Why your advocacy is so important.

So awesome to see you!! Congratulations on your grant, excited to see the amazing work you are doing/will do!!

Terrifying.

7/ But we should not forget: attrition rates are limited – they can’t say if the reasons that women and men leave a faculty position are gendered. Women & men may leave at similar rates, but for different reasons! To know, we need to ask faculty directly why 🤔

6/ But gendered attrition is not distributed uniformly, which is perhaps why smaller-scale studies can be confusing. We find larger gendered rates among: - tenured faculty (esp full profs) - faculty in non-STEM domains - faculty at lower-prestige institutions

5/ Far from disappearing after tenure, gendered attrition is actually largest among tenured faculty, especially among full professors. Here, we’re showing odds ratios between women and men faculty, adjusting for career age, employer prestige, and PhD training.

4/ First, at every career age, we find that women are more likely to leave than men 👉 gender parity at hiring won’t persist. These empirical rates imply a hypothetical 50-50 cohort would fall to 40% women over 35 yrs — both hiring and retention are critical for achieving parity.

3/ We answer such questions at scale, with 1) census-level U.S. faculty employment data [ht @aarcresearch] to estimate “all-cause” gendered attrition rates across career ages & fields, and 2) large-scale multi-field survey data to elucidate the gendered reasons that faculty leave

2/ Women faculty often leave academia at higher rates than men. But most data is on 1) early career faculty, 2) in STEM fields, 3) at elite universities. How do the rates and the reasons for gendered attrition vary systematically over a career? across fields? or with prestige?

This is so awesome! Can't wait to see it all.