2007 Parent Rap

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A shared enterprise: Mary Ann Mason

(walking with graduate student LoreleiMitchell and her baby) has been in aunique position as dean of the GraduateDivision to study work/life balance issuesFrom fireside chats with students to natiospeaking engagements, Mason is a tirelesadvocate for family-friendly policies.Another graduate student, Chrysanthi Leowho is completing her Ph.D. this year (insix years, along with a JD and a daughterwho will be two) says Masons work onbehalf of women in academia like me hasmade Berkeley a wonderful place, and hasbeen part of my spiel to potential admits tour graduate program. My ability to finishwas due to student family housing,

University childcare, and the NormativeTime Grant. I wish I had been able tobenefit from paid maternity leave this ia truly wonderful accomplishment.(Maternity leave for supported womengraduate students was approved by UC inFebruary.) Adds Leon: I will push forsimilar accommodations for grad studentsmy new position as an assistant professor sociology at the University of Delaware.

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By Lisa Harrington

The Parent RapA conversation with

Mary Ann Mason on why babies matter

Mason has been pursuing the answer for some time. Aprofessor in law and social welfare in the Graduate School of Social Welfare, she publishes and lectures nationally on childand family law matters; the history of the American familyand of childhood; and public policy issues related to work andfamily, child custody, childrens rights, and stepfamilies.Among her publications are a major work on work/familyissues, The Equality Trap, and two major works on childcustody, From Fathers Property to Childrens Rights: A Historyof Child Custody in America and The Custody Wars: WhyChildren are Losing the Legal Battles and What We Can Doabout It.

For the past several years, Mason has been leading amajor study on family formation issues called Do BabiesMatter? that has captured the attention of universities aroundthe world and received wide coverage in the media. Storieshave appeared in the Wall Street Journal, Science magazine,Newsweek, the Boston Globe, the Chronicle of Higher Education,

Academe, Change, and on CNN, to name a few. Marc Goulden,co-author of the study, has a Ph.D. in social history and abackground in life-course analysis and is a full-time academicresearcher with UC Berkeley. The press has been very impor-tant to us, says Mason. Our UC family-friendly policies have

Early babies, tenure babies, or no babies at all is there a good time to have a baby in academe?While the question seems so straightforward, says Mary Ann Mason, dean of the Graduate

Division, there is no easy answer.gotten a lot of national attention, and other universities have feltencouraged to follow suit. So it has been enormously importantin spreading the ideas across the country.

In 2005, the presidents of nine research universities(Cal Tech, Harvard, MIT, Princeton, Stanford, Berkeley,Michigan, Pennsylvania, and Yale) issued a joint statement ongender equity in higher education that said, in part: Our goalas research universities is to create conditions in which allfaculty are capable of the highest level of academic achieve-ment. Continuing to develop academic personnel policies,institutional resources, and a culture that support familycommitments is therefore essential for maximizing theproductivity of our faculty.

Last fall, the National Academy of Sciences published amajor report, Beyond Bias and Barriers: Fulfilling thePotential of Women in Academic Science and Engineering(http://newton.nap.edu/catalog/11741.html#orgs) that citedthe Berkeley study and called for an end to gender bias inacademic institutions.

Institutional change is typically slow, but change isexactly what is happening, says Mason. Change that willimprove many work environments. We spoke with her thisspring about her ongoing research.

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Q: Your study Do Babies Matter? has been referred to as the gold standard forresearch on how children impact an academic career. How did the project begin?A: When I became dean in 2000, it was the first time that women outnumberedmen among new graduate students at Berkeley. Fifty-one percent of the studentsin the entering class were women who had come to pursue doctoral studies orprofessional degrees in law, public health, social welfare, and other fields. It wasan historic moment. But having dealt with family issues over the years in myresearch on gender equity, I knew that this was good news but not necessarilythe moment of victory for women. So the Do Babies Matter? project began as away to forecast the effect of family formation on the lifelong careers of thesewomen, and Marc and I knew exactly which data could be used to do this.

Q: Which was?A: The Survey of Doctorate Recipients, a longitudinal employment database onPh.D. recipients that the National Science Foundation sponsored along with theNational Endowment for the Humanities and the National Institute of Health.The SDR was an incredibly rich source of data. It followed more than 160,000Ph.D. recipients from 1973 to 1999 so we could actually pinpoint the exacteffect of family formation. Because it was such powerful data, it allowed us toshow the campus and the UC system, and ultimately the nation, how womenPh.D.s got stuck in the academic pipeline and where they dropped out

primarily between getting the Ph.D. and taking the first job. There was a hugeleak out of the pipeline there.

Q: Because of babies?A: That was the major reason, family formation. Overall, only 55 percent of women with early babies babies born any time up to 5 years post-Ph.D. became tenured professors. By comparison, 78 percent of men with early babiesgot tenure. Women dropped out of the track not because they were denied tenure but because of family issues and wanting to have babies, to start their families.Its a terrible loss of talent.

Q: Whats been done so far to keep women in the academic pipeline?A: Were offering stronger family-friendly initiatives. Thats what we proposed,

which was the beginning of the UC Faculty Family Friendly Edge, a UC-wideprogram for ladder-rank faculty. As a result of the Do Babies Matter? researchand our survey of UC faculty, we received funding from the Sloan Foundationto implement flexible career policies at UC, expanding the family-friendlypolicies that have been in place since 1988. Though UC has been relativelyprogressive in this area, the policies, we found, have been underused by faculty.

Q: Did your survey of faculty reveal why?A: Yes, several reasons. One was that the policies were not well known. Therealso was confusion about eligibility. So communication was a problem. Al-though UC offered an active-service, modified-duties policy, faculty memberswho knew about it were reluctant to take advantage because of departmental

climate and fear of retribution if they requested it. To make these policies moreeffective, we needed to shift the culture and restructure the University work-place so that the policies became entitlements.

Q: How did the UC faculty survey response compare to the SDR data? Whatwere the major findings?A: In the first project, we used the SDR data to look at how family formationaffects academic men and women. In the second project, the survey of UCfaculty, we turned the evidence on its head and asked how career affects familyformation what happens to both men and women who put academic success,securing an assistant professor job, before parenthood. And here we saw aneven bigger gap between the outcomes of men and women what we call the

Changing society: Strong interests in equity andsocietal issues are what drive Marc Goulden andMary Ann Mason, research partners onDo BabiesMatter? a path-breaking study of academic careersand family issues. Says Goulden, Ive lived the gradschool experience and have seen people come in with

a great sense of purpose and wanting to contributeand then, for various reasons, get pushed off to themargins. They knew the anecdotes, explainsGoulden, but their data on Ph.D.s, faculty, and gradstudents now shows the need for family accommoda-tion policies compellingly. The struggle to balancecareer and family while the tenure clock is tickingaffects peoples dreams, says Goulden. Highlytalented men and women who have trained for yearsand years look into the future and ask, If I pursue thispath, how can I have a family? This can also affectthe health of an institution. Administrators arebeginning to see that the younger generation wants abetter work-family balance. I think one of the reasonsour research has received so much attention is thatthese policies are truly low in cost and high in yield.

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baby gap. Our survey showed that beingmarried with children was a formula for successfor men, but the opposite was true for women.

We learned that 70 percent of tenured maleprofessors, compared to only 44 percent of tenured female professors, were married withchildren. And only one in three women whopostponed motherhood to take a fast-trackuniversity job ever had children.

Q: How did academic women without childrendo?A: Having no babies at all was the dominantsuccess mode for women. Among tenuredprofessors, we found a much larger percentageof single women without children. There was ahigher divorce rate, too, among women facultyat the top tier. So we saw a dramatic shift infamily demographics not only do womenwith children drop out of the academy, butthose who continue on are far less likely to havechildren or to be married. This presents adouble standard in terms of gender and equality.

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Q: What kind of support do academic families need?A: A flexible part-time option for tenured and tenure-track faculty, betterchild-care options, relocation assistance, re-entry postdoctoral fellowships,and measures to discount resume gaps in hiring faculty. These are some of the things weve proposed.

Q: You recently added graduate students to the mix, in the third part of the Do Babies Matter? project. What kinds of questions did you ask themand what was their response?

A: Since graduate students are the first part of the academic pipeline, wewanted to find out what their attitudes are about balancing their professionalgoals with their personal lives at Berkeley. So last fall, we surveyed 4,201students who were in the second year of their doctoral program or beyond, andaround 50 percent of them responded. Almost 12 percent of the respon-dents have children. Their response told us how extremely busy all gradu-ate students are. We learned that most would not consider starting a familywhile pursuing the Ph.D. Women doctoral students, more than men, haveexperienced a chilly climate when they have chosen to have children. Sowere focusing on that and working on ways to encourage them, becauseactually its probably a good time to have children. Theres more flexibilityand support, in some ways, as a graduate student than when youre an

assistant professor. Also, graduate students are getting older, on average. Bythe time they earn their Ph.D., theyre 34 or 35 years old.

Q: One of the questions youre asked most often is whether there is anoptimal time to have children. Is there a best time?A: No, it really depends on ones circumstances. But what were trying to dois to study the problems and identify the kinds of support needed at every stageof an academic career so women and men will have more options.

Q: Overall, is combining career and family significantly easier for men inacademia?A: Yes. Across the board, men can have children at any time and still beconsidered serious in their research. Women in academia who do the same are

considered less serious, because women have a very significant second shift ascaregivers. In our survey of graduate students, the men with children reportthat they are doing a considerable amount of child care too, so its not entirely awomens issue. What this really means is that graduate student parents needfamily-friendly benefits as much as faculty. We have to have support forfamilies every step of the way.

Q: What kinds of support does Berkeley offer?A: The campus just approved paid maternity leave, which is a huge stepforward. Beginning next fall, women doctoral students who hold fellow-ships or academic appointments as Graduate Student Instructors andGraduate Student Researchers will be eligible for six weeks of paid leave.

We also provide a graduate student parent policy for stopping the clock extending academic milestones, preliminary exams, qualifying exams,normative time.

Q: What about child care?A: Child care is a major issue as well, and weve increased the number of spaces in campus child care somewhat and would like to do more. Parentsalso need ways to connect with each other, so weve established a wonder-ful online network for faculty and student parents called UC Families.Campus housing for families has improved, and to help with expenses weoffer a graduate student parent grant. So we are doing quite a lot for graduatestudent parents at Berkeley.

Q: In a recent interview, you said, Encourage-ment is 99 percent of the game. Individualdifferences between genders are far less importantthan social encouragement. Is your researchhaving an impact on University culture andproviding more encouragement for women?A: Yes, I think so. I think one of the ways to

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RESEARCH NOTE

The leading edge: Angelica Stacy (pictured), associate viceprovost for faculty equity, and Mary Ann Mason, dean of theGraduate Division, were co-principal investigators of the 2003 Sloangrant of $420,000, which helped support an intense internal review

of UC policies to help facultybalance caregiving responsibili-ties with their careers. The UCFaculty Family Friendly Edgebecame an initative for tenure-track faculty at all 10 UCcampuses and its 5 medicalcenters. UC policies for facultyparents now include child-bearing leave, parental leave,active-service modified duties,part-time work to accommodatefamily responsibilities, stoppingthe tenure clock, and personnel-review procedures. The policychanges position UC well for the

approaching hiring boom, as aging faculty prepare to retire in largenumbers and campuses prepare to replace those teachers and expandthe ranks over the next decade, says Stacy. Last fall UC was one offive universities (Duke, Lehigh, Florida, and Washington were theothers) selected for the Sloan Foundation ACE Award, which included$250,000 for each institution to implement flexible family-friendlypolicies. Flexible career paths can meet the needs of an increasingdiverse faculty and advance institutional goals, such as improvedrecruitment and retention and maintaining academic competitivenessin a global market, says Kathleen Christensen, program director forWorkplace, Workforce, and Working Families at The Alfred P. SloanFoundation. The winning institutions demonstrated the ability toaccelerate existing programs, quickly implement creative new ap-proaches and model best practices in faculty career management.

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encourage women is to share success stories and strategies,because there are success stories out there too. We need to sharethem with all graduate students, but especially women. A majorreason why graduate women change their career goals duringgraduate school is the perception that balancing an academic careerwith family is impossible. In our latest survey, we see roughly 50percent of both men and women at the beginning of their doctoralprograms wanting to become professors at research universities. Butas they move further along in their graduate career, the number forwomen drops to 31 percent. So in graduate school were alreadyseeing this bifurcation based on family issues, where women arethinking of dropping out and do. Its such a huge waste of trainedminds. Were losing the best and brightest if we give up on them.

Q: Are larger numbers postponing childbirth until later in theircareers?A: Well, in our study of UC faculty, this is the case. Most womenin the study had their children between age 38 and 40. Theywaited until they got tenure. That seemed to work quite well forsome, but others regretted not being able to have as many childrenas they wanted. The risk of the tenure baby is that a womans

fertility rate drops.Q: What are reports from Berkeley Ph.D.s now entering theacademic job market?A: Ive heard some good stories lately. For instance, one of ourgraduate students who had a child during graduate school waspregnant again when she went on the job market. When youreinterviewing, theres always the question of whether to say youre aparent or plan to become a parent, but when youre pregnant its hardto ignore. So she just went in and said she was looking for a univer-sity with family-friendly policies, and the University of Illinois hiredher and gave her the first semester off. So that was a good story.

Q: Then family-accommodation policies will help in recruitingfuture faculty.A: We think they will be extremely important, as the next genera-tion of scholars, both men and women, seek a healthier work/lifebalance. I was having lunch at the Faculty Club recently and satnext to a young man who had just come to campus as an assistantprofessor with his wife both were hired, he and his wife. Andhe said, We came here because you have family-friendly policiesand were thinking of having a baby. That was so nice to hear. Soit does pay off, the idea that the university becomes more com-petitive when graduate students and new faculty can pick a placethats better for those kinds of policies. Its going to have a nationaleffect and will be extremely important to UC as larger numbers of faculty retire and we compete with other institutions for theworlds top scholars.

Q: Youve written openly about your own journey throughacademia in your books on gender and equality. Were you agraduate student parent?A: Yes. I had my son Tom at the very end of graduate school, andback then it was, dont ask, dont tell. I had begun graduateschool back East, but by that time I was living on the West Coastand was married I had followed my husband out here and waspart of a dual-career couple. But it was hard to get a job as a new

Ph.D. in history in the 70s, so I went to law school. Then I hadto drop out of practicing law after I went through a divorce,because, as a single mother, I didnt have a support system. So Ihad my difficulties. I was one of the people who reallydropped out of the track, but unlike most I got a second chance

and came back ten years later. It happened because I wrote abook, The Equality Trap, which got attention. I also remarriedand had another child, my daughter Eve. I tell my story in theintroduction to my new book. My story is part of the reasonthat Im so interested in this work.

Q: You are the first woman to serve as graduate dean atBerkeley. Why havent we seen more women in top admin-istration positions?A: There are very few. I was the only woman dean at Berkeleyfor several years. Part of the reason that there havent been morewomen at the top is because theres a kind of lock-step progres-sion in academia in which youre supposed to take on certainadministrative duties at certain times become departmentchair and so on. And many women are raising children andcant take on those kinds of service jobs until later, so theyget out of the regular track. One of the ways you can obviatethat is to jump. You take people who are very good andpromising and dont require them to go up through every stageto get to the higher level, because theyre ready for it now. Theymay not have been able to participate in their 40s, but in their50s theyre able to do quite a lot.

Q: Does your new book, Mothers on the Fast Track, includeyour research on women in academia?

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All in the family: A picture says a thousandwords...in January, cameras flashed as Nancy Pelosi,66, gently cradled her baby grandson while shemade history as the first woman elected Speaker ofthe House of Representatives. When she stepped tothe podium to accept the gavel, she invited all of thechildren attending the swearing-in ceremony to joinher there. Surrounded by boys and girls of all ages,Speaker Pelosi declared, We have cracked the marble ceiling. Forour daughters and granddaughters, she said The sky is the limit. In

March another historic moment occurred as historian Drew GilpinFaust, 59, a mother of two, was selected to lead the countrys oldestcampus. I would have bet big money that wed have a femalepresident of the United States before we had a female president ofHarvard University, quippedBoston Globe columnist EllenGoodman. Yet four out of eight Ivy League schools now have womenin charge (Harvard, Penn, Princeton, and Brown). Women who walkthe corridors of power like them no longer hide their family ties. Norshould they, says Mary Ann Mason (above, right). Co-author of anew book, Mothers on the Fast Track: How a New Generation CanBalance Family and Career (Oxford University Press), she shares herpersonal path in academia and the stories of other ambitious womenwho began careers in medicine, law, business, and media in the1970s and 80s. Mason wrote the book with her daughter, EveMason Ekman (above, left), who received a Masters in SocialWelfare from Berkeley in 2005. (An aspiring journalist, Ekman

foundedEthsix,an award-winning publication focused on graduateresearch in the schools of journalism and social welfare.) Their book,Mothers on the Fast Track,published this spring is a roadmap forwomen just beginning their professional careers; mothers wanting toreenter the job market after a baby-break; and older women seekinga second chance at a top tier career. I know that womensexperiences of the last decades have not dramatically simplified thechoices for the future, says Mason. Ive watched many a class ofexcellent women struggle to find their own waywithout clear modelsfor how to have a career and family. The book is a guide for men, aswell, she explains, Transformative structural changes in the workplaceto accommodate family must work for them as well, or they will fail.Men must also have the opportunity to become full participants in theraising of their children.

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Something to talk aboutThe following links will take you to news and articles about the

Do Babies Matter? study.Do Babies Matter? The Effect of family formation on the lifelongcareers of academic men and women ( Academe NovDec 2002) :http://www.grad.berkeley.edu/deans/mason/Babies%20Matter1.pdf

Do Babies Matter? Closing the Baby Gap ( AcademeNovDec 2004) :http://ucfamilyedge.berkeley.edu/babies%20matterII.pdf

UC Faculty Family Friendly Edge:http://ucfamilyedge.berkeley.edu

Mary Ann Mason Online:http://www.grad.berkeley.edu/deans/mason/index.shtml

A: Its based on it, but its not exclusively about academia. We trace the career paths of women lawyers, doctors, andwomen in the corporate world, and in media. What wevefound is that the patterns are all very much the same.

Women start out toe-to-toe with men, but during the make-or-break years, between ages 30 and 40, women are facedwith difficult choiceswhether to have children at all and, if so, how to fit it in with their career. For women, the timingis terrible their biological clock is on a collision coursewith their career. Because of this many women settle for thesecond tier. So we also follow what happens to women who,for family reasons, decide to go into the second tier. In

medicine, the second tier can be pretty comfortable with a part-timepractice, being well-paid, and having good status. In academia, whenwomen choose to go into the second tier as part-time lecturers thegypsy scholars theyre pretty much labeled and may never get atenured faculty position on that track. And until recently in manyplaces, those positions included very little in benefits or securityand no participatory rights in the university. So that becomes avery frustrating track.

Q: Is the second tier growing?A: Yes. The second tier is growing. For example, more than50 percent of undergraduate college classes are taught bypart-time instructors. In law, women drop out at twice therate of men, so only 16 percent are partners even thoughwomen make up a substantial part of law classes. In themedia world, many women freelance a copy editor, forinstance, may work from home because she has children. Sotheres this huge army of part-timers and freelancers. In thecorporate world, theres the middle management plateau

where many women stop. Our book focuses on the make-or-breakyears how we can make that period better for families. The

number of hours we work has been ratcheted up, and is especiallydifficult for parents with young children, because early childhoodis very intensive.

Q: Would you say the outlook is improving?A: There are signs that it is. There are other universities like us,who take it seriously. Administrators acknowledge that the cultureis changing and pretty quickly. Its not just a womens issue.

When we surveyed the UC campuses, the men faculty, in fact themajority of them, said they wanted a part-time tenure track aswell. So Im very hopeful we can transform the workplace so thatits a more positive place for both women and men.

Q: Your daughter Eve wrote your latest book with you. How haveyou talked about these issues with her?A: Well the best way to talk with Eve was to have her do theinterviews for the book. She heard so many different stories andsaw how the workplace structure has been set up to defeat moth-ers. But she believes the next generation, hers, will be morecommitted to sharing the child care than mine was. Shes veryconfident about that, that her generation can make it happen.

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A major reason why top faculty recruitsdecide to accept or turn down job offershas to do with family responsibilitiesand perceptions of where they will beable to achieve a work/life balance.

To explore these issues further, UC Faculty

were asked to complete a Work and FamilySurvey in 20022003. More than 4,400tenure-track faculty responded, providingcritical insights into the struggle academicsface when trying to manage research andteaching with caregiving responsibilities. In thesurvey, in fact, women faculty reported thatthey were working over 100 hours per week.Many respondents argued for a flexible part-time option. Said one, I believe that it isessential that faculty can maintain tenuredtrack appointments but be allowed to be par ttime for periods of their career, especially with

young infants or with problem teenagers or

elderly ill parents/spouses. The presentpolicies are antiquated.The faculty survey and its results are Part II

of Do Babies Matter?, a national study byMary Ann Mason and Marc Goulden. The UCFaculty Family Friendly Edge initiative,designed to develop and implement acomprehensive package of innovative work-family policies and programs for ladder rankfaculty in the UC system, is an outgrowth oftheir pathbreaking research. The UC FacultyFamily Friendly Edge, supported by a$420,000 grant from the Alfred P. SloanFoundation, is led by Mason and Angelica

Stacy, Associate Vice Provost for FacultyEquity. Other members of the research groupinclude Goulden, Carol Hoffman, Manager,Work/Life, and Karie Frasch, Senior ResearchAnalyst, all from UC Berkeley.

Since 1988, UC has supported facultyparents with:

Active-service modified duties or ASMD (relief from teaching duties for asemester or quarter) Tenure clock extension for assistantprofessors with substantial responsibility fora newborn or newly placed child under 5 Paid maternity leave for birth

mothers (typically six weeks) Unpaid parental leave (up to one

year)In its 2005 report, the UC Faculty Family

Friendly Edge team made the followingrecommendations to strengthen and improveexisting policies:

Make clear that ASMD and tenureclock extension are entitlements. Develop and disseminate a facultyrecruitment brochure emphasizingUCs family friendly policies, resources,and benefits.

The UC Faculty Family Friendly Edge Provide comprehensive family friendlypolicyinformational packages forchairs, deans, and others, and aninformational session duringannualchair orientations. Encourage policy use and a UC familyfriendly culture through the development ofa UC wide listserv/website for facultyand others to share their UC work/lifeexperiences and insights,family friendlyscheduling of meetings and seminars forfaculty, and campus work/familyadvisory committees, work/lifemanagers, and faculty equityofficers.In 2005, the project produced the UC

Families newsletter and website. A resourcefor faculty, staff, and students who arebalancing academic goals or careers withfamily life, the newsletter provides a valuablenetwork. Its subscribers can post questions orengage in discussions with other UC parents.Visit the UC Families website (http://parents.berkeley.edu/ucfamilies) for details.

Last fall, the team received an ACE Awardfrom the Sloan Foundation that provided$250,000 for the Berkeley and Daviscampuses to expand programs supportingcareer flexibility for tenured and tenure-trackfaculty. The award came at a fortuitous time,just one week after the National Academy ofSciences (NAS) released a report on thebarriers faced by women in academic scienceand engineering. Chancellor Robert Birgeneauand Alice Agogino, professor of mechanicalengineering, were members of the panel thatauthored the NAS report.

This spring, UC mounted a systemwideeducational campaign to assure that its facultyare aware of the policies and that they areused equitably. Its not enough for theseprogressive steps to be on the books, saysMason. These policies have to be firmlyembedded into the workplace culture to beeffective.

In March, an online toolkit called Creatinga Family Friendly Department, was launched.Intended for use by deans and chairs at all of

the UC campuses, the toolkit is a 23-pagedownloadable PDF that includes familyaccommodation policies and laws, caseexamples, faculty quotes, charts and timelinesfor family leave, and family-friendly resourcesand programs.

Additional UC Faculty Family Friendly Edgeintitiatives include:

Offer a flexiblepart-time option fortenure-track faculty with caregivingresponsibilities Provide a relocation counselor fornew faculty recruits and their families, andto assist with spousal employment issues.

Increase the availability of high qualityuniversity-sponsored infant andchild care. Create a university-sponsoreemer-gency back-up childcare system. Encourage fraculty hiring committees todiscount caregiving resume gaps inorder to assist PhDs in their efforts to retuto academia after a family-related stop-ou Provide adoption benefits andtuition reimbursement for faculty andtheir family members; cover a portion ofchildcare expenses related to travel throuexisting facultytravel grants ; andprovide an elder/adult dependentcare counselor at each campus.To keep up with the latest developments,

visit the projects website (http://ucfamilyedgberkeley.edu), and check back often. Lisa Harrington

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2007 Parent Rap