Thank you to everyone who was able to come! At the event we had a huge poster (you can see it in the first picture) asking, What would make Hopkins better for women? Below are the answers people wrote on post-it notes, and a few pictures too.
PROBLEMS THAT NEED TO GET FIXED:
- Mechanism to screen for previous harassment complaints—to avoid “passing the trash”
- Reasons & suggestion for ways to combat institutional sexism/racism without filing an official complaint because the latter would be too dangerous
- Hold professors accountable for their sexist remarks
- YES!!!!!! (to the above)
- Equitable supervisory policies in practice
- 70% of named professorships were awarded to men in KSAS this year. What about the women?
WAYS TO IMPROVE JHU AS A PLACE TO WORK AND STUDY:
- Better networking between JHU women
- Monthly women’s coffee hour
- Concrete buy-in from the men of Hopkins
- Free after school programs
- Free family-friendly events
- Salary equity
- Equal opportunity for advancement
- Equal pay for equal work
- Be more non-binary
- Affordable child care
- More career development help for female graduate students & post-docs
- Leadership training
- Retention of senior/junior women faculty
- Hiring & retention of women scientists
- Universal maternity leave you don’t have to lobby for/ fight for each time
- Dedicate resources to research areas that focus on women, people of color, class, sexuality—ie, specific positions/departments; ie, why are Africana Studies and WGS programs, not departments?
It is with horror, and without surprise, that many of us read the most recent reports about men who have abused their power.
Yesterday the Chronicle published a summary of recent accounts in the academy.
For folks able to come tonight, please know we are going to brainstorming what–big or small–can make it better for women at Hopkins. Hope to see you there. Plus, the food will be excellent.
Over the week the New York Times published an overview of sexual harassment in the work setting–definitions of harassment and options for recourse. I am still trying to figure out why it’s in the Style section. . . . In any case, the link to the article is below, as well as the link to JHU’s OIE website on harassment and discrimination.
And don’t forget . . . Please come by for good food and good company this Wednesday, Nov 15, 5:30-7pm at Mudd Atrium for “Where We Stand: Women @ Hopkins.” Hope to see you there! Kids welcome.
Once factors such as postdoctoral experience and age are accounted for, the gap between the salaries of men and women is, on average, 6 percent, according to a survey conducted by the Statistical Research Center at the American Institute of Physics. Before accounting for such factors, the data showed that men in physics earned, on average, 18 percent more than women. The survey was based on the experiences of people who had earned their doctorates in physics in the United States in 1996, 1997, 2000, or 2001 and who were working in the country in 2011.
Two key reasons for the disparity: Women aren’t aggressive enough during initial salary negotiations, and they are less likely to ask for a raise, the article says. Men are also overrepresented in physics, and that feeds an implicit bias that benefits men. As a senior researcher quoted anonymously in the article said, “Boys in the department give money to boys in the department.”
Nancy H. Hopkins, a renowned champion of gender equity in science, told the magazine that closing the pay gap would be a likely result of an increase in the number of senior women faculty members serving in positions of power — such as on hiring, promotion, and editorial boards. Ms. Hopkins, a molecular biologist and now a professor emerita at the Massachusetts Institute of Technology, sparked an examination of gender equity for women scientists at MIT and beyond decades ago. She measured things like her smaller laboratory space and lesser funding, and made the argument that her treatment amounted to discrimination. MIT subsequently released its own report acknowledging that female scientists were indeed discriminated against.
We welcome Bloomberg Distinguished Professor Vesla Weaver to JHU!
“We cannot understand modern inequality or begin to move past the harms of incarceration and surveillance without understanding that punitive action is threaded through a multiplicity of activities and agencies in poor communities,” Weaver says.
Read about Vesla’s work on the Portals for Research project at Lexington Market here.
. . . “Throughout her translation of the ‘Odyssey,’ Wilson has made small but, it turns out, radical changes to the way many key scenes of the epic are presented — ‘radical’ in that, in 400 years of versions of the poem, no translator has made the kinds of alterations Wilson has, changes that go to truing a text that, as she says, has through translation accumulated distortions that affect the way even scholars who read Greek discuss the original. These changes seem, at each turn, to ask us to appreciate the gravity of the events that are unfolding, the human cost of differences of mind.”
Above, men are green & women orange. Academic salaries include all positions.
From The Scientist (Nov 2017): “As part of this year’s Life Science Salary Survey, more than 2,500 life science professionals from around the world answered our questions about their job status, compensation, feelings of job satisfaction and security, the inclusion of women and minorities in their workplace, and more. The survey results are in, and highlight some intriguing trends in workplace culture and income across sector, specialty, rank, and gender.” See the full article & graphics here.