Tenure in a Chilly Climate Source: PS: Political Science and Politics , Mar., 1999, Vol. 32, No. 1 (Mar., 1999), pp. 9199 Published by: American Political Science Association Stable URL: https://www.jstor.org/stable/420756 JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at https://about.jstor.org/terms
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Tenure in a Chilly Climate Anonymous and Anonymous*
Intional this article we discuss the emoand structural dimensions of
tutions, within the discipline, and
elsewhere.3 Yet, advisers seldom discuss what it feels like to go seeking tenure in a chilly climate1 through a difficult tenure case and and describe and analyze the devaluation and hostility junior women how to cope. Sometimes, even adfaculty experience working in that vice that recognizes the gendered climate. We write as two women nature of the process leaves its re-
process in any department,5 is that
the faculty member develops a pro-
found sense of shame-she comes to believe that she deserves to be
treated badly. It must be her fault.
She thinks: "If only I had published
more, gotten better teaching rewho have been through difficult tencipient with the impression that suc- views, voted differently, had more ure cases (one of us succeeded, one cess is solely within her control if colleagues over for dinner, not worn
of us did not). Happily, we both only she could learn the magic for- jeans, used more makeup. . . ." Almula. However good the advice, andthough it means ultimately blaming as tenured faculty. We have both well meaning the adviser, following oneself for everything, this construct experienced the profession and ourthe advice will not guarantee success has the effect of leaving intact the own tenure processes as profoundlyin all situations, no matter how perception of control. Identifying the "careless" behavior of victims much the junior faculty woman gendered. Despite the obsessing about tenure that threatens to conhopes that if she is just a good girl, leaves observers feeling different and a good scholar, and a good teacher, therefore immune-psychologically sume so many conversations among
have moved on to other institutions
junior faculty, both of us knew veryall will be well. One of the most difdistancing themselves from their little about what it was like to live ficult tasks of the junior faculty own vulnerability. Denial of tenure member, which is compounded forcarries an enormous stigma: the asthrough a difficult tenure case. We have been struck by how submerged the feminist woman professor, is sistant professor's closest colleagues the stories are. We have known col-
objectively assessing the situation. think her work is inadequate and no leagues for years before learning Some people whose work is excel- longer want to continue to work lent and who are having no difficulty that they were denied tenure at their with her. Why would anyone want to first job. We have heard snippets will of agonize about whether they are broadcast such a personal and proliked, or whether the subject matterfessional rejection? To do so only stories about earlier Department of Labor complaints or lawsuits filedor topic of their work will damn serves to diminish one's reputation. against our own departments but them. Others who publish little, orMany people refuse to see themselves as victims of discrimination whose work is not strong, will refuse have rarely heard complete acto hear advice and warnings and precisely because "victim" is such a counts. We relay parts of our stories because sharing them with each focus instead on the unreasonabledegraded status (Bumiller 1987). other has helped us to understandness of publication expectations, the The time has come to break the our own situations and move on, prejudice of senior colleagues silence and address questions of clitalking with others who had been against them, and their impossible mate rather than focusing only on through the experience while we teaching and service loads.4 Some- questions of discrimination in hiring times, however, doing everything were going through it was uniquely and promotion (Baker and Meyer required is simply not enough. Even helpful, and, frankly, we would have 1993; The Chilly Climate Collective liked to have read others' stories at good departments may occasionally 1995; Hall and Sandler 1986; Hesli the time.2 The similarities between do things to create a chilly climate. and Burrell 1995). Silence about a our two stories and others we have With all this in mind, we offer our poor workplace environment reinthoughts to those people who are forces the mistaken belief that all is learned of suggest that our cases are experiencing hostility and devalua- well in the postfeminist era and not merely idiosyncratic. We also wish to supplement the tion, as well as those who want to equal employment opportunity efwritten advice to assistant professorshelp create a positive climate for forts are unnecessary or that things everyone. on the tenure process (Becker 1986; are steadily getting better.6 Our stoBoice 1992; Leap 1995; Limbert ries about previous workplaces and 1995; Toth 1997; Whicker, Kronentenure battles are also part of the Shame as Silencing feld, and Strickland 1993; Wufrle story of how gender and gender op1993). We both benefited from the One of the worst effects of being pression are reproduced in daily life advice and support we received from in a hostile department, or perhaps (Kenney 1996a; Schultz 1998). men and women at our home instijust going through a difficult tenure We think some of our experiences
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are likely to be common to women
independent, productive scholar is
and men of color. Subfield, institu-
particularly problematic for women counts of rape, domestic violence,
tion, personality, and other factors
and men of color because stereo-
have also shaped our experience.
types run rampant when there aretion, or merely because students see them as role models and want to very few members of a stereotyped
While we criticize our former work-
students will seek them out with ac-
sexual harassment, and discrimina-
places and the profession as a
group in the workplace (Fiske 1993). spend time with them.11 Junior women might also teach in areas In our experience, those stereotypes of could not still be in the professionfor women are based on images with heavy undergraduate demand had we not found generous col- compliant, white, straight women;(Kolodny 1993, 19-22). If the junior women of color face more conleagues, both within and outside our woman acquiesces in departmental particular universifounding double demands for service and teaching, ties, and at our binds (Greene senior colleagues might really beBoth men and women 1997; Russell present ones. Both lieve they like her; they might wonmen and women in der why more professional women 1997).10? in the profession have are not like her. However, when it the profession Compliant behavior would incomes time to make decisions about have encouraged encouraged and supand supported us clude doing the these same senior faculty ar ported us over the service requested, tenure, over the years. It is as likely to find, sadly, that she is precisely because years. It is precisely while not doing so just not "professional" enough. much that it Women understood to be feminine we have enjoyed because we have encollegiality despite makes writing im- cannot be professional, virtually by methodological possible. That fine definition. Going along with dejoyed collegiality deand substantive line is difficult to mands from senior colleagues might spite methodological differences that we walk. In many seem a good idea, but feminine bewant to criticize its departments, ashavior by women is seldom profesand substantive differtoo frequent sistant professors sionally rewarded. are volunteered ences that we want to Conversely, a competing stereoabsence.7 for service. They type of women in professional setcriticize its too fredo not always tings is that they are very "profesThe Double know what assignquent absence. sional": they publish, they speak up, Bind ments to avoid and they do not seem to be espeand often find One of the most cially nurturing. These women seem characteristic and ubiquitous fea- themselves, for instance, participat- to be masculine, somehow, and do ing in hiring, only to find that whennot satisfy senior colleagues' expectures of the world as experienced by tations of what a woman should be. they take their new responsibility oppressed people is the double seriously they have offended senior Again, regardless of research bind-situations in which options colleagues by taking up the cause of records or actual behavior, departare reduced to a very few and all of a potential hire other faculty dislike. ments may deny these women tenthem expose one to penalty, cenJunior faculty can also be volunure because they are "difficult" and sure, or deprivation (Frye 1983, 2).s teered for thankless tasks destined no one would want to have them as For example, it might seem to be simple common sense not to speak to keep them from following or de- colleagues. Closely related to the veloping research plans. Refusing double bind, then, is the double up concerning divisive issues in the whole, we want to note that we
department, which can range from hiring to placement of the coffee
service out of a concern that it
standard. The same behavior that
might lead to nothing but trouble is earns men the label of "star" or
"dedicated scholar" earns women a dodgy proposition. Colleagues can machine. At the same time, as femieasily remember refusals of service, the label of "bitch" (Chamallas nists, we do not believe that our jobs 1990; Disch and Kane 1996, 281making it easier to perceive that asare worth having at any price, or sistant professor as "difficult." 82).12 that power is to be hoarded to exSenior colleagues often see In our experience, few people pend only at some future day. In want to think of themselves as hoswomen as feminine-sweet, complifact, for anyone likely to be denied ant, and nurturing-and, consetile to women13 and have a variety tenure, the only chance to speak upquently, may not hesitate to burden of strategies to exonerate themfor what she cares about may be aswomen faculty with excessive serviceselves. They find a "good girl," one a junior person.9 Remaining silent assignments of the kind that aca- they like, and a "bad girl," one they carries other risks. A quiet person demics do not value and associate do not. Who gets assigned which has no presence that can shape se- with nurturing children-such as role may have little to do with how nior faculty's image of who she is. director of undergraduate studies the women actually behave. Sorting Mousy women cannot present them(Toth 1997, 98-99). Women might women in this way permits senior selves as powerful, dynamic scholars also have high demands for student faculty to reassure themselves that capable of leading their disciplines. advising, whether or not the departthey do not actually dislike women, Cultivating the image of a strong, ment requires this, because women just the one "bad" woman. The oc-
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cupants of the good girl role may change, as people need a different stick (so to speak) to beat the bad girl. But the girls will generally be
judged as a separate species of colleague. Departments may hire women assistant professors and deny each one tenure in sequence. Pigeonholing the new hires allows a department to individualize the problem, leaving no pattern to be discovered except that the women hired have all turned out to be, regrettably, not tenurable.
Even following the advice to find
more dangerous and difficultthan to chatting. Such reticence is a counteract. To begin with, it is of a trouble, not indifference. sign sign that no amount of success or more easily recognizable Other, reeducation will ever permit the signs of hostility that we experienced, woman junior faculty member to and that tenure candidates earn approval. Further, it indicates a cannot overcome through profesclimate where she cannot flourish.
they can take too seriously the idea The first sign that if they do their job well theyble is silence-no will get tenure or
a mentor can create a double bind,
easily move else-
as mentoring may be interpreted differently for men and women. Women working with men mentors
where. Women
may be perceived as having a sexual relationship (Chamallas 1994). When men write with others, it can
sionalism, are summarized below.
Assistant professors are not always 1. When I arrived to begin my good at recognizing devaluation and job, two colleagues refused to shake hostility as real problems becausemy outstretched hand. This affront
junior faculty
was a sign that they not only of trouvoted against hiring me but had no hosintention of ex-
tile comments, justtending a me common courtesy.
reluctance to speak 2.to "Get back in your hole." Early the junior colleague.
should see personal hostility as a
in my career, I de-
red flag no matter
cided to make a
how successful and "safe" they conscious beeffort to join in hallway banter after men friends told me lieve themselves to be. We agree collaboration. When women are with Dalton's advice: "Never underone of my problems was that senior joint authors, they may be characterestimate the danger you are in" people did not have a sense of who ized as coasting on the work of othI was. After I attempted to join one (1988, 7). Thinking one can overers, be they graduate students or come it with publications, good casual conversation, a senior colsenior scholars (Fisher et al. 1998,teaching evaluations, and, that last league ordered me back into my office with the comment above.14 846-47). Furthermore, aligning oneditch effort of no hope, service to self with a senior scholar in a dethe department or the university is3.a "Your publications are fine, partment often means acquiring his mistake. Thinking one can overcome your teaching is fine, there is just enemies and political disabilities it by simply being American-stylesomething that emanates from your door." This comment came from a (Limbert 1995). friendly may also be delusional. If Individuals need to take responsisenior colleague at the beginning of hostility cannot be overcome, take be taken as evidence of desirable
bility for their choices and the amount of service they do, but de-
my tenure review. How does one seriously its costs. Even with tenure
change one's "emanations?" and supportive friendships, a hostile partments and institutions also needenvironment takes its toll. 4. Other faculty members' wives to encourage junior scholars' develbegan to shun me at social gatherAssistant professors may tell opment and to integrate them into ings, even though I had no previous themselves that, in these tight budthe profession (Bateson 1989). What quarrels with them. Just when I had get times when a department is not if, rather than evaluating individual persuaded myself that two-career women as successes or failures, we guaranteed a replacement, a depart-couples do not have dinner parties ment would not dare deny tenure to in the 1990s, and that I was not evaluated individual departments? someone who has a plausible case. What if those concerned with the really being ostracized even though I status of women in the profession They might also think that depart- had not been invited to lunch with ments would not vote against, nor colleagues, let alone to their homes, looked beyond hiring records and university administrators turn down, numbers and examined whether dein six years, the ABD who had been partments created an environment a high-profile woman with a strong in the department three months research record. They would be where women could flourish? showed up at the holiday party and wrong. Some political science de- knew the names of and was recogpartments seem prepared to pay anynized by the chair and host's animals
Examples of Hostility
price to have their way.
and children.
The first sign of trouble is
5. "We need a big data gangsilence-no hostile comments, just a bang." This was a colleague's way reluctance to speak to the junior We would like to offer from our saying that "more research is colleague. An assistant professorneeded." can experiences a handful of examples Political science departeasily think that because she does of hostility and devaluation. Devaluments are very male and senior p not have hostile encounters in the ation may be overcome or somewhat litical scientists in many departmen that department members must are very likely to be almost exclumitigated through aggressivehalls selfpromotion and educating well-intenthink she is acceptable and that ev- sively men (Sarkees and McGlen tioned allies over time. Hostility is just doing their job rather eryone is 1992, 48). One result of this male
and Devaluation
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dominance is that what is considered
Descriptions of Political Science Ph.D. Programs Sought The Pew Charitable Trusts have awarded a $515,000 grant to the Center for Instructional Development and Research and the Graduate School at the University of Washington to develop an extensive nationwide inventory of initiatives to reform doctoral education. The "Reenvisionin9 the Ph.D." project intends to include any projects in political science that call for modification in the requirements to obtain a Ph.D., and also pro-
grams designed to change the way doctoral students are prepared to become college and university professors. Jody D. Nyquist, director of
the Center and assistant dean, and her research team are reviewing the literature on the subject of doctoral education and interviewing representatives of industries, businesses, and government agencies that hire
doctoral graduates, as well as individuals in key educational institutions and organizations. Nyquist has already met with Sheilah Mann, the
American Political Science Association's Director of Educational and
acceptable in terms of the metaphors one can use may more closely resemble the high school boy's locker room than what one might
expect at institutions of higher
learning. Even if the jokes and met aphors are not deliberate tests of the new woman (as they often are: Is she going to be [that word again
"difficult"?), they cast her as outside the group and emphasize her differ ence (Kanter 1977, 222). They reveal (intentionally or unintentionally) how the speaker thinks-what he thinks about who belongs, about the role of women, and about the
discipline. Men often report fearing "touchy" or "oversensitive" women because such women "misunder-
stand" the true intention of the
speaker. Men cannot then express
Professional Affairs, discuss changes taking place in the training of doc- themselves freely. Their speech is
toral students.
censored. Our experience suggests that such "gaffes" are not always a To ensure that political science Ph.D. programs are represented in the failure to match speech with thought data and in the discussions, political scientists are encouraged to contact but, on the contrary, reveal what the the researchers at re-envision@cidr.washington.edu with responses to speaker really thinks. the following questions: I recall accompanying a senior * Have the requirements of the Ph.D. changed in your departments, or colleague to the airport to pick up a are changes anticipated? visiting speaker. The two had not * Have you or your colleagues produced materials, praise, or criticism met, and had not yet settled on related to the Ph.D.? sports or computer talk in order to * Are there examples of current and promising practices or programs bond. Instead, they both shared the that political science departments have implemented? (clearly oft-repeated and taken for granted as shared) joke: "You know Although it is widely considered the best in the world, American graduate education has come under attack in recent years from critics you are getting older when you feel demanding a profound rethinking of its traditional emphases and prac- like hitting on your students' mothtices. One major complaint is that the traditional doctorate is too exclu- ers instead of your students." Then sively concerned with scholarly research. This narrow focus leaves studentsthey looked at me and fell silent. I inadequately prepared for the other responsibilities of faculty life and was told of another colleague who unprepared for the growing percentage of job opportunities in business, told a graduate class he was glad there were no women in the class industry, and government. because their absence freed him to Ellen Wert, an officer for Pew's Education Program, said that this tell sexist jokes. One colleague grant is linked to a number of initiatives the Trusts are currently funding. Increasing concerns nationally about the quality of undergraduate edu- showed me around his house in cation have intensified the demand for such reform in the area of grad- what I thought was a pleasant
uate education. Wert points out that although reshaping the academicenough experience. When we came
profession requires intervention at many points in the faculty career, a back outside, he turned to my huscritical point of intervention is at the beginning of the faculty training. band and said, "I had your wife in
my bedroom." Such comments comAn advisory committee composed of 8 to 10 people respresenting the
many segments of society who care about the Ph.D. will meet once next municate that women do not belong in a political science departmentspring and again next fall to review the progress of the research and or that they have a purpose other contribute to it. This group will also commission papers describing
promising ideas and avenues to pursue based on the information col- than doing political science. Such
lected and analyzed. The culmination of the project is a conference with comments are also oblique threats: a wide representation of interested persons to be held at the University "You are not safe with me; I can of Washington in the spring of 2000. Further information can be found take you at any time; and I can say whatever I like about you, even to online at http://depts.washington.edu/envision/ or by calling
(206) 543-6588.
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your husband." 6. "Is your work really political
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'science'?" We both found our diffi-
culties to be the result of a complex mixture of hostility to women scholars, feminist scholarship,'5 comparative work, nonquantitative work, and work in the subfield of public law.
At a time when many scholars and administrators are promoting and
Faculty Salaries Up, But Not on Par with Early 1970s
praising interdisciplinary work, many According to a recent study published by the National Center for Education Statistics, the average salary for post-secondary faculty members has political scientists are fiercely polic-
ing the boundaries of the discipline. increased-relative to inflation-since the mid-1980s. Recent salary inHostile departments define the disci- creases, however, failed to make up for the losses experienced in the pline narrowly. There is, apparently, 1970s. The average salaries of full, associate, and assistant professors remained below some essence of political those in 1970. science that senior people The chart bein a department can recogAverage Salary of Full-Time Instructional low-featured in nize and junior scholars the American Faculty, In Consant 1996 Dollars, can only hope to capture. Council of EduCrossing the boundaries of 1970-95 cation newsletter, some disciplines, like ecoHigher Education nomics, is rewarded but $80,000 1 7i and National crossing into others, like $70,905 $58,952 Affairs-illuslaw, history, or anthropol$70,000 $6535 n 1984-85 trates this pheogy, is punished. nomenon. 7. "You are proof the For the salary $60,000 $53 552 $44.418 system works." A senior trend among poand influential colleague litical science fac$ 0,000 $44,t27 $36,591 $40,391 offered this assessment after the dean recommended
ulty at ditferent
$40,000
ranks, see the annual APSA
that I be tenured. This
comment, unlike the others, is not malevolently
directed at an individual. It
does, however, seek to disable one who has seen all
the ways in which the sys-
$30,000
publication, APSA Survey of Political
$20,000
Science Depart-
ments. APSA has
been collecting these data since
$10,000
tem does not work for her
so
from drawing broader con-
clusions about patterns.'6 One's survival, or triumph in a difficult fight that most
male colleagues did not
have to endure can be in-
terpreted by some as evidence that the system can right itself; for others, the
Professor Associate Assistant Professor Professor
1971. The report
for the 1997-98
academic year is now available.
Source: ACE Fact Sheet on Higher Education, December For information1997. Inform
contained in this fact sheet is from the National Center for Education contact the APSA Statistics report, Faculty Salaries, Tenure, and Fringe Benefits, and from Integrated Postsecondary Education Data System surveys on faculty sala publications office tenure, and fringe benfits. at (202) 483-
2512.
patterns revealed show the system itself to be rotten. When I
reported the above comment to a friend, she characterized it as akin to asking the innocent prisoner who
was strapped in the electric chair and received a last-minute reprieve whether he did indeed agree that our criminal justice system is fair.
What Students Expect to Major i
What are college freshman planning to major in? good option. In the recently released Freshman Su Education Research Institute, 2% of the total res litical science as their major of choice. This figur of women and 1.8% of men who noted their majo As a whole, social science majors accounted for 8. spondents, with only psychology, at 4.1%, rankin ence.
The survey, now in its thirty-third year, is intended to
Standards
at how the attitudes and aspirations of college freshm over time. This year's report is based on the responses
Standards for tenure are notori-
ously unclear. This vagueness takes
dents at 469 two- and four-year institutions.
many forms. Which journals
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"count?" Just as I had an article ac-
there could not have been any Knowing that this time is "difficult" or that one is "under stress" cepted into what some regarded discrimination. as Taken together, these forms ofdoes not prepare one psychologically the fourth top political science jour-
hostility are indications not that a for the marathon. If one is in a denal, I was told for the first time (six months before my tenure review) junior scholar should "tough it out," partment where senior people speak but that she should seriously con-to junior people, it is considered bad that I had to publish in one of the sider the possibility that winning aptaste to actually refer to the tenure top three journals to be promoted. review in social encounters. When proval may be outside of her conCourts most often defer to depart-
mental assessments unless there is
trol. Both of us wish we had moved
the associate dean or a tenure com-
mittee member would call on a Satstrong evidence of intentional dis- on earlier. Still, getting another job is not easy and relocating partners urday morning and my heart would crimination and/or severe procedural and children is difficult. Moreover,stop beating, certain that some moirregularities (Leap 1995). We found no happy, trouble-free, nonsexist mentous news was coming, I tried to the vagueness less troubling than the
calm as the caller asked for paradise exists. And, why should remain the glaring inconsistency with which inan address or a ride to the basketvictim pay the price of moving from dividuals and departments applied a hostile environment? Should she ball game. In situations like this, the standards (Kolodny 1993, 22). not stay and fight for her rights, and testiness as one tries to regularize The double standard reemerges. A for those other women who will folone's heartbeat is not appreciated junior faculty man's coauthored low her? Moving may be an individand may constitute further evidence work (with his adviser or not) is eviual solution, but it does not resolve that one is hysterical, neurotic, wordence of the high value the senior the systemic problem. Even if the ried, and, therefore, undeserving of scholar places on the junior scholar's value of being in a particular locapromotion. contribution; a woman's coauthored tion is worth enduring exclusion, article constitutes evidence she cannot work independently. For one lower pay, fewer benefits, having her
students punished and other stuperson, placement in a particular dents openly discouraged from journal is conclusive evidence of exworking with her, we both think that cellence, for another, placement in even the strongest and most selfthe same journal is meaningless besufficient scholar can be stifled by cause the topic or the work is disbeing surrounded by those who do liked by the reader. not value her (Mathews 1992). Now Departments usually request evalthat we have colleagues who listen uations from outside reviewers. Dewhen we speak at meetings, who see partments can read external letters us as accomplished scholars and using different presumptions. Dergood teachers, and who value our
rick Bell has written what he calls
the "rules of racial standing"-that is, rules people in authority invoke when determining whose opinion counts (Bell 1993, 109-26). We believe that there are corollary rules for counting or discounting opinions concerning academic job performance for women, particularly feminists. Women's positive reviews of
our work counted for little because
service, we know what a huge differ-
Surviving
How does one get through it?'7
We both had a tenacious commit-
ment to reading feminist detective
novels. Violent escapist fantasies are therapeutic. Terminator 2 is a great movie, and Linda Hamilton is a
great role model. (My mystery book group, however, recommended that I not have a series of "how to"
books for mystery writers lying around during the most stressful
ence being valued makes to both
parts of the process. Books on poisons, knives, and guns would not encourage the maintenance of a positive mental attitude.) Perhaps Marathons even more therapeutic than the vioThe length of time the tenure lence were the cowboy-like narraprocess takes in a contested case is of lone heroines fighting for tives inhumane. A department maysurvival ask a in a hostile world, and, most candidate to prepare her file, includimportantly, emerging triumphant ing a statement of research and (Sterett 1994). teaching, in the late spring of herPeople who themselves had been
our spirits and our productivity.
women, of course, celebrate and support each other (that nurturing fifth year so that the administration through a difficult tenure process thing again) regardless of the qualitymay reach its decision in the spring called us and had long, helpful conof our work (Committee on the Sta- of the sixth year. If the case is versations. One friend, who had succontus of Women 1992, 550; Dalton tested-that is, if the candidate obcessfully sued his institution, relayed 1988, 7). On the other hand, womenjects to getting fired-each step of the symptomology of fighting a tenwho were willing to dismiss our ure case-reminiscent of the cancer the process can be a cliffhanger. work, no matter whether their sub- Meanwhile, the candidate is exwarning signs people used to affix to stantive specialties were related, en-pected to carry on as if nothing is their medicine cabinets. As I was joyed what Bell has called "enhappening. If the department tries walking down the street questioning hanced standing" (Bell 1993, 114). to fire her at the mid-career review, my own worth, a Darth Vader-like In the same vein, the presence of the whole thing can take years or voice spoke the words of my friend: one or more women on the faculty more, turning stomach aches to ul"You will be plagued with selfvoting on tenure is supposed to be cers. And if she gets a two-year exdoubt." I thought to myself, "Oh, clear and convincing evidence that tension, the process starts again. now I am being plagued with self-
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doubt," and moved on. He also
helpfully pointed out that the best
revenge is to live a good life. Friends and colleagues from other universities expressed concern and support. When my department turned me down for tenure, my
partner bought two pounds of
tended the interminable hearings working in hostile environments to and meetings I knew were coming. dismiss their own feelings and expeOne of my closest friends took me riences. Second, recounting stories shopping for a set of china, which
has a chilling effect on younger
she generously purchased for me at women entering the profession. It is the very time the departmental decounterproductive to share details liberations on my tenure case were about the chilly climate if doing so occurring. While they were debating has the effect of deterring women
my fate, we were debating the merits of dinnerware patterns. bottle of rather good red wine. They
M&Ms (peanut and plain) and a
from joining the profession at all.19
were lined up for my choosing on the dining room table when I came
can we identify common structural
home from teaching my evening class immediately after receiving the decision.
We think only by speaking out
features of the chilly climate. Despite experiencing both devaluation
Conclusion One mistake we often make when
and hostility, we still believe the
academy can be a good place to
trying to understand oppression iswork and that it is worth struggling
Both of us found that doing somefocusing on the big incidents (and to improve the treatment and status there are far too many of them) of women within our discipline. Not academics was also very helpful. I rather than analyzing the seemingly all departments and institutions are played with small children at a battrivial pattern of daily experience. the same. To the extent possible, job tered women's shelter once a week; Ostracism and segregation of women candidates should shop around. New they liked it and I needed it. CleanPh.D.s should talk to women who in hostile departments, and the proing your utensil drawer is also good. fession more generally, is main- have left a department before ac"Retail therapy" worked well for tained through thousands of small cepting a position. They should not both of us. While all the time knowdiscount their own emotional life; interactions as much as official poliing that our problems could not be cies prohibiting women from particiand never assume that how people respond to them is within their consolved by excessive consumerism, pating (Schultz 1998).18 There are binge eating, or drinking, we nonetrol. Success, at least in the short two dangers in dwelling on the optheless felt compelled to repeatedly pressiveness of daily interactions. run, may have to be measured by test these propositions. Once I knew First, in isolation, they seem petty; increased consciousness and sophisI was getting turned down during my the complainer seems thin-skinned, tication of analysis, which itself may mid-career review, I bought some hypersensitive, and, well, like a combe a precondition of survival (Bell special earrings to wear as I atplainer. This fear often leads women 1993, 125). thing that had nothing to do with
Notes * Although we are both quite prepared to gendered nature of the academic workplace: 6. Hesli and Burrell (1995, 106, 110) found be identified as the individuals making these Caplan (1994) for advice to departments, that the numbers of Ph.D.s granted to women on the Status of Women in the remarks, we write anonymously becauseCommittee we in the Midwest are declining after reaching a had many supportive male colleagues at our Profession (1992), Kenney (1996b), Lucas high in the mid-1980s, and that men and previous institutions and we do not want the (1990a), Ruddick and Daniels (1977), and women differ considerably as to whether they behavior we describe attributed to them. Toth (1997). In addition, Annis Pratt coordibelieve the climate in their departments to be nates the National Women's Studies AssociaAlso, we would like the discussion to be chilly. Brintnall (1992, 108) quantified the about the general phenomenon of the chilly tion's Academic Discrimination Taskforce greater attrition rates of women and minoriclimate. We do not want the discussion to and publishes advice columns in Concerns ties and in graduate school and later in profesdevolve into finger pointing and he said/sheNWSAction. sional careers. Sarkees and McGlen (1992) said about specific incidents. We also want to 4. My experience was that no one wanted demonstrated that political science lags conthank the many people who read and crito hear that I thought many of my colleagues siderably behind other disciplines in the pertiqued this article. would vote against me no matter what I did. centage of women faculty, despite record 1. Not every department fosters a chilly They would say something to the effect of, numbers of women obtaining Ph.D.s in politiclimate. Some exemplary departments have "Stop being a ninny. Your book is out, you cal science. formal mentoring processes for junior faculty. have a second project, you are a superb 7. A topic for another essay is why the Others work very hard to be scrupulously fair, teacher, nothing can happen." They particu- good guys (and sometimes we include ourand create an environment where everyone, larly did not want to hear me complain about selves here) are so tolerant and let the bad including women and feminists, can thrive. everyday slights, the hostile environment, and guys get away with acting badly. One rethe department's prior history of discrimina-viewer, a leading sociologist of small group 2. Sheila McIntrye (1995, 211-21) has written a powerful statement explaining why tion, about which I was beginning to learn. behavior who herself experienced a difficult women owe it to themselves to speak the 5. We do recognize that the department is tenure case, offered the following observation: truth about their experiences as part of a probut one participant in the tenure process. Al"A hostile environment can be and usually is cess of reawakening the self that has been though one may be "saved" by a dean or a created by just a few offending senior faculty. deadened by the experience of exclusion. provost, having her department vote againstBut this is sufficient to poison the atmosphere 3. In addition to the sources mentioned in tenure, or the chair recommend against her,in the department because the hostile behavthe text, we recommend the following sources can be a devastating experience for the candiior is specific, interactional, and intermittent. filled with helpful advice that recognizes thedate, even if she ultimately wins tenure. Other faculty, even the good guys, rarely ac-
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11. Women professors who defy their stubonding conversation. Since they could no dents' gendered presumptions that they will bring themselves to ask, she did not tell. and because of general norms among senior always be giving and nurturing are harshly 15. Affiliating with women's studies, or faculty to allow each other substantial behavcriticized in evaluations (Andersen and Miller even doing research on women, is usually su ioral leeway. But when the negative behavior 1997; Statham, Richardson, and Cook 1991). ficient to get scholarship ejected from the is not actually resisted, it leaves standing a 12. For an excellent example of how identiegory of political science. Women's studies negative evaluation association with the cal behaviors in men and women are evaluand political science are often perceived as woman that subtly influences people's viewated of differently, see Josefowitz (1983, 60). two separate entities rather than intersecti what others think of her, which can affect Also see Hopkins (1996) for a discussion ofWork can be one or the other, not both, sets. their own evaluations of her, despite theirPrice Waterhouse v. Hopkins, 490 U.S. 228 and if you do work on women and politics, best intentions." (1989). Ann Hopkins was denied partnership the women part trumps the politics part (Du8. While we do experience the double bind, at Price Waterhouse because, in part, her colquette 1996; Kelly, Williams, and Fisher 1994; we want to acknowledge our own privileged leagues deemed her to be insufficientlyKenney 1995, 51-57). position. We are by no means the most opfeminine. See Martin (1980) for a discussion 16. Feldthusen called this "the right not to pressed. Some of the patterns we identify of the feminine/professional dichotomy in poknow." He wrote: "Men tend more than licing. hold for other disadvantaged groups in the profession and wider society, others do not. women to see events as isolated, individual 13. The conceptual problem of perceiving episodes, and are reluctant to see patterns of 9. Toth (1997, 143-44) argued for strategic tually take action against the hostile behavior
because of its embeddedness in interaction
discrimination as affective (hating women)
behaviour explicable on the basis of sex. B silence; for fighting battles after tenure. We than cognitive (seeing women as rather less this exercise of the right not to know, men agree that assistant professors should be stravaluable than men) permeates contemporary distance themselves from the conduct of their tegic, should tolerate a certain amount of unjudicial approaches to discrimination (Krieger brothers" (1995, 286). pleasantness rather than angrily confront ev1995). Defining discrimination as the intenery slight or affront, and should seek to get 17. Linda Lucas (1990b) has great advice of tional acts of bigots eclipses the more subtle along with their colleagues. Yet, while both of what others can do to be supportive. ways women and the work they do is devalus might counsel keeping your head down to 18. Schultz described how judges deny the ued. See Schultz (1998) for a broader discusothers, we find the injunction that one stay cumulative effect of patterns of hostile behavsion of devaluation in the context of sexual
silent on the issues one cares most about for
ior in hostile workplace sexual harassment harassment and Dalton (1988, 7) on conservasix years unbearable (Fogelman 1993; Stonetives and unconscious discrimination. claims. They examine each incident in isola-
1993).
tion, and then deny that any alone rises to 14. Mariah Burton Nelson, in her book The the level of actionable harm, a process One of the many helpful readers of this Stronger Women Get, the More Men Love essay also pointed out that generic adviceFootball Schultz labeled "disaggregation" (1998, 17 (1994, 121) recounts how male bondfails to take into account the vast diversity 29). According to Schultz, gender harassing talk excludes women, even when women among political science departments, renderment--the way women's competencies are ing such advice less helpful. Departments
are better equipped then men to participate
room, see Man Ling Lee (1997) and Monture-Okanee (1995).
experiences of oppression' and know it to had been at the game under discussion, she was not allowed to participate in their such." male-
repeatedly challenged and their contributio eager to share their enthusiasm for have different expectations for service,and teachdevalued in the workplace-should be cons sports. Nelson recounts how she and another ing, and scholarship as well as different culered The as, if not more, harmful than the way man boarded a shuttle bus at the airport. tures and styles of governance. In a departwomen are often treated as objects of sex mental culture that values collective decision man began chatting to the driver (a stranger, but another man) about an important desire game, (1762-69). making, a failure to participate and an undue One reviewer wrote: "As for your con inquiring who won. Nelson tried to enter19. the deference to one's seniors may lead others to about it being too pessimistic-I thin game." conclude that the new faculty member does conversation, saying "I was just at thatcern Neither man could bring himself to ask the her greater effect will be that women will not belong. relieved to learn that others (of considera who won. Although she was a professional 10. For a discussion of the chilly climate merit) athlete, was knowledgeable about sports, and,have faced the 'seemingly trivial da for women of color professors in the class-
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