A flurry of Twitts from Doctor Zen last week drew my attention, eventually, to a report from The Clayman Institute for Gender Research at Stanford. The direct link to the report is here [PDF] and an executive summary style Dual Career Toolkit is provided as a PPT file.
There is all kinds of interesting stuff in here, including basic demographics on prevalence (36% of the American professoriate), career attitudes (50% of men say their career is primary, only 20% of women do) and impact of dual hires (performance measures of trailing-spouse do not differ from single hire peers). With respect to the last, the authors conclude:
Thus, our data suggest that productivity levels among second hires are not significantly different from those among their peers after data are disaggregated by field, and gender and rank are accounted for. (p72)
The Executive Summary of the full report emphasizes that dual-hires are seen as both a growing reality and a thorny problem for Universities. It takes no great leap for those of us familiar with such cases to grasp that one of the biggest reasons for pushback and objections is the assertion or supposition that the trailing spouse would not deserve a hire in his or her own right. Analyses such as the above seem to be critical to this issue in my view.
I’ve written on this topic before
It was one of my more extensively commented posts (107) so I entirely endorse the idea that this is one of the thornier questions of academics at the moment.
By way of a disclaimer, I am in a dual-academic-career relationship. We have not yet had opportunity or need to press dual-hire issues, but this is always possible in the future.