RESUMO
Omnipresent calls for more women in university administration presume women will prioritize using resources and power to increase female representation, especially in STEM fields where women are most underrepresented. However, empirical evidence is lacking for systematic differences in female vs. male administratorsÂS attitudes. Do female administrators agree on which strategies are best, and do men see things differently? We explored United States college and university administratorsÂS opinions regarding strategies, policies, and structural changes in their organizations designed to increase women professorsÂS representation and retention in STEM fields. A comprehensive review of past research yielded a database of potentially-effective, recommended policies. A survey based on these policies was sent to provosts, deans, associate deans, and department chairs of STEM fields at 96 public and private research universities across the U.S. These administrators were asked to rate the quality and feasibility of each strategy; 474 provided data, of which 334 contained complete numerical data used in the analyses. Our data revealed that female (vs. male) administrators believed the 44 strategies were higher in quality overall-but not higher in feasibility-with 9 strategies perceived differently by women and men, after imposing conservative statistical controls. There was broad general agreement on the relative-quality rankings of the 44 strategies. Women (vs. men) gave higher quality ratings to increasing the value of teaching, service, and administrative experience in tenure/promotion decisions, increasing flexibility of federal-grant funding to accommodate mothers, conducting gender-equity research, and supporting shared tenure lines enabling work-life balance. Women (vs. men) believed it was more feasible for men to stop the tenure clock for 1 year for childrearing and for universities to support requests for shared tenure lines, but less feasible for women to chair search committees. Our national survey thus supported the belief that placing women into administration creates greater endorsement of strategies to attract and retain women in STEM, although the effectiveness of these strategies was outside the scope of this research. Topics of disagreement between women and men are potentially important focuses of future policy, because female administrators may have insights into how to retain women that male administrators do not share.
