Winning Strategies for Dual Career Graduate and Postdoc

Partner Status of U. S. Academic Workforce

Released August 2008 To download a copy, visit the Clayman Institute for Gender Research’s

Three key reasons for universities to take a new look at couple hiring: Excellence

Partner Status of Underrepresented Minorities

Men and Women have Different Partnering Patterns

Policy or No Policy? Arguments for written policies: Arguments against written policies: • Creates

Who brokers the deal? Two basic models: 1. Requests follow usual chain of command

Advice for Dual-Career Academic Couples • • Quality Investigate Institution Tell as early as

Advice for Dual-Career Academic Couples • Use your networks – Your faculty member –

For further information: 1. Download our Report: http: //www. stanford. edu/group/gender/Rese arch. Programs/Dual. Career.

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Winning Strategies for Dual Career Graduate and Postdoc Students (Academic Couples) Andrea Rees Davies, Ph. D. Director, Programs and Research The Clayman Institute for Gender Research http: //gender. stanford. edu

Partner Status of U. S. Academic Workforce

Dual Hiring is on the Increase

Released August 2008 To download a copy, visit the Clayman Institute for Gender Research’s website at: http: //www. stanford. edu/group/gender/Publications/index. html

Three key reasons for universities to take a new look at couple hiring: Excellence Diversity Quality of Life

Academic Couples, by Hire Type

Partner Status of Same-Sex Couples

Partner Status of Underrepresented Minorities

Men and Women have Different Partnering Patterns

University Policies

Policy or No Policy? Arguments for written policies: Arguments against written policies: • Creates competitive edge— institutional speed and agility • Decreases institutional flexibility • Facilitates clear communication among key players across the university • Ensures equitable treatment of all clients • Encroaches on departmental autonomy • Waives open searches and jeopardizes open competition

When to raise the partner issue?

Who brokers the deal? Two basic models: 1. Requests follow usual chain of command flowing up from department chair through dean’s office, vice provost or provost A. B. Departmental Chair takes lead Vice Provost for Diversity takes lead 2. Requests go to “central dual-hire broker, ” a special assistant to the provost

Advice for Dual-Career Academic Couples • • Quality Investigate Institution Tell as early as possible Know what you want

Advice for Dual-Career Academic Couples • Use your networks – Your faculty member – Your current institution • Career Development Center • Faculty alums – HERC - Higher Education Recruitment Consortium • http: //www. hercjobs. org

For further information: 1. Download our Report: http: //www. stanford. edu/group/gender/Rese arch. Programs/Dual. Career. Fi nal. pdf 2. Enter our Dual-Career Portal http: //www. stanford. edu/group/gender/Rese arch. Programs/Dual. Career/index. html