and make things and feel confident, that would be important — no matter what their career is.”

Google has invested a lot more than just money in the project. The company conducted research to determine why girls are opting out of learning how to code: the number of female computer-science majors has dropped dramatically since 1984, when 37% of computer-science degrees went to women. How do we get them back into computer-science classrooms?

Google found that most girls decide before they even enter college whether they want to learn to code — so the tech world must win them over them at a young age. They also found that there were four major factors that determined whether girls opted into computer science: social encouragement, self-perception, academic exposure and career perception.  Continue reading “Google vs the gender gap”

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Arts job report

What are the latest employment figures for working artists—both full-time and their moonlighting counterparts?Keeping My Day Job: Identifying U.S. Workers Who Have Dual Careers As Artists is the third installment in the National Endowment for the Arts’ Arts Data Profiles, an online resourceoffering facts and figures from large, national datasets about the arts, along with instructions for their use. Arts Data Profile #3 reports on employment statistics for U.S. workers who name “artist” as their primary or secondary job.imgres

According to the NEA, “The analysis springs from the Current Population Survey (CPS), a nationwide, monthly survey of 60,000 American households, conducted by the U.S. Census Bureau and the Bureau of Labor Statistics. The CPS is the primary source of U.S. labor statistics, as well as other data on volunteering, poverty, computer and Internet use, arts participation, and more.

“The big picture – In 2013, 2.1 million workers held primary positions as artists. A primary job is defined as one at which the greatest number of hours were worked. In that same year, an estimated 271,000 workers also held second jobs as artists. Twelve percent of all artist jobs in 2013 were secondary employment.

“Unemployment trends – For primary artists, the unemployment rate was 7.1 percent in 2013, compared to 6.6 percent of all U.S. civilian workers, but higher than the 3.6 rate for all professionals (artists are grouped in the professional category). This is an improvement over the 9 percent jobless rates in 2009 and 2010, but well above the pre-recession unemployment rate of 3.6 percent in 2006. Architects and designers were among the hardest hit occupations. While both have halved the 10-11 percent unemployment rates they faced in 2009, neither is back to pre-recession employment rates of 1-3 percent. By contrast, musicians have faced a steady unemployment rate of 8-9 percent since 2009, much higher than the 4.8 percent jobless rate in 2006. Continue reading “Arts job report”

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Flexibility Stigma

Flexibility stigma is a term scholars use to describe work places that punish those who don’t fit the “ideal worker” profile: solely devoted to one’s job, available 24 hours a day and traditionally male. studies suggest that in academe, such biases are very prevalent in the sciences, and that women with young children are the most frequent targets — hence a “leaky,” gendered  pipeline.images

But a new study discussed in InsideHigher Ed “argues that both men and women with small children report and resent inflexible department cultures. The study also finds that even non-parents resent flexibility stigma, with negative consequences for the department over all.  “Much of the flexibility stigma literature presumes that it is mothers rather than fathers whose parenthood obligations are more likely to trigger stigma,” the study says. “In contrast, we find that flexibility stigma is not just a mother’s problem; mothers and fathers of young children are equally likely to report the presence of flexibility stigma in their departments.”

“It continues: “Related, we find that perceived flexibility stigma is negatively related to desires to remain in one’s position, overall satisfaction, and feelings of work-life balance over and above [researchers’ emphasis] gender, family status, and career-relevant variables.” The study, called “Consequences of Flexibility Stigma Among Academic Scientists and Engineers,” was published in the most recent Work and Occupations journal. (The full study is available to subscribers only, but an abstract is available here.) Lead author Erin Cech, an assistant professor of sociology at Rice University, said she wanted to look at the “mismatch” between outdated, 9-to-5-type expectations for workers and their actual needs, and the consequences of that mismatch. She said that doing so in an academic environment, where workers exhibit devotion to their jobs and scheduling flexibility is relatively high, would be a good place to start.

Continue reading “Flexibility Stigma”

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Adjunct and homeless

In the classroom, Mary-Faith Cerasoli, 53, an adjunct professor of Romance languages, usually tries to get her message across in lyrical Italian or Spanish.images-2

But on Wednesday, during spring break, she was using stencils and ink and abbreviated English to write her current message — “Homeless Prof.” — on a white ski vest she planned to wear on a solo trip to Albany two days later to protest working conditions for adjunct college professors.

Ms. Cerasoli has been an adjunct for several years at Mercy College in Westchester and several other places in and around New York City.She says she uses film, music, culture and food to shape her lessons and to tell students, “Worlds open up to you when you learn a foreign language.”But while encouraging students to major in foreign languages, she does not encourage them to follow her path into adjunct college teaching. The work is rewarding, she said, but not the pay: several thousand dollars per course, with no benefits.Ms. Cerasoli, a former New York City schoolteacher, currently teaches two Italian classes at Mercy, splitting time between its Westchester and Midtown Manhattan campuses. For her, the professorial lifestyle has meant spending some nights sleeping in her car, showering at college athletic centers and applying for food stamps and other government benefits.After being unable to keep several apartments, Ms. Cerasoli began couch-surfing a year ago, relying on friends. There was the unheated basement in Bronxville, and the room in the Bronx with no hot water. She is currently living in a small room in a Co-Op City apartment, also in the Bronx, courtesy of a friend — who is about to be evicted.

“We’re basically squatting here,” she said, while preparing for a trip to Albany for her one-woman demonstration in front of the state’s Education Department building. She planned to urge officials to improve conditions for adjuncts at public colleges as more universities save money by reducing their full-time teaching staffs.Until recently, Ms. Cerasoli taught at Nassau Community College on Long Island, but lacking seniority, she was not assigned any classes this year, she said.“They call us professors, but they’re paying us at poverty levels,” she said. “I just want to make a living from a skill I’ve spent 30 years developing.”Ms. Cerasoli cuts a cheerful figure riding her bicycle to class, and otherwise scraping by. Last year, a used-car dealer in Westchester who pitied her gave her a car and allowed her to keep her library of foreign language books in his office.Ms. Cerasoli regales people with stories from her years living in Rome, when she worked as a tour manager and interpreter for Bob Dylan and Stevie Wonder and other stars performing in Italy. Continue reading “Adjunct and homeless”

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The Hunger Games of academic employment

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If you’re on the faculty job market, or will be soon, you may find yourself explaining the real possibility of failure to well-meaning family and friends.

And an attitude of Hunger Games triumphalism isn’t going to he helpful, as The Chronicle of Higher Education explains in an article entitled “The Odds Are Never in Your Favor.” by Atlas Odinshoot:

“Doctoral students are usually type-A overachievers, and so your loved ones have faith that you’ll come out OK because, well, you always have.

“But the academic job market is a process that necessitates failure. Your application materials will end up in the slush pile at dozens of departments, regardless of how well suited you are for the position or how carefully you tailor your materials. Outstanding candidates can easily fail to find a position. And that’s why, when I can’t quite convey that grim reality, I tell my family and friends that if they want to know what the job market is like for Ph.D.’s, they should read (or watch) The Hunger Games.

“Whether you see yourself on the job market as Katniss Everdeen (plucky heroine), Peeta Mellark (sensitive but somewhat clueless), or Cato (ruthless killing machine), only you can say.

The odds are never in your favor. I recently asked a successful job candidate—hired as an assistant professor at a very good college—what he viewed as a good application-response rate. That is, how many interviews should you get in relation to the number of applications you submit? He said, calmly, “Talking with other graduate students, I’d say somewhere in the neighborhood of one in 20 to one in 30.”

“Those are your odds of even getting to the interview stage. That’s not an official statistic, but official statistics don’t exist for this sort of thing. The odds of surviving the Hunger Games? One in 24. Continue reading “The Hunger Games of academic employment”

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Adjuncts are organizing

A movement catching on across American campuses where adjunct faculty members, the working poor of academia, are turning to collective action.

Only a quarter of the academic work force is tenured, or on track for tenure, down from more than a third in 1995, reports today’s New York

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 Times. ” The majority hold contingent jobs — mostly part-time adjuncts but also graduate assistants and full-time lecturers. And the Service Employees International Union, with members in health care, maintenance and public service, is moving hard and fast to add the adjuncts to their roster, organizing at private colleges in several urban areas.

“In Washington, it has unionized American University, Georgetown, George Washington and Montgomery College. In the Los Angeles area, adjuncts at Whittier College and the University of La Verne just filed with the National Labor Relations Board for a union election. In Boston, Tufts University’s part-time faculty voted to join the service employees’ union in September, and an October vote at Bentley University failed by two votes. Campaigns are underway at Northeastern and Lesley.

“The S.E.I.U. strategy has the momentum right now,” said Adrianna Kezar, director of the University of Southern California’s Delphi Project on the Changing Faculty and Student Success. “And we know that unionizing leads to pay increases and at least the beginnings of benefits.” Continue reading “Adjuncts are organizing”

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Broad public misunderstanding of ENDA

Half of Americans support a law banning job discrimination against gays and lesbians, according to a new HuffPost/YouGov poll. But the poll found that even more Americans falsely believe it’s already illegal nationally to fire somebody for being gay, reports HuffPost

“The Employment Nondiscrimination Act, which would ban workplace discrimination based on sexual orientation or gender identity, will come up for a vote in the Senate on Monday, Senate Majority Leader Harry Reid (D-Nev.) has announced. The bill currently has the support of every single Senate Democrat and two Republicans.

“According to the new poll, 50 percent of Americans favor a law banning workplace discrimination against gays and lesbians, while 42 percent oppose one.

“Democrats in the poll supported a law like ENDA by a 61 percent to 35 percent margin, while independents were also more likely to favor than oppose one, 47 percent to 41 percent. A majority of Republicans, on the other hand, said they were opposed, by a 51 percent to 41 percent margin.

“The poll also found that few Americans are even aware that federal law doesn’t bar employers from firing people for being gay. Only 13 percent said they believe such discrimination is legal, while 69 percent said they think it’s illegal.

“While 21 states have passed laws protecting gay people from workplace discrimination, there are no federal protections in place. Federal law does bar employers from discriminating on the basis of race, color, sex, nationality, religion, age or disability.

“Republicans in the new poll, who were least likely to say that they supported banning job discrimination against gays and lesbians, were also the most likely to say they thought firing someone for being gay is already illegal nationally. Seventy-four percent of Republicans, 68 percent of Democrats and 66 percent of independents said they thought it was already illegal to fire somebody for being gay”.

 

More at: http://www.huffingtonpost.com/2013/11/01/enda-poll_n_4183384.html

 

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ENDA senate vote by Thanksgiving

Senate Majority Leader Harry Reid announced Monday that he intends to hold a floor vote on the Employment Non-Discrimination Act before Congress leaves D.C. for Thanksgiving.

The Advocate reports that “Reid did not announce a precise day when the long-languishing legislation will be debated, but some observers expect the bill could come to the floor as early as next week. The legislation passed a Senate committee with bipartisan support in July.

“I thank Majority Leader Reid for committing to bring ENDA to the floor this work period,” said Oregon Democratic senator Jeff Merkley, a chief sponsor of the bill that would outlaw employment discrimination on the basis of sexual orientation or gender idenitity. “Americans understand that it’s time to make sure our LGBT friends and family are treated fairly and have the same opportunities. Now it’s time for our laws to catch up. People should be judged at work on their ability to do the job, period.”

“Several LGBT organizations applauded the announcement, noting that the legislation is long overdue, as it’s been introduced in almost every Congress since 1994. “NCTE is grateful for Senator Reid and Senator Merkley for their leadership on moving ENDA forward,” said Mara Keisling, the executive director of the National Center for Transgender Equality in a statement Monday. “Their commitment to do this and to do it right is so important to transgender people. Right now we have the best chance ever to pass ENDA through one of the chambers, which is going to be an important step for us to getting ENDA passed when it’s finally able to move in the House. Because of all the work people have done over the years at the grassroots level and on Capitol Hill, we’re optimistic that the Senate vote will go our way. The forthcoming Senate vote will change the playing field once we have a friendlier House that can tackle ENDA.”

“The National Gay and Lesbian Task Force also issued a statement commended Reid and Merkley for their “steadfast opposition of discrimination and support for the Employment Non-Discrimination Act.” In the statement, executive director Rea Carey noted, “The vast majority of Americans believe that lesbian, gay, bisexual, and transgender people should not have to live in fear of being fired or discriminated against at work because of who they are or who they love. The upcoming ENDA vote is an historic opportunity for all senators to listen to the American people and be on the right side of history.”

 

More at: http://www.advocate.com/politics/2013/10/28/breaking-senate-will-vote-enda-thanksgiving

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Improving adjunct working conditions

Collecting better data on adjunct employment on campus. Inviting adjuncts to participate in departmental

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meetings and curriculum design. Some of the biggest ways institutions can improve the working conditions of adjunct faculty are free or cost little, debunking a common argument against rethinking higher education’s changing faculty make-up, reports InsideHigher Ed on a new study.

“Or so argues a new paper from the Delphi Project on the Changing Faculty and Student Success, a partnership between the University of Southern California’s Rossier School of Education and the Association of American Colleges and Universities to examine and develop the role of adjunct faculty.

“[Although] leaders in higher education do face budgetary constraints and uncertainty over future funding sources,it is a myth that resources are the sole reason that prevents us from ensuring that all our faculty members are adequately supported so they can provide the highest quality of instruction to their students,” reads Delphi’s “Dispelling the Myths: Locating the Resources Needed to Support Non-Tenure-Track Faculty.”

“The paper, written by Adrianna Kezar, director of the Delphi Project and professor of higher education at the University of Southern California, and Dan Maxey, Kezar’s research assistant, outlines a variety of practices institutions may adopt to better support all faculty – not just adjuncts – rated on a scale from “$” (free to marginal in cost) to “$$$$” (indicating a “more substantial” expense).

“Some obvious means of supporting adjunct instructors, who make up nearly three-fourths of the higher education work force — better pay, benefits — are costly. But others — such as enhancing data collection efforts to better track adjunct employment on campus, ensuring protections for academic freedom in faculty handbooks, and inviting adjuncts to participate in curricular discussions and governance – aren’t. Continue reading “Improving adjunct working conditions”

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It’s not enough, dad

A new American Time Use Survey shows that men are doing more around the house, but in most cases not nearly enough.images-2

Dads devote more time to caring for children and keeping up the house than they did decades ago, reports today’s Los Angeles Times: ” They spend almost as much time as moms romping with kids in the yard or on the rug. But as dads step up, moms are still wiped out.

“Whether at work or at home — and even at leisure — mothers feel more exhausted than fathers, a study shows. Despite strides toward gender equality, mothers still shoulder much more work at home, especially when it comes to humdrum tasks such as changing diapers and doing the laundry, the Pew Research Center found in the study based on the American Time Use Survey.

“Dads spend almost the same amount of time as moms in terms of playing with kids,” Pew research associate Wendy Wang said. “But they do less in other areas of child care.”

‘For instance, mothers logged more than twice as much time doing “physical care,” such as changing diapers or tending to sick kids. That could be one reason dads find child care less tiring than moms do: Mothers are more than twice as likely as fathers to feel “very tired” during child care.

“Mothers also did more cooking and cleaning, while fathers did more household repairs and maintenance, such as mowing the lawn. All in all, American moms still spend almost twice as many hours on housework and child care, on average, than dads do. Fathers, in turn, spend much more time at work outside the home than mothers do.

“Earlier rounds of the survey, sponsored by the Bureau of Labor Statistics, yielded estimates on how Americans spent their time. But the 2010 survey, which included more than 4,800 parents, was the first to ask how people felt during different activities. For Rosie Arroyo-Carmona, the schedule starts at 5:30 a.m. and doesn’t end until 11:30 p.m. or midnight, she said. The Burbank mom and her husband both juggle jobs in the nonprofit sector with caring for their baby daughter. Because her husband travels more than she does, Arroyo-Carmona often takes charge of feeding and bathing the baby. After the baby falls asleep, she puts in another few hours working from home. When a bit of free time arises, “I think that I could get something done, or I could get some rest,” Arroyo-Carmona said. “I always choose to check something off my list.” Two years ago, a Boston College survey of mostly white-collar fathers found that although nearly two-thirds said spouses should split child care equally, only 30% said it actually was divided that way in their homes. Even when parents try to share work equally, many moms say they end up doing more. Continue reading “It’s not enough, dad”

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Who makes political scientists

A handful of  top universities crank out most of the nations’ political science faculty … Harvard, Princeton, Stanford and Michigan, to be precise.

Last year, a study in Georgetown Public Policy Review exposed the extent to which a relatively small number of graduate programs in political science dominate placement in Ph.D.-granting departments., reports InsideHigher Ed. imgres

“The study looked at the 116 universities ranked by U.S. News & World Report for political science graduate programs, and examined where all of the tenure-track or tenured faculty members earned their doctorates. The top four institutions in the magazine’s rankings of departments — Harvard, Princeton and Stanford Universities and the University of Michigan — were the Ph.D. alma maters of 616 of the political scientists at the 116 universities (roughly 20 percent of the total). The top 11 institutions were collectively responsible for the doctoral education of about half of those in tenured or tenure-track positions at the 116 universities.

“On Saturday, the author of that study — Robert L. Oprisko of Butler University — presented expanded findings here at the annual meeting of the American Political Science Association. The paper argues not only that some departments may have more historical dominance but that others may be on the rise right now (judging from the number of assistant professors they have placed). While Oprisko is critical of a system that seems to place so much emphasis on Ph.D. pedigree, he also argues that this information needs wider circulation to help would-be graduate students make informed choices. (Oprisko earned his Ph.D. at Purdue University, not one of the dominant institutions). The paper — also by Kirstie L. Dobbs of Loyola University Chicago and Joseph DiGrazia of Indiana University — may be found at the website of the Social Science Research Network. Continue reading “Who makes political scientists”

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Academic jobs going unfilled

Much has been written about the plight of new Ph.D.s in search of tenure-track positions that are becoming increasingly scarce.

But according to InsideHigherEd, however, some schools can’t fill their job openings.

“Even as new academics across the country struggle to find permanent positions, often teaching at multiple campuses as adjuncts to pay their bills, tenure-track positions at some institutions are going unfilled. Faculty salaries at public universities in particular are failing to keep pace with those at private institutions and in other industries, making it hard for some campuses — especially regional universities in small-town America — to retain and attract talent.

“Experts say the trend could further erode the tenure-track system and educational quality.

“The University of Wisconsin at Stevens Point isn’t alone in facing faculty turnover due to low salaries, but it may be among the most severe cases. Some 81 faculty members, out of an average of 340, have left during the past three years, about half from retirement and half from resignations – many more than in the years prior. And departures this year alone outnumber departures spanning the past three years. The College of Natural Resources alone has experienced a 25 percent turnover this year, although it is one of the university’s flagship programs. Continue reading “Academic jobs going unfilled”

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How the health law delay could help adjuncts

In many ways, the White House’s surprise announcement that it would delay the employer mandate provision of the Affordable Care Act by one year, until January 2015, is good news for colleges and universities struggling to figure out just who will be covered under the law. imgresInsideHigherEd says that “It gives institutions more time to decide how they’ll count adjunct instructors, whose credit hour-based schedules don’t fit neatly into the law’s existing metrics for qualifying for coverage.

“And while the announcement could lead to good news for adjuncts who have had their hours limited by colleges worried about the new provision taking effect, there was little celebration Wednesday. Colleges said that they were studying the situation, but no one was pledging to lift limits or restore hours to anyone.

“But in other ways, it adds a new layer of confusion onto what is already a complicated situation, particularly for those colleges that already have announced plans to limit adjuncts’ course loads to avoid having to provide them with health insurance as full-time employees. Questions remain as to whether institutions will temporarily backtrack on their plans, and if that’s even possible, given the timing of the announcement, so far into summer when planning for fall courses is already under way.

“I think that the government has poorly served institutions by announcing this delay so abruptly and so relatively close to the date of implementation,” said David Baime, senior vice president for government relations and research of the American Association of Community Colleges – one of many organizations that’s asked the federal government to issue long-promised specific guidelines as to what constitutes a full-time employee in higher education under the law. (In January, the Internal Revenue Service asked higher education officials to use “reasonable” means of calculating faculty hours worked.)

“At the same time, Baime added, “We hope that colleges will take this additional time given to them to evaluate their approach to policies in this area and, even more importantly, ask the government exactly what’s expected of them as institutions.”

Read more: http://www.insidehighered.com/news/2013/07/05/colleges-consider-how-delay-employer-insurance-rule-will-impact-plans-cap-adjuncts#ixzz2YEWkxKsk
Inside Higher Ed

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Transgender employment remains unprotected

The are only 16 states where one can’t be fired for being transgender.

In the modern era of LGBT civil rights, transgender inclusion in employment nondiscrimination bills has been the proverbial elephant in the room, writes  Brynn Tannehill in Huffington Post: “The subject drove a deep wedge between the transgender community and the LGB community in 2007, when the Employment Non-images-2

Discrimination Act (ENDA) bill was stripped of gender identity language in order to get it to the floor for a vote. Proposed ENDA bills since then have included gender identity but have not had the support necessary to make it to a vote in the House or Senate.

“There has been some progress in the past decade for transgender people in the workplace. In 2002 only 5 percent of the companies that participated in the Human Rights Campaign’s (HRC) Corporate Equality Index (CEI) had gender identity included in their corporate equal opportunity statement. By 2013 it has risen to 84 percent. Since 2002 a host of legal cases have begun to clearly establish that discriminating against transgender people falls under Title VII of the 1964 Civil Rights Act’s prohibition against discrimination on the basis of sex. Smith v. City of Salem, Barnes v. City of Cincinnati, Schroerer v. Library of Congress and Macy v. Holder have more or less established this as the dominant narrative in case law. Glenn v. Brumby took it a step further, with the 11th Circuit ruling that the equal protection clause of the 14th Amendment also applies.

“Those who oppose ENDA or oppose transgender inclusion in it for political purposes ask why we need it when it seems like the transgender community has all these things going for it as it is. The short answer is that we desperately need it because what we have in place is not preventing massive and widespread discrimination against transgender people.

” Transgender people are more than twice as likely to hold advanced degrees as the general population. They’re 50-percent more likely to hold an undergraduate degree. And they’re also making far, far less money than the rest of the population. The same study also revealed that the transgender unemployment rate is twice the national average

“Better-educated but making much less? It is not supposed to work like that. Statistically, there is usually a strong correlation between education and income level, but not for transgender people. The system is broken, and Occam’s razor tells us that the answer is likely what we would expect: Bias against transgender people prevents us from getting jobs, gets us laid off when we transition and keeps us from being paid our fair market value.”

 

More at: http://www.huffingtonpost.com/brynn-tannehill/why-enda-matters-to-the-trans-community_b_3223419.html

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Academic moms: “baby penalty”

images-2Do babies matter to academic careers? It’s a question three researchers have spent a decade answering, and their findings are now available in what may be the most comprehensive look at gender, family and academe ever published. (Spoiler alert: the answer is “yes.”) Inside Higher Ed reports the unfortunate story:

“The book, Do Babies Matter? Gender and Family in the Ivory Tower, out this month from Rutgers University Press, includes new studies and builds on existing data about the effects of childbearing and rearing on men’s and women’s careers in higher education, from graduate school to retirement. Written by long-term collaborators Mary Anne Mason, professor of law at the University of California at Berkeley; Nicholas Wolfinger, associate professor of sociology at the University of Utah; and Marc Goulden, director of data initiatives at Berkeley, the work also looks at the effects of successful careers in academe on professors’ personal lives. It makes the case for more family-friendly institutional policies, arguing that such initiatives ultimately could save money for colleges by reducing “brain drain,” and includes best practices from real institutions trying to even out the playing field both for mothers and fathers who want better work-life balance. Continue reading “Academic moms: “baby penalty””

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Pay gap isn’t going away

Reports recently released by the American Association of University People indicate a gender pay gap not only still exists in the American workforce but often reveals itself the moment people accept their first job.

“People working full time one year after college graduation are paid an average of 18 percent less than people also working full time one year after receiving a bachelor’s degree, according to “Graduating to a Pay Gap.”images-3

“Some of the difference may be because many people pursue majors and enter careers that offer less pay. Some of it could be caused by varying levels of salary negotiation skills or other factors. But in many cases, the study suggests, part of the gap results from gender alone.

“So many times people hear about the overall pay gap and say ‘That’s because people are making different choices,'” said Christianne Corbett, AAUW senior researcher and one of the report’s authors. “We were really trying to get at a group that was as close to the same as possible right out of college … and we still found a gap.” Continue reading “Pay gap isn’t going away”

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Bop till you drop: Forget early retirement

The average age at which U.S. retirees say they actually retired is now at 61, up from 57 in the early 1990s, reports Gallup today

“These results are from Gallup’s annual Economy and Personal Finance survey, conducted April 4-14. The average retirement age has crept up by four years over the past two decades, from 57 in 1991 to the current 61. Because most of the uptick came before the 2008 recession, this shift may reflect more than just a changing economy. It may also indicate changing norms about the value of work, the composition of the workforce, the decrease in jobs with mandatory retirement ages, and other factors.images-1

“Whereas the average current retiree stopped working at age 61, those still working expect to work well beyond that age. The average nonretired American currently expects to retire at age 66, up from 60 in 1995.

“Currently, 37% of nonretired Americans say they expect to retire after age 65, 26% at age 65, and 26% before age 65. The most notable change over time is the increase in those expecting to work past age 65 — the 37% this year is up from 22% a decade ago and 14% in 1995. Meanwhile, the percentage of nonretirees who say they expect to retire before age 65 has declined to 26% from 49% in 1995.The percentage who say they will retire at exactly 65 has held fairly constant over the decades. Continue reading “Bop till you drop: Forget early retirement”