Gender in Science and Engineering Faculties: Demographic Inertia Revisited.
The under-representation of women on faculties of science and engineering is ascribed in part to demographic inertia, which is the lag between retirement of current faculty and future hires. The assumption of demographic inertia implies that, given enough time, gender parity will be achieved. We examine that assumption via a semi-Markov model to predict the future faculty, with simulations that predict the convergence demographic state. Our model shows that existing practices that produce gender gaps in recruitment, retention, and career progression preclude eventual gender parity. Further, we examine sensitivity of the convergence state to current gender gaps to show that all sources of disparity across the entire faculty career must be erased to produce parity: we cannot blame demographic inertia.
Comprehensive Equity at Ohio State, The Ohio State University, Columbus Ohio, United States of America.
Nicole R
NR
Thomas
Mathematics Department, The Ohio State University, Columbus Ohio, United States of America.
Daniel J
DJ
Poole
Comprehensive Equity at Ohio State, The Ohio State University, Columbus Ohio, United States of America.
Joan M
JM
Herbers
D002321:Career Choice; D002322:Career Mobility; D004738:Engineering; D005178:Faculty / Q000706:statistics & numerical data*; D005260:Female; D006801:Humans; D008297:Male; D008962:Models, Theoretical; D010560:Personnel Selection / Q000706:statistics & numerical data; D012586:Science; D012737:Sex Factors; D013997:Time Factors