I wonder if we could have a scorecard with Bingo squares or points for the times we hear and see things like the following, either stated or implied:
- "He should still get the award, because his personal life has no bearing on the tremendous contribution he has made to scholarship. Aesthetics and the life of the mind is important; what happened to that grad student was beside the point. Besides, that incident was years ago."
- Woman faculty member is interrupted and talked over.
- Woman makes a point, and it's ignored; man makes the same point two minutes later, and it's brilliant.
- "It wasn't such a big deal. She should get over it."
- Faculty of color asked to be on a zillion committees or outreach projects and then criticized for producing less scholarship.
- "He's going to retire soon, anyway. There's no point in pursuing it."
- "That's just how he acts; the bullying and yelling isn't about you personally. Stay out of his way and you'll be fine."
- "This whole process will be a lot easier if we just give Professor Y what he wants in terms of this time slot/this course assignment/this committee assignment/this candidate for admission. Otherwise, he'll pitch a fit and make our lives miserable. Professor X won't complain about teaching at 8 a.m. and 4:00 p.m. MWF, so let's give that schedule to her."
- "If he leaves the department, he'll take that big grant/that journal/that prestigious reputation to another university. He brings prestige, so we can't make waves."
- "[Women faculty] should be in their offices more, in case students need to talk to them; they need the emotional support. As for me, I'm not going to the meeting. I have writing to do."
5 comments:
OMG #8.
Although I do know a few female faculty who fit that bill, too.
All so true.
N.B. I was just asked to take over the service responsibilities of 2 men who have refused. They would take the percentage out of my research percentage. I am not joking.
It wasn't put to me in these terms, there is deniability, but it is what it comes down to. (I am going to say I will *consider* this if it comes with a promotion, and a course release instead of research time reduction, but honestly I think it is a Title IX issue... we'll see)
heu mihi--I do, too. That particular brand of entitlement is an equal (gender) opportunity employer.
My chair asked me once why I wanted to have the particular administrative office(s) that I have held. My answer was "Justice." That sounds grandiose, but what I meant was that I was sick and tired of watching the person who could be the biggest pain in the keyster get the biggest perks just because they could unleash a nuclear level of unpleasant behavior if their wishes weren't heeded. As an administrator, I can see to it that they get the same treatment as everyone else, because I don't give a @#$$ what they think of me and don't scare easily.
profacero--say no! (Unless, of course, the opportunity allows you to mete out justice :).
11. "Oh, yeah, I know that's one of our required individual goals, but I don't like it, so I'm just not going to do it," followed by no consequences whatsoever. Corollary: "That category of documentation listed in the online filesharing space isn't in the official document governing promotion, so I'm just not going to do it." :/
Re No 3: Apparently, there is a term for that --- hepeating!
I know it happens to me a lot in faculty and various committee meetings -- I say something, if I manage to finish my thought without interruption I get ignored, and then a male colleague says the exact same thing and all of a sudden it's gold.
https://www.bustle.com/p/what-does-hepeated-mean-this-term-might-be-the-new-mansplaining-2437535
Also like this cartoon:
http://punch.photoshelter.com/image/I0000eHEXGJ_wImQ
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