Report on the University of
California Work and Family Survey
Developing New Initiatives for a
Family Friendly Package
Tenure Track Faculty New
Appointments Actual & Projected
General Campus Recruitment
700
Actual
Projected
600
Hires Per Year
500
400
300
200
100
1985-86
1990-91
1995-96
2000-01
2005-06
Source: UCOP, “Long Range Planning Presentation,” before the Board of Regents, September 2002
Source: UCOP, “Long Range Planning Presentation,” before the Board of Regents, September 2002
Mary Ann Mason, Angelica Stacy, and Marc Goulden, June 9, 2004
2010-11
Women As a Percentage of Doctoral and Professional
Degree Recipients in the US, 1966-2000
Doctorate
Professional
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1966 1969 1972 1975 1978 1981 1984 1987 1990 1993 1996 1999
Source: National Center for Education Statistics, "IPEDS Completions Survey," taken from WebCaspar (IPEDS includes Doctorate Records File Data).
University of California, Berkeley
(2002)
Full-Time Ladder-Rank Faculty at the University of
California in 2003, by Gender and Campus
Women
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
987 1015 669 1266 412
Men
159
707
92
572
216
286
165
334
366
231
395
131
191
UCB
UCD
UCI
UCLA
UCR
UCSD UCSF UCSB UCSC
Source: University of California Office of the President, Biennial Higher Education Staff Information (EE0-6) Reports.
Leaks in the Pipeline to Tenure*
PhD
Receipt
Entering a Tenure
Achieving
Track Position
Tenure
Women PhDs
Water Level
Women PhDs
Water Level
Married Women, Married Women,
Child under 6 No Child under 6
Women
*Results are based on Survival Analysis of the Survey of Doctorate Recipients (a national biennial
longitudinal data set funded by the National Science Foundation and others, 1979 to 1995). The analysis
takes into account disciplinary, age, ethnicity, PhD calendar year, time-to-PhD degree, and National
Research Council academic reputation rankings of PhD program effects. For each event (PhD to TT job
procurement, or TT job to Tenure), data is limited to a maximum of 16 years. The waterline is an artistic
rendering of the statistical effects of family and gender. Note: The use of NSF Data does not imply the
endorsement of research methods or conclusions contained in this report.
Leaks in the Pipeline: PhD to Tenure Track Position
Married Women, Child under 6
Married Men, Child under 6
Married Women, No Child under 6
Single Women, No Child under 6
Expected Probability of Entering a Ten. Track Job
16%
For each year after the PhD, Married Men
with Children under 6 are 50% more
likely to enter a tenure track position
than are Married Women with Children
under 6
14%
12%
10%
8%
6%
4%
2%
0%
PhD
Year
1
2
3
4
5
6
7
Years out from PhD Receipt
Source: Survey of Doctorate Recipients, Sciences and Humanities, 1981 to 1995.
Note: The use of NSF data does not imply NSF endorsement of research methods or conclusions contained in this report.
Leaks in the Pipeline: Tenure Track to Tenure
Women
Men
Expected Probability of Achieving Tenure
30%
25%
20%
15%
10%
For each year after securing a
tenure track position, Men are 20%
more likely to achieve tenure than
are Women
5%
0%
1
2
3
4
5
6
7
8
9
10
Years out from Tenure Track Start Date
Source: Survey of Doctorate Recipients, Sciences and Humanities, 1981 to 1995.
Note: The use of NSF data does not imply NSF endorsement of research methods or conclusions contained in this report.
The Pool Problem at UC Berkeley: Ladder Rank Faculty
Actual UCB Applicants
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Potential UCB Applicant Pool*
70%
30%
60%
40%
Women
Men
*Data prepared by Angelica Stacy, Associate Vice Provost for Faculty Equity, UCB. Potential UCB
Applicant Pool is derived from NCES data on PhD degrees granted in 2000, cut to a selected group
of top-ranked graduate institutions and cut to relevant disciplinary fields for UCB.
UC Work and Family Survey: History and Response Rates
• The survey was designed to assess the effectiveness of UC’s
existing family friendly policies for ladder-rank faculty
(implemented in July 1988).* It was first conducted at UC
Berkeley, Fall 2002, and was rolled-out in Spring-Summer 2003
to the other UC universities (except UCM), with President
Atkinson serving as the first contact email signatory.
University
# of Responses
# of Surveyed Response Rate
Berkeley
743
1351
55%
Davis
820
1385
59%
Irvine
445
910
49%
Los Angeles
789
1758
45%
Riverside
367
663
55%
San Diego
472
998
47%
San Francisco
188
357
53%
Santa Barbara
374
802
47%
Santa Cruz
262
481
54%
4460
8705
51%
Total
*Some questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).
Number of Children in UCB and UCLA
Assistant Professors’ Households by Gender*
Women
Men
1 Child
15%
2+
Children
14%
No
Children
71%
N=78
1 Child
21%
No
Children
60%
2+
Children
19%
N=131
18%
Years Before Hire Date
16%
Men
Women
Hire
Date
Hire
Date
Years After Hire Date
14%
12%
10%
8%
6%
4%
2%
20
or
m
or
e
to
18
20
18
to
16
16
to
14
14
to
12
to
10
8
12
10
8
to
to
6
6
to
4
4
to
2
2
to
0
0
to
-2
-2
to
-4
to
-4
-6
-6
to
-8
to
0
-1
-8
0
-1
2
-1
2
to
-1
4
to
-1
-1
4
to
-1
-1
6
to
8
-1
-2
0
to
-1
6
0%
8
Percent of Faculty with New Biological
Babies Entering the Household
The Baby Lag for UC Women Faculty in Pursuit of Tenure
Years Before and After Assistant Professor Hire Date*
N=2340 Men
982 Women
*Year 0 represents Assistant Professor Hire Date
Biological Baby Births by Age of UC Faculty
Men
Women
Percent of Faculty with a Biological
Baby Birth
18%
16%
14%
12%
10%
8%
6%
4%
2%
0%
<20
20-22 22-24 24-26 26-28 28-30 30-32 32-34 34-36 36-38 38-40 40-42 42-44 44-46
Age of UC Faculty
N=2809 Men
1095 Women
46+
Having Fewer Children Than They Wanted:
UC Faculty, Ages 40-60, by Gender and Number of Children
Women
Men
22%
34%
No Children
Men=424, Women=205
42%
1 Child
64%
Men=239, Women=153
2 Children
13%
32%
Men=514, Women=224
3+ Children
8%
24%
Men=236, Women=50
All
20%
40%
Men=1413, Women=632
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent who indicated "Yes," "I had fewer children than I wanted"
*This question was based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).
Everybody is Very Busy (UC Faculty, ages 30-50)
Total Hours per Week
Professional
110
100
90
80
70
60
50
40
30
20
10
0
35.5
Housework
20.3
14.6
11.9
8.1
10.6
51.2
55.6
59.8
N=338
Women with
Children
701
Men with
Children
248
Women
without
Children
Caregiving
8.6
10.6
59.1
505
Men without
Children
UC Faculty Parents Experience Work-Family Conflict
Women
N=1413
"I have not brought children to work because I
worry that my colleagues would be bothered"
16%
594
28%
"I tried to time new children to
come during the summer break"
9%
1169
31%
507
27%
1696
"I missed some of my children's important
events so as not to appear uncommitted to job"
39%
643
"I came back to work sooner than I
would have liked after becoming a parent
to be taken seriously as an academic"
16%
785
Men
53%
571
"I slowed down or made
sacrifices in my career in
order to be a good
parent"
49%
1741
71%
663
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Percent Who Indicated "Yes," the Satement Accurately Described Their Past or Present Situation
("Not applicable" has been excluded and "Partially Acurate" has been grouped with "No")
*These questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).
Career Duties That Place Stress on Parenting
Women
N=1779
647
1778
658
1777
Meeting teaching obligations
12%
Attending seminars, colloquia,
or departmental and
committee meetings
27%
22%
29%
Writing and publishing
48%
Doing fieldwork or field
research away from home
27%
457
0%
Attending conferences or
giving conference papers
46%
662
1150
Career Duties
13%
22%
664
1788
Men
48%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Percent of UC Faculty Experiencing a “Great Deal” of
Stress in Parenting as a Result of Specific Career Duty
(“Not Applicable Excluded,” “Some,” “A little,” and “None” Are Grouped)
100%
Location, Location, Location (UC faculty)
“I have been unable to consider job offers outside my
current geographical location because of family reasons.”
Percent Who Indicated "Yes," the Statement
Accurately Describes My Past or Present
Situation**
Women
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
54%
53%
40%
24%
N= 427
Men
1242
Married* with
Children
28%
14%
84
81
Single with
Children
237
661
Married*, no
Children
13% 8%
108
130
Single, no
Children
*Married includes “Partnered”
** “Not Applicable” has been excluded and “No,” “Partially Accurate,” and “Not Sure” have been grouped.
Existing Family Friendly Policies for Ladder-Rank Faculty*
• Active Service-Modified Duties (ASMD) — Ladder-rank
faculty who have "substantial responsibility for the care of a
newborn child or child under age five placed for adoption or foster
care" may upon request be granted a temporary relief from duties
(normally partial or full relief from teaching for one semester).
• Tenure-Clock Stoppage — Tenure-track faculty who have
"substantial responsibility for the care of a newborn child or child
under age five placed for adoption or foster care" may request a
year stoppage of the tenure clock (capped at a total of 2 years).
• Paid Leave — Childbearing leave is granted on request to an
academic appointee, before, during, and after she gives birth to a
child. Academic Senate members on childbearing leave may
receive base pay for up to six weeks. Those who need additional
leave for medical circumstances may request it.
• Unpaid Leave — The Chancellor may also grant academic
appointees up to one year of unpaid parental leave to care for their
own child, their spouse’s child, or the child of their domestic
partner. If this unpaid leave is combined with childbearing leave,
family and medical leave or a period of Active Service-Modified
Duties, the total period may not normally exceed one year for each
birth or adoption.
*All of these family friendly policies were first instituted by UC Office of the President in July,1988.
UC Faculty Members’ Awareness of Policies
Women
Men
Percent Who Knew about the Policy
100%
90%
80%
70%
60%
50%
40%
30%
79%
78%
71%
61%
61%
45%
20%
43% 40%
29%
10%
0%
N= 1178 2967
Tenure Clock
Stoppage
1174 2960
6 Week Paid
Leave
1179
2968
Active
ServiceModified
Duties
1178
2960
23%
1167 2950
Unpaid Leave Knew about all
four?
Use of Family Friendly Policies and Sabbaticals
by UC Faculty Parents, by Gender and Rank*
Percent of Eligible Who Used the Policy
Women, Assoc. & Full Prof.
Men, Assoc. & Full Prof.
Women, Assist. Prof.
Men, Assist. Prof.
100%
90%
80%
70%
60%
50%
52%
52%52%
45%
40%
30%
30%
18%
20%
10%
8% 7%
10%
5%
8%
11%10%
3%
4% 4% 2%
1%
0%
Total N= 161 161 363 322
Active ServiceModified Duties
Paid Leave
Tenure Clock
Stoppage
Sabbatical
Unpaid Leave
*At the time of first child’s entry into household at a pre-tenure or post-tenure faculty rank, post
policy implementation (August 1, 1988 to present). The faculty member needed to be employed
at UC at time of child’s arrival into the household and the policy had to be in place.
Major Reasons Eligible UC Parents Did Not Use ASMD
Women
N=497
96
454
119
"I was not the primary
caregiver to the child"
27%
1%
20%
10%
"I did not need the time"
"I did not know about
the policy"
46%
48%
592
160
"It might have hurt my chances
for tenure or promotion"
26%
460
51%
132
0%
10%
Men
20%
30%
40%
50%
60%
70%
80%
90% 100%
Percent Citing Factor As a Major Reason for Not Using ASMD
*These questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).
Major Reasons Eligible UC Parents Did Not Use Tenure
Clock Stoppage as Assistant Professors
Women
N=189
57
"I was not the primary
caregiver to the child"
22%
0%
215
38%
65
"I did not know about the policy"
9%
191
"It would make it more
difficult to receive tenure"
21%
27%
75
196
32%
41%
"It might have hurt my career"
31%
"I did not need the time"
76
193
51%
76
0%
Men
10%
20%
30%
40%
50%
60%
70%
80%
90% 100%
Percent Citing Factor As a Major Reason for Not Using Tenure Clock Stoppage
*These questions were based on Robert Drago’s Mapping Project Survey Instrument (http://lsir.la.psu.edu/workfam/facultysurvey.htm).
Usefulness of Proposed Family Friendly Policies/Resources?
UC Faculty Parents* by Gender
Women with Children
N=1361
541
53%
A flexible
522
69%
Emergency
89%
1355
0%
Back-up Child
Care with copay by user
Readily Available Infant
82%
543
Part-Time Option with
pro-rated career timelines and parity
74%
1301
Men with Children
93%
and Child Care Slots
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent Indicating Policy or Resource Would by Very or Somewhat Useful to Them**
*Excluding UC Berkeley faculty who were not asked these questions.
**vs. Not Too Useful or Not Useful at All
Support for Proposed Family Friendly Policies/Resources?
All UC Faculty* by Gender (with and without children)
Women Men
N=2202
916
2106
877
2177
906
0%
A flexible Part-Time
84%
91%
83%
Option with pro-rated
career timelines and parity
Emergency
92%
94%
98%
Back-up Child
Care with copay by user
Readily Available Infant
and Child Care Slots
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Percent Indicating They Are Very or Somewhat Supportive of thePolicy or Resource**
*Excluding UC Berkeley faculty who were not asked these questions.
**vs. Not Too Supportive or Not Supportive at All
Recent UC Family Friendly Initiatives
• President Atkinson’s Childcare Facilities Initiative
(March 2001)
• UC Berkeley Work and Family Survey (Fall 2002)
• UC President Atkinson’s summit on Faculty and
Gender Equity (November 2002)
• President Atkinson’s proposed revisions of existing
family friendly policies (February 2003)— central
funding of modified duties and leaves and changing the
default relationship of policy use.
• Alfred P. Sloan Foundation provides UC Berkeley
research team led by Mary Ann Mason and Angelica
Stacy a two-year grant to assess existing family
friendly policies and propose new initiatives across the
UC—A Family Friendly Package for UC Ladder-Rank
Faculty
• UC-Wide Work and Family Survey with President
Atkinson serving as signatory (Summer 2003)
New Proposed Elements of a Family Friendly
Package for UC Ladder-Rank Faculty
• A flexible part-time option for ladder-rank faculty with substantial
familial caregiving responsibilities.
• A guarantee to make high quality child care and infant care slots
available to ladder-rank faculty, particularly new hires.
• An institutional commitment to assist new faculty with spousal/partner
employment and other familial-related relocation or location issues.
• Reentry postdoctoral fellowships to encourage parents who have
taken time off to return to the academy.
• Discounting of familial-related resume gaps in the hiring of faculty.
• An establishment of school-break childcare and summer camps.
• Emergency back-up child care programs.
• Marketing of the Family Friendly Package as a major recruitment tool.
• Building the necessary institutional mechanisms to assure success of
new and existing policies (e.g. “School for Chairs,” “Family Friendly
Brochures,” “New Faculty Orientation,” “Work and Family Web Sites”,
etc.)
• Result—University of California will enjoy a competitive
advantage in hiring and retaining the best and brightest
faculty in the country, particularly women faculty.