Women are more likely to start a research career now than they were 20 years ago, reveals a longitudinal study of the publishing records of millions of researchers around the world. But they are less likely to continue their academic careers than are their male contemporaries, and in general publish fewer papers.

Women -- especially women of color -- and graduate students and postdocs are more likely to think they don’t belong in fields perceived to value genius over training, study says.

A higher percentage of women geoscientists reduced their work hours due to caregiving and domestic responsibilities than did men, with nearly one-third of female academic faculty and 16% of female non-academic geoscientists reporting a reduction in work hours.

Committees chaired by women or underrepresented-minority faculty members attract more diverse applicants, one study found.

Faculty Work & Life During the Pandemic

She changes astronomy forever. He won the Nobel Prize for it. In 1967, Jocelyn Bell Burnell made an astounding discovery.
But as a young woman in science, her role was overlooked.

It’s critical, for the next 10 years, to have the impact of this pandemic documented. Somebody who’s a postdoc now, or a graduate student now — people will forget. “You know, this cohort just isn’t as productive.”

This free report from the Chronicle of Higher Education shows how four different institutions are making racial equity a priority.

In 2003 a National Bureau of Economic Research study found that résumés with white-sounding names got 50 percent more callbacks than did résumés with Black-sounding names. With that in mind, Yale University’s department of molecular biophysics and biochemistry is anonymizing part of its faculty-application process. That means no names of candidates, institutions, journals, or labs on applications. 

Leveraging, Checking, and Structuring Faculty Discretion to Advance Full Participation

Discretion and faculty exercise of judgment in discretionary spaces are pervasive and essential to full participation. Through everyday engagement with policies, practices, and routines, faculty are in an ideal position to see and address equity issues. In this article, KerryAnn O'Meara examines strategies inside and outside higher education to leverage, check, and structure faculty judgment and discretion to advance full participation.

Male scholars are assessed more highly by journal editors if it is revealed they work at a top-ranked university, but the same bias does not materialize for female scholars, study finds.

In our post-Covid personnel landscape, one-size-fits-all tenure and promotion policies are destined to fall short.

Working spaces and cultures in the geosciences need to change in order to attract, safeguard and retain people with disabilities.

Joya Misra, Ethel L. Mickey and Dessie Clark outline four concrete steps that institutional leaders can take to create equitable systems for supporting faculty members.

For junior investigators starting their independent careers, the challenges of the Coronavirus Disease 2019 (COVID-19) pandemic extend beyond lost time and are career threatening. Without intervention, academic science could lose a generation of talent.

Jia Zheng and Jalah Townsend share some key strategies to help higher education institutions retain faculty who are Black, Indigenous and women of color.

Academic parents and caregivers find efficiency a necessity, writes Rebekah Layton, who offers tips for how to manage your time and energy.

Faculty workload inequities have important consequences for faculty diversity and inclusion. On average, women faculty spend more time engaging in service, teaching, and mentoring, while men, on average, spend more time on research, with women of color facing particularly high workload burdens. A follow-up report offers solutions such as systemic teaching and service assignments, transparency and introducing credits for faculty.

New data highlight minorities and women in science, along with one particularly understudied group: scientists with disabilities.

They must remove the major roadblocks such academics face, writes Chavella T. Pittman, who provides some key recommendations for doing so.