The Challenges Of Female Career Professionals In Academia – Jennifer Harmon PhD

Have you ever considered the challenges faced by female professionals in academia? In this episode of the Obehi Podcast, Associate Professor Jennifer Harmon explores this important topic.

Want to learn more about storytelling? Start by downloading the first chapter of The Storytelling Mastery.

Dr. Harmon is a Mixed Methods Researcher and Research Project Manager based in Laramie, Wyoming, USA. She is also an expert in Survey and Interview Evaluation, as well as a Consumer Behavior Scientist.

No matter where you are, it’s important to recognize that women in academia deserve better treatment than they often receive in many institutions. This isn’t about offering favors, but rather acknowledging the merit and invaluable contributions they consistently make to the academic world.

In the following, I will highlight two publications, alongside Professor Jennifer Harmon’s insights, to illustrate why this issue deserves your attention and consideration.

Female Professionals In The UK

The article “Academic Women and the Challenges They Face“ by the British Federation of Women Graduates (BFWG) highlights ongoing gender disparities in academia despite legislative progress and initiatives such as Athena Swan and Aurora.

Although gender issues have been addressed through equal treatment laws, entrenched biases—both conscious and unconscious—continue to affect women’s career progression.

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These biases are especially prevalent among senior male decision-makers in UK universities. While women now fill 45% of academic posts, they are still underrepresented in higher-ranking roles like professorships, where 78% of positions are held by men.

The article points to systemic challenges such as a lack of leadership training for women, insufficient mentoring, and unconscious bias that hinder their advancement. Despite societal acceptance of gender equality, women still struggle with job insecurity, high work demands, and discrimination in hiring, publishing, and promotion opportunities.

The article also examines the findings of a BFWG research project based on interviews with 61 women from various academic disciplines and career stages. These women shared their personal experiences of bias, career obstacles, and the impact of societal expectations, such as balancing careers with childcare.

The research revealed that younger women face many of the same challenges as older women, but men, particularly those at the start of their academic careers, are increasingly encountering similar struggles.

Issues like the gender pay gap, lack of support for early career researchers, and harassment in the workplace were highlighted, with evidence of inbuilt male prejudice in research publishing.

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The study suggests that while initiatives like Athena Swan have had some positive impact, much work remains to be done to address these gender inequities, particularly in terms of securing more equal opportunities for women in higher education.

Are you in the UK, do you relate to that finding? Ok, let’s consider the US.

I recall Jennifer Harmon sharing with me during the interview how much she truly loves teaching and supporting her students. This passion for education should be seen as a model of normal, inspiring behavior that all educators can embrace.

In another publication, “Female Faculty: Challenges and Choices in the United States and Beyond” by Jennifer N. Samble, the challenges faced by female faculty in academia are examined in greater detail.

Despite an increase in the number of women entering academia over the past few decades, women remain underrepresented in tenured positions, a trend that persists despite projections for change.

Factors such as the rise in part-time, non-tenure track positions and more lucrative opportunities outside academia contribute to this stagnation. Research suggests that gender biases continue to affect women’s advancement, with traditional academic careers often being structured around male norms, creating additional barriers for women.

Furthermore, female faculty face unique challenges, such as an unequal reward system that fails to account for familial responsibilities, social isolation, undervalued research, and disproportionate representation in service activities and committee roles.

These factors can lead to “tokenism,” where women are seen as fulfilling stereotypical roles rather than being recognized for their academic achievements.

The publication also explores the specific biases female faculty encounter, including a “bias against caregiving,” which discourages women from taking advantage of family leave policies due to fears of negative consequences during the tenure process.

These institutional barriers are compounded by a persistent salary gap between male and female faculty, which has not narrowed over time, and often widens at the assistant professor level.

The publication emphasizes that despite some institutional advancements, such as family leave policies, these efforts have not been fully effective in reducing gender inequities in academia.

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Women faculty are also pressured to adopt strategies, such as returning to work early after maternity leave, to avoid negative repercussions, further underscoring the challenges they face in navigating academic careers.

Overcoming the challenges

If you are like me, you will agree that overcoming the challenges faced by female professionals in academia requires urgent attention. Now, here are three key strategies:

Mentorship and Networking:

Building strong mentorship relationships with experienced professionals can provide guidance, support, and career development advice.

Networking with peers, both within and outside of one’s field, can create a sense of community, reduce isolation, and open doors to new opportunities.

Advocacy for Work-Life Balance:

Academia often involves high demands that can disproportionately affect women, especially when balancing family responsibilities.

Institutions can support work-life balance by offering flexible work arrangements, parental leave, and childcare options. Women can also advocate for their needs and set boundaries to prioritize their well-being.

Promoting Gender Equity:

Institutions must actively work toward creating equitable opportunities for all. This includes addressing gender biases in hiring, promotion, and pay, as well as fostering inclusive environments.

Female professionals can advocate for policies that encourage diversity and work toward changing institutional practices that hinder women’s advancement.

Conclusion on The Challenges Of Female Career Professionals In Academia

In conclusion, Associate Professor Jennifer Harmon’s insights on the challenges faced by female professionals in academia shed light on the persistent barriers that continue to hinder progress toward true gender equality in higher education. That is in line with the two publications cited in this article.

From unconscious bias to the lack of mentorship and leadership training, these challenges affect not only individual women but the academic landscape as a whole. Yet, Dr. Harmon’s expertise in research and consumer behavior reminds us that change is possible—through advocacy, awareness, and systemic support.

Want to learn more about storytelling? Start by downloading the first chapter of The Storytelling Mastery.