WorkFam Leave Survey 2016-17 Trends and findings.

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Presentation transcript:

WorkFam Leave Survey 2016-17 Trends and findings

Background information Hosted on Survey Monkey Publicized to SMT and AMS 140 responses over 6 months (4 October 2016 - 25 April 2017) Roughly equal representation between SMT and AMS SMT………55% AMS………60%

Who responded? More women than men Female………60% Male…………39% Equal representation between tenured and untenured faculty; few students Tenured………44% Untenured………44% ABD………3%

Most common leave is parental leave.

Profile of Parental Leave (income) Stop at two?  First leave most likely to be fully paid. Second leave less paid. Comments reveal a variety of ways to work around restrictive institutional leave policies.

Profile of Parental Leave (duration) Majority take more than 12 weeks off. Greater variety of durations for first leave. Second leave duration more extreme in distribution.

Profile of Research Leave Those who take research leaves don’t stop at two.  Greater variety of durations for first leave. Second leave usually 1 or 2 semesters. Third leave much shorter.

Gender & Organizational Leave Trends Current demographics: SMT 2016 (65% male, 34% female) AMS 2017 (51% female, 49% male) More men in SMT have taken parental leave. SMT: 43% (18 males) vs. 57% female AMS: 21% (8 males) vs 79% female Gender equality in SMT for research leave, more women in AMS SMT: 5 females, 6 males AMS: 16 females, 8 males Gender equality in SMT for visiting positions, more men in AMS SMT: 4 males, 4 females AMS: 6 males, 4 females

Are we satisfied? Generally, yes. Sources of dissatisfaction: collegial/student demands, too short, threatened job security, negotiating with administrators, pay cut, fathers who use parental leave for research/writing, limited options for non-tenure-trackers.

Why we don’t take leave Parental leave different from research leave/visiting position. Parental leave: income loss, own career advancement. Research leave/visiting position: relocation, family, children.