Cswep Issue the 2015 Report on the Status of Women 2015 Report on the Status of Women in the in the Economics Profession Economics Profession by Marjorie B

Published three times annually by the American Economic Association’s Committee on the Status of Women news in the Economics Profession. 2016 ISSUE I

In Thiscswep Issue The 2015 Report on the Status of Women 2015 Report on the Status of Women in the in the Economics Profession Economics Profession by Marjorie B. McElroy ...... 1, 17 Marjorie B. McElroy FOCUS on This year the report is in five sections I. Introduction ...... 17 Economists in the with analysis of the CSWEP Survey data II. Restructuring CSWEP . . . . 17 Public Sector written by Margaret B. Levenstein who III. CSWEP Activities in 2015 . . .18 completed her first year as the inaugu- IV. Analysis of the Survey Results . . 23 Introduction ral Associate Chair and Director of the V. Acknowledgments ...... 28 by Madeline Zavodny . . . . . 3 CSWEP Survey. Please don’t neglect the acknowledg- Economic Measurement Research ments beginning on page 28. at the Census Bureau by Lucia Foster ...... 3 What It’s Like to Be an Economist CSWEP at the Congressional Budget Office Marjorie B. McElroy by Carla Tighe Murray ...... 5 Restructured Economists in the Antitrust Division by Diane S. Owen . . . . 7 I tip my hat to Margaret Levenstein and Here is the nitty gritty. New is the Terra McKinnish who stepped up last CSWEP Liaison Network with liaisons What Research Economists Do at the Bureau of Labor Statistics year to become CSWEP’s first Associ- to departments in both academe and by Sabrina Wulff Pabilonia . . . . . 9 ate Chairs (for CSWEP Mentoring Pro- beyond; a record 1,700 subscribers to a grams and the CSWEP Survey, respec- reformatted and rechristened CSWEP Interview with BLS Commissioner News Erica Groshen tively) and I toss it in the air for Shelly (now in two colors, no less!); and by Susan Fleck ...... 11 Lundberg, our new Chair. With pride in the ultimate in bureaucracy, a Manual CSWEP and great joy I hand the reins to of Protocols, Policies and Procedures to in- Analysis them, to their Board and to the 256 Li- form future work. CSWEP has added aisons, confident that CSWEP will pros- seven (yes, seven!) standing committees CSWEP Restructured per and that new and not-yet-imagined —one Steering Committee for each As- by Marjorie B. McElroy ...... 1, 14 ideas to promote the careers of wom- sociate Chair, one for Communications en in economics will come to fruition. and Contacts; another for Protocols, Pol- Regular Features I ask you to support their work and to icies and Procedures; one each for the From the Chair become their successors. Taken togeth- new, now annual, Junior and Mid-Career by Marjorie B. McElroy ...... 2 er, they embody CSWEP Restructured. Mentoring Breakfasts at the AEA Meet- Top 10 Tips for Dealing with the ing; and yet another for screen- Media ...... 13 ing jointly sponsored mentoring Tributes and Commendations . . 16 events (Haworth). These stand beside the traditional selection Calls and Announcements . . .16 committees for the Bell Award, Brag Box ...... 36 for the Bennett Prize, for the Upcoming Regional Meetings . . 31 Summer Fellows Program, for the competitive-entry Terra McKinnish, Shelly Lundberg, Margaret Levenstein continues on page 14

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Susan Fleck, Assistant Marjorie B. McElroy From the Chair Commissioner for International Prices, Office of Prices and Living Conditions, Put together by Board Member Made- CSWEP helps individual women Bureau of Labor Statistics, U.S. line Zavodny, this issue’s Focus is on to work within this environment and, Department of Labor. Economists in the Public Sector, including simultaneously, chips away at these articles by the seven authors pictured boundaries. To promote the careers of to your left; the one by Susan Fleck is women in economics and to monitor Lucia Foster, Chief of a bonus interview of Erica Groshen, their progress, CSWEP needs the good- Center for Economic Studies, Chief the first woman to hold the position of will of the profession at large. As I was Economist, U.S. Census BLS Commissioner. This issue also in- privileged to observe time and again, Bureau. cludes the 2015 Annual Report and, I am there is no better way to garner good delighted to say that as a consequence will than to simply describe the whole of CSWEP restructuring, the statistical range of CSWEP’s activities. It is eas- Carla Tighe section was written not by the Chair, ily seen that CSWEP renders a vast ar- Murray, Senior but by our inaugural Associate Chair, ray of public service to the profession Analyst, National Security Division, Margaret Levenstein. as a whole, as well as to women econo- Congressional Budget Two reminders: apply for Haworth mists per se. Office. funds to extend your campus or other Moving to the individual level, pro- seminar visit to include the mentoring moting the careers of women in eco- Diane S. Owen, of junior women (see page 16); nudge nomics can involve difficult work. For Economist, Economic Analysis Group, junior women to apply to the CeMENT this past AEA Meeting, Diane Schan- Antitrust Division, U.S. Workshops. zenbach put together a roundtable, Department of Justice. Writing my 13th and last “From “Women Economists and the Media,” Sabrina Wulff Pabilonia, the Chair” lets me reflect on CSWEP. and is working on live media training Research Economist, Division of Productivity I am both in awe of and grateful to the for next year. In the process she men- Research and Program CSWEP Community and its influence tioned a larger agenda: to get women to Development, Office on my path. Early on as an isolated fe- own their own contributions to the profes- of Productivity and Technology, Bureau of male junior academic, I clung to the sion. I am struck by the power and im- Labor Statistics, U.S. CSWEP Newsletter as a window into a portance of this idea, not only for our Department of Labor. world I wished, but never expected, to individual selves, but for other women. enter. In the late 1980s I was thrilled The popularity of her roundtable evi- to be on the CSWEP Board, if only to denced one aspect of our shying away first experience a room filled with high- from owning our contributions. “Own- ly accomplished women economists! By ing” could have made me a more effec- Madeline Zavodny, now, thanks to generations of women tive mentor at CCOFFE and CeMENT Professor of and quite a few men, there are many Workshops back when, and I’d like to Economics at Agnes Scott College and a rooms full. think trying to own improved “CSWEP member of the CSWEP Nonetheless, red flags fly. Taking all Restructured” (on page 1).1 For owning Board. women earning bachelors degrees, the one’s contributions goes deeper than Other Contributors fraction majoring in economics is on some generalization of the FAA’s in- the decline. More so than in other dis- struction to “Put on your own mask be- Margaret C. Levenstein, ciplines (notably mathematics and the fore assisting others;” it requires the Director, Inter-university Consortium for Political and hard sciences), as compared with men, courage to stand up, flaws and all, as a Social Research, Institute for women economists continue to dispro- role model. Social Research, Research Scientist and Executive portionately fall off the academic ladder CSWEP has enriched my life in Director, Michigan Census at tenure time. Parental leave policies many ways, but never more so than Research Data Center, designed to help more likely hurt wom- over the last four and a half years. Cor- University of Michigan, and Associate Chair of the CSWEP en. Women constitute a disproportion- respondingly, I have accumulated an Board, Director of the CSWEP ate share of the growing non-tenure- enormous debt first and foremost to Survey. track teaching faculty and we have yet 1 Diane was my mentee at the original 1998 CCOFFE Marjorie B. McElroy, Professor to learn how to think about this. Mentoring Workshop. So unbeknownst to her, here I am, of Economics, Duke University, tables turned, her grateful mentee. and Chair of the CSWEP Board. continues on page 15

2 CSWEP News FOCUS on Economists in the Public Sector

Madeline Zavodny the many advantages of being a research economist at the Bu- reau of Labor Statistics (BLS). All of these articles give fabu- A degree in economics is extremely versatile. Economists lous insight into what these jobs are like and how they com- work in academia, they work in the private sector as ana- pare to a typical academic position. A special bonus in this lysts, forecasters and consultants, and they work in the public issue is an interview with BLS Commissioner Erica Groshen sector. What exactly economists do may be mysterious to stu- by Susan Fleck about fostering diversity in leadership posi- dents and even to economists who work in a different sector. tions in the government. This issue of CSWEP News sheds some light on what it’s like This issue joins several previous issues of CSWEP News to work in the public sector from the perspective of women that examine careers in the public sector. These include four economists with impressive careers there. women (one of them current FOMC Chair Janet Yellen!) dis- In the first article, Lucia Foster explains what research cussing moving between academia and government in the economists do at the Census Bureau. In the second article, Fall 2004 issue, and three women discussing jobs in think Carla Tighe Murray discusses how she’s used her economic tanks and the federal government in the Fall 2011 issue, expertise in her positions at the Center for Naval Analyses, among many others. I encourage you to share this current is- the Department of Defense and now the Congressional Bud- sue with students who are considering a career in the public get Office. In the third article, Diane Owen explores what sector—and with those who aren’t, perhaps because they don’t economists do at the Antitrust Division of the Department of know about the many great opportunities available there— Justice. In the last article, Sabrina Wulff Pabilonia discusses and to also point students to the CSWEP News archives.

E conomic Measurement Research Lucia Foster at the Census Bureau

What is it like to work at a federal sta- and Housing Statistics Division (SE- Job-to-Job Flows, Business Dynamics tistical agency? You may be surprised to SHD). There is collaboration across Statistics and OnTheMap. Examples of hear that there is a large, vibrant, multi- these three areas but my experience as new surveys that CES economists have disciplinary research community at the an economist at Census has been all in helped develop are the Annual Survey Census Bureau. When most people CES. My tenure at CES is long; I started of Entrepreneurs and the Management think of the Census Bureau they focus as a graduate student intern, worked as and Organizational Practices Survey. on the decennial collection, but Cen- a junior then senior economist, became In order to attract and retain high sus collects and holds micro-level data the director of research and for the past quality staff, our office is modeled on on households and businesses about few years have been chief of CES. an academic economics department as many subjects as part of its mission to As chief of CES my focus is on eco- much as possible. Given our research measure the U.S population and econ- nomic measurement. CES conducts focus, more than half of the 100 people omy. Our diverse research community research and development to improve in CES are either PhD researchers (44 at Census includes not only economists, economic measurement by discovering staff) or graduate students working to- but also statisticians, geographers, de- new ways to use existing Census prod- ward their PhDs (17 staff). Like many mographers and other social scientists. ucts, developing new content on exist- academic positions, each researcher is I will try to give a good sense of my area ing Census collections, creating new expected to maintain an active research in this research community by first de- data products and suggesting improve- agenda. Economists develop their own scribing my office and then giving some ments to Census processes. As econo- research agenda, which supervisors re- examples from my own work. mists who use this data in our own review for consistency with our mission, Roughly speaking there are three search, we have a unique perspective on with the requirement that they use Cen- main areas where economists work the importance of continually improv- sus microdata. Every researcher in CES at Census: the Center for Administra- ing and expanding Census data prod- (myself included) is expected to pro- tive Records Research and Applications ucts. Examples of Census data prod- duce at least one paper a year for the (CARRA), the Center for Economic ucts created by CES economists include CES working paper series, which is Studies (CES) and the Social, Economic the Quarterly Workforce Indicators, intended for eventual publication in a

2016S IS UE I 3 Census Bureau peer-reviewed journal. In addition, ev- The FSRDC system enables qualified on economic measurement research ery researcher is expected to present external (i.e., not Census) researchers at Census. One of my current research their research in at least one public set- on approved projects access to micro- projects has as its underlying inspira- ting each year. level data to undertake research that tion that, with its micro-level data, Cen- Our office hosts a weekly seminar se- would not be possible with aggregated sus could produce information about ries, a less formal weekly brown bag re- data. We currently have over 600 exter- the entire distribution of values of eco- search lunch and various study group nal researchers working on about 150 nomic variables rather than just the first lunches for researchers. Researchers projects at 23 locations across the U.S. moments currently published. Since my are encouraged to attend local seminars Being responsible for the FSRDC sys- research focuses on the impact of mi- in order both to keep up with current re- tem gives CES a large outreach com- cro-level productivity on aggregate pro- search and to inform other researchers ponent as we encourage researchers to ductivity growth, the prototype research about the usefulness of Census data in learn more about and use Census data. project for this is the Collaborative Mi- research. As in an academic office, there In this respect, everyone in CES (and cro-productivity Project (CMP). The are responsibilities related to support- the FSRDCs) acts as an ambassador of CMP represents an innovative partner- ing a research institution such as serv- sorts for Census when giving presenta- ship between researchers at Census and ing on our recruiting team, running the tions or publishing papers using Cen- BLS to produce micro-level measures sus data. The FSRDCs also provide a of productivity and eventually publish pool of experts in Census data whom we within-industry measures of productiv- Like many academic positions, each often look to when we have questions. ity dispersion. As part of our commit- CES also has a graduate student disser- ment to excellence and transparency, researcher is expected to maintain tation mentorship program through the research from the CMP project is be- an active research agenda. FSRDCs. Thus, my job description in- ing presented at academic conferences cludes conducting my own research, en- (including the NBER Summer Institute) couraging and enabling research of CES and at government advisory commit- seminar series and acting as the work- staff and facilitating the research of oth- tees (including FESAC). The first pa- ing paper editor. Instead of having a ers across the U.S. pers from this project have been or soon teaching load, each researcher has an As part of our collaborations, the will be published in the Journal of Labor area of expertise that is in direct sup- FSRDC system hosts an annual con- Economics and the American Economic port of Census programs (for example, ference designed to showcase research Review: Papers & Proceedings. being an expert on a particular survey). done with Census Bureau micro-lev- A different research project exam- Reflecting the broad scope of Cen- el data. In addition, working with col- ines changes in labor use due to the sus business collections, economists at leagues at other statistical agencies, adoption of self-service technologies. CES cover many fields including labor, CES instituted two joint research work- The paper focuses on the historical ex- productivity, firm dynamics, industrial shops. Each spring, Census and Bureau ample of gas stations, but the econom- organization, health, environment and of Labor Statistics (BLS) researchers ic measurement issues apply to current trade. My own research is primarily in spend a day presenting and discussing examples in grocery stores, drugstores the area of micro-level productivity dy- research of mutual interest across the and restaurants. Using the insights namics and their impact on aggregate agencies. In the fall, Census and Bureau from the research paper, our team pro- productivity growth. However, I am of Economic Analysis (BEA) research- posed adding questions about self-ser- also currently working on projects con- ers do the same. Attending the various vice adoption to the 2017 Economic cerning technology adoption and labor committee meetings and workshops Census (EC) in these industries. The practices, management practices and of the statistical agencies (for example, proposed changes would enable future research and development. I have been Federal Economic Statistics Advisory economists to study how these technolo- very fortunate to work with co-authors Committee (FESAC)) is useful for un- gies have enabled firms to move produc- from whom I have learned a lot while derstanding the challenges and goals tion from paid employees to customers. contributing my expertise using Census of the statistical agencies. The NBER- Sometimes data gaps can only be micro-level data. CRIW session at the Summer Institute filled with new data collections. I have In addition to individual-level collab- also provides a very good opportunity to been fortunate to be on research teams orations on research projects, CES runs see current research and measurement associated with two new surveys: the the Federal Statistical Research Data challenges. Management and Organizational Prac- Center (FSRDC) system in partner- Some examples of my own re- tices Survey (MOPS) and the Annual ship with our hosting institutions (and search and development activities can Survey of Entrepreneurs (ASE). The soon with other statistical agencies). give a sense of what it is like to work MOPS came about due to a partnership continues on page 15

4 CSWEP News W hat It’s Like to Be an Economist at the Congressional Budget Office Carla Tighe Murray

As a graduate student, I expected to or contingency operations. Most of the force at all levels of seniority. spend my career teaching and publish- work at CNA’s headquarters related to At the same time, Congress autho- ing in academic journals. Today, more questions faced by Navy and Marine rized several rounds of base closures than 26 years since completing my Corps leadership. The opportunity in- in the 1990s, bringing up questions of PhD, I reflect instead on a career of do- trigued me. I hadn’t planned on being how to eliminate excess military facili- ing work that matters to government a defense economist, but I quickly re- ties. Did the Defense Department need decision-makers—structuring analyti- worked my job talk, changing the focus to run its own hospitals, grocery stores cal questions, gathering data, examin- from insider trading in financial mar- and elementary schools, for example, or ing options and illuminating costs and kets to the strategic release of informa- were there better uses for those funds? benefits. I’ve studied different question over time, which could interest a Still another concern was how military tions for different levels of government national security audience. suppliers, including shipbuilders and and in different day-to-day working en- As it turned out, the early 1990s were aircraft manufacturers, would down- vironments. I’m living proof that there a fascinating time to be an economist size, merge or close. To what extent is no single career path for government working on defense issues. I completed could industrial facilities reemerge in economists; rather, there are many op- my PhD in 1989 during the era of glas- the future if needed? Did all manufac- portunities for an exciting and fulfilling nost, a time of open political and social turing capability need to reside in the economics career. If you like working discussion in the Soviet Union. Then United States, or could we use equip- on a variety of economic problems, ap- the Berlin Wall fell in November 1989, ment provided by allies? How much plying your economic expertise to poli- the Soviet Union collapsed shortly after- work needed to remain in government- cy decisions and communicating with ward and the Cold War was over—sug- owned facilities, and how much could a wide range of economists and non- gesting to Congress and the President be shifted to the private sector? economists alike, you might enjoy a ca- that the defense establishment could Most of my own work at CNA in- reer as a policy analyst. be reduced and that resources could be volved downsizing. Examining how freed up for other government spend- to downsize shipyards allowed me to A Change of Direction ing or for tax cuts. The military force put my industrial organization roots Like most economics graduate stu- on active duty dropped from 2.2 million to work as I studied production sites in dents, I did the rounds among hiring people in 1989 to 1.5 million in 1999. the United States and England. Much schools and government agencies at But the Department of Defense of my work at the time explored “make- American Economic Association meet- needed to accomplish that downsizing or-buy” decisions—that is, which activ- ings. My dissertation involved insider without creating gaps in the armed forc- ities could be done by civilians or con- trading regulations, but I wasn’t neces- es’ experience and ability. Most people tractors, rather than military personnel, sarily looking for a finance-related job. I join the military between the ages of 18 and what the savings might be. I had the recognized that applied problems were and 22 and then are gradually groomed opportunity to serve on an aircraft car- the ones that interested me most, re- for more responsibility. Simply cutting rier doing analysis on command, con- gardless of topic. recruiting, therefore, would have left too trol, communications and intelligence. Easily my most interesting job in- few junior people and too many senior Later, I was detailed to the Pentagon as a terview was with a nonprofit research ones. The obvious alternative was to en- scientific advisor to the Assistant Secre- and analysis center called the Center for courage more senior people to leave the tary of the Navy for Research, Develop- Naval Analyses (later renamed CNA), military—but military retirement was a ment and Acquisition, studying how to which offered me the opportunity to cliff-vested system, meaning that most reduce weapons depots, labs and testing work on real-world problems for gov- people who left before serving 20 years centers efficiently. ernment sponsors. At the time, much of received no retirement benefit. That CNA’s work was sponsored by the U.S. gave them little incentive to leave be- A Move into Government Navy and Marine Corps, and the orga- fore retirement. So economists exam- At CNA, I got to look at operational ques- nization’s research analysts could de- ined how people would respond to sep- tions in depth; while some studies last- ploy with those branches—sometimes aration bonuses or other incentives to ed only a few weeks, most were longer, working as an advisory member of an leave before reaching retirement, there- and some could last as long as a year. admiral’s staff for a year or more, at oth- by helping identify a military compen- When I was approached about joining er times traveling to provide shorter- sation package that reduced the feder- the government in 1996, I saw the op- term analysis during military exercises al budget while maintaining a capable portunity to provide more immediate 2016S IS UE I 5 Congressional Budget Office analysis. My portfolio was similar at the background work. That work must question. At CBO, I published studies first: military and civilian compensation provide all the pertinent information measuring the entire military compen- costs and make-or-buy decisions. I start- and yet be concise, objective, and easily sation package—cash pay and allowed as an analyst in the Economic and understood by exceedingly busy leaders. ances; in-kind compensation, such as Manpower Analysis Division, which is subsidized health care; and deferred located in the section of the Office of the A Flexible Schedule veterans’ and retirement benefits—al- Secretary of Defense (OSD) called Pro- I remember my days in OSD fondly. But lowing Congressional readers and the gram Analysis and Evaluation (PA&E). the Pentagon is a demanding place to public to see a complete picture of pay But opportunities can evolve quickly in work, often requiring early mornings or and benefits. I’ve also studied options to government. Within a year, I became late nights and weekends, and while I shift the mix toward cash compensation the Special Assistant to the Director was there, my personal life changed. By by substituting cash bonuses, which are of PA&E, and two years later, I was ap- 2001, I had married and started a fam- valued more highly by the young peo- pointed to a senior management posi- ily. When the plane struck the Penta- ple who join the force, for less flexible tion as the Director of the Economic and gon on September 11, I was a new mom forms of compensation. Meanwhile, I Manpower Analysis Division. with a baby daughter. Soon after, de- (and many colleagues) have had the op- My responsibilities varied in those fense budgets were going up, the coun- portunity to study various changes that jobs, but the overarching mandate was try was at war and my work life became Congress has made to military com- the same: to provide the best analysis still more demanding. pensation, including raising cash pay, possible to the Secretary and Deputy So in 2002, when the Congressio- offering educational benefits that can be Secretary of Defense about the long- nal Budget Office (CBO) offered me a transferred to family members and add- term implications of the policy deci- part-time job—giving me more time ing a defined contribution benefit to the sions that they were considering. As for family—I accepted, even though it old cliff-vested pension. the Special Assistant, I helped the Di- meant leaving a management position. rector of PA&E in planning and di- As my daughter grew older, my father Working with Economists and recting all of the division’s work, and I became more infirm, and my flexible Non-economists oversaw his communications with the schedule allowed me more time with Effecting policy change is a collabora- leadership of the department, the pub- him until he passed. It gave me broad- tive effort, and an individual govern- lic, Congress and oversight agencies. er opportunities in the volunteer sector ment analyst is usually just one voice That work didn’t require a PhD, but my as well; I served in leadership positions among many. To me, one of the great training helped me structure and refine at church, with the Girl Scouts and in attractions of policy analysis has been the key analytical questions examined my daughter’s school. And I was able the people with whom I’ve worked: en- by the organization. My work as the Di- to return to a full-time schedule later. listed personnel, officers and civilians rector of the Economic and Manpower My CBO position has been tremen- from a broad range of backgrounds, Analysis Division was more relevant to dously important to my professional de- including members of Congress and my training, of course: I oversaw the di- velopment as well, allowing me to work the executive branch. For example, my vision’s studies of the Defense Health with Congressional staff and members group at CBO worked closely with Sen- Program’s funding needs, of the man- on their interests. It has given me the ator James Webb of the Senate Armed agement of Defense Department agen- opportunity to see the Congressional Services Committee and his staff as he cies and activities, and of military pay perspective—“the view from across the prepared to update the Montgomery GI and benefits. river,” as we used to say in the Penta- Bill education benefit for veterans, and I At an agency’s headquarters, the gon. CBO explores the budgetary effect testified before his subcommittee. need for a particular analytical product of policy decisions on the entire federal Some of the people I’ve worked with can arise quickly and unpredictably. De- budget, not just from the perspective of have been deeply interested in econom- fense analysts in OSD are responsible the Defense Department. For instance, ics; others have not. But most have held for staying on top of their portfolios: if Defense proposes a change that re- a general regard for the insights that identifying likely policy options to ex- duces its own budget but raises the bud- eco-nomics training could bring to their amine, calculating the potential costs get of the Department of Veterans Af- areas of interest, whether the area was and savings of any particular action and fairs, CBO will estimate both effects. privatizing public shipyards or decid- working with their counterparts in the Since 2001, particularly while the ing bonuses for military specialties in military departments. Much of the anal- wars in Iraq and Afghanistan were be- short supply. ysis is done in advance and behind the ing fought, identifying the best mix of At the same time, I’ve maintained scenes, so that when a significant topic cash and deferred compensation to at- professional relationships with oth- comes to the attention of a senior deci- tract and retain outstanding military er economists by presenting my work sion-maker, the analyst already has done personnel has been an ongoing policy at conferences over the years and by continues on page 14 6 CSWEP News E conomists in the Antitrust Division Diane S. Owen

After 20 years as an economist in the learn facts from interviews, company unexpected perk of the job. Antitrust Division of the U.S. Depart- documents, or depositions; from those, If we do go to court to block a merg- ment of Justice, I’ve perfected my cock- frame theories; figure out how to test er or stop a business practice, econo- tail-party description of my job: I col- the theories; dig for the facts and data mists work on the trial and are typical- laborate with other economists and necessary for the test; re-examine your ly in the courtroom at least part of the attorneys to investigate possible viola- theories; repeat. time. In addition to working with our tions of the antitrust laws and, if neces- Economists are involved in all steps own expert, we help determine how to sary, to try to persuade federal judges to of that process, but two roles stand out. cross-examine the defendants’ expert, stop the violations. In a (doubtless riv- First, the attorneys often look to econo- and what facts we need to be sure to es- eting) episode of Law & Order: Antitrust, mists to provide an intellectual frame- tablish through our own fact witness- my colleagues and I would be in both work of the analysis, to help in shutting es’ testimony. Trial work is intense, in- halves of the show. A fuller explanation down unproductive lines of inquiry (or teresting—and rare. The Division goes of our work and its attractions takes a entire investigations) and to identify to trial in merger and conduct matters little longer—one reason why we sched- potentially dispositive facts. Second, of once or twice in an average year. Many ule an extra fifteen minutes in our ses- course, economists in our office iden- more cases settle, and economists work sions with candidates at the AEA/ASSA tify available data and conduct empiri- on the teams that negotiate those settle- Annual Meetings. cal analyses, which often carry a lot of ments, which are intended to cure the weight in internal decision-making. competitive problems identified during What Economists Do in the A major difference from academia the investigation. Antitrust Division and from many policy jobs is the na- While work in the Division is not pri- The Antitrust Division shares responsi- ture of our work product. Though we marily a research job, there are opportu- bility with the Federal Trade Commis- contribute to legal briefs filed in court, nities for limited release time to pursue sion for enforcing federal antitrust laws. our own writing is almost always for an personal research projects, and the Di- As economists, most of what we do cen- internal audience. Sometimes that takes vision encourages publication and par- ters on specific civil investigations, ei- the form of a memo to someone high- ticipation in conferences. Economists ther investigations into proposed merger in our mostly-flat organization struc- vary in whether they continue to pur- ers or investigations of a firm’s business ture, such as the top economist in the sue publication, and job performance conduct (e.g., exclusive contracts, loyal- Division (always a prominent academic is not measured by publication record. ty discounts); the Division’s criminal economist on leave—currently, Nancy It’s also not a policy job in a traditional price-fixing investigations don’t rely Rose of MIT), or the Assistant Attorney sense, though it has an enormous im- on economic analysis to the same de- General for Antitrust, who is our ulti- pact on the public through our enforce- gree. Every merger and conduct inves- mate decision-maker. Often our persua- ment of the antitrust laws. Outside of tigation has at least one economist on sive writing is aimed at other members casework, there are also opportunities it from the outset, and complex or data- of our case team, in emails recommend- to help the Division shape and publi- rich matters can have six or eight with ing a search for a particular kind of doc- cize recommendations on competition different areas of responsibility divided ument or arguing the pros and cons of issues. In recent years, such issues have up by interest and skills. a particular theory of a case. included the appropriate economic and The key question in a merger investi- If an investigation looks like it might legal analysis in the antitrust context of gation is whether the merger is likely to go to court, we will generally prepare intellectual property issues and of stan- reduce competition, taking into account an economic expert who might testi- dards-setting bodies. both its potential to create market pow- fy about their conclusions. On smaller er and its ability to create efficiencies. matters economists in our office may What Brought Us to the Division The key question in a conduct investi- act as experts, but on high-profile mat- and Why We Stay gation is whether the business practice ters we often bring in a well-known The Economic Analysis Group within in question impairs other firms’ abili- economist from academia. I doubt that the Antitrust Division comprises about ties to compete on the merits and does in any other context I would work so in- 54 PhD economists, of whom current- so without adequate justification. While tensively with (or against) Frank Fish- ly 14 are women. To get perspective the question is always the same, figur- er, Carl Shapiro, Michael Katz, Dennis beyond my own, I surveyed my wom- ing out how to answer it changes ev- Carlton and others, engaging on facts en colleagues on why they came to the ery time. The investigation is iterative: and ideas that we all know well. It’s an Division and why they stayed. I think

2016S IS UE I 7 Antitrust Division my male colleagues would say similar are available from which I can infer the be low-stress, flexible and supportive. things. competitive importance of a new prod- Staying in the Division has some Economists in the Division come uct with no sales yet? The cleverness costs. Beyond the tradeoffs I’ve already with background in a range of fields. and thoroughness with which I can ad- mentioned, my colleagues most often I’m at one extreme, in that my disser- dress such questions can have an im- mention the locational constraint: All tation related to antitrust, and the Di- mediate, visible impact when we must the Division’s economists are in Wash- vision was where I most wanted to be decide whether a multi-billion-dollar ington, DC, as are most of the available when I went on the market. Unfortu- merger should be blocked because it is short-term posts at other government nately, I didn’t get the job! I spent three likely to harm competition. agencies (e.g., Council of Economic Ad- years in a tenure-track position at Wil- Teamwork is a prime attraction for visors, FCC). liam & Mary before applying again. A those who stay in the Division. As I’ve number of my colleagues, in contrast, already described, day-to-day investi- Outreach had primary fields such as experimen- gative work is inherently collaborative. Under Department of Justice rules, we tal, health, labor and trade, with at most Skill at teaching economic logic to non- are limited to hiring U.S. citizens (na- a secondary interest in industrial orga- economists matters, and not surpris- tive or naturalized). That is a serious re- nization (IO) coming out of grad school. ingly, many economists in the office striction, given the composition of the Empirical expertise transfers particu- say they’d likely have chosen careers at pool of new PhDs, and raises the im- larly well from other fields of applied liberal arts colleges if they hadn’t come portance of making sure that everyone micro. here. Litigation consulting is another in the eligible pool knows about the op- Debby Minehart arrived by a differ- alternative, with some clear advantages portunities the Division offers so that ent path: She was a tenured Associate in money, opportunities to testify and we can maximize our chance of finding Professor at Maryland who came to the locational flexibility, and we see former good matches. Division as a Visiting Scholar—the of- colleagues on “the other side of the ta- To that end, we held our first-ever fice hosts one in most years—loved it ble” when they come present arguments outreach event last year, inviting wom- from her first week, and chose to stay on behalf of firms that we’re investigat- en PhD students at universities in driv- on. In academia, she worked on theo- ing. (The traffic flows the other way, too; ing distance from DC who are within a retical models of buyer and supplier re- two of my current colleagues came to few years of going on the market. Dur- lationships and of the structure of R&D- the Division from consulting firms.) I ing the daylong event, the attendees intensive industries. She found that the can’t speak from experience in consult- heard about life in the Division, attend- Division let her see IO theory in action, ing, but in the Division I like knowing ed a paper given by an outside speak- and she played a leading role in the that I have the freedom—in fact, the reer as part of our regular seminar series analysis of two-sided markets as part sponsibility—to reach and present my and participated in substantive discus- of the investigation and prosecution of own conclusion about the merits of an sion groups on antitrust issues in net- American Express for restrictive terms investigation without worrying wheth- work industries and on empirical issues in its contracts with merchants. er it’s what someone above me wants in healthcare cases. We’ve done less-for- Investigation is exciting if you like to hear. mal educational gatherings of interest- asking questions and getting into the Government jobs, including work ed students at a couple of universities, weeds. (Another of my cocktail-party in the Division, are both more and and hope to do more. Through word- lines is: “It’s a great job if you’re nosy.”) less flexible than academia for those of-mouth—and this article—we hope To identify likely constraints on a firm’s with family responsibilities. There’s no also to remind mid-career economists pricing, or the potential for entry, we equivalent to the academic calendar’s to consider the Division when they’re dive deeply into the facts and see data summer, holiday and spring “breaks,” looking for a policy-relevant place for a and internal analyses that aren’t visi- but economists can and do opt for vari- year-long visit or for a new permanent ble to economists in any other circum- ous kinds of flexible work schedules (for position with scope for meaningful, var- stance. So many of the complexities of instance, with later start and end times, ied economic analysis that has immedi- real-world business are left out of stan- or a “flex day” off every two weeks). ate impact. dard IO models, and the work every day When decision or court deadlines loom, Note: The views expressed above do not presents challenges that I would not economists do put in whatever time is purport to reflect those of the U.S. Depart- have dreamed up on my own. In iden- necessary to present high-quality work, ment of Justice. tifying the potential for price increases but otherwise can use their nights and after a merger, how should I take ac- weekends as they choose without guilt. count of the three-year supply of the A colleague notes that for the 20 years product now sitting outside a closed- or so that raising a family is your sec- down mine? What natural experiments ond job, it’s crucial that your “day job”

8 CSWEP News W hat Research Economists Do at the Bureau of Labor Statistics Sabrina Wulff Pabilonia

The timing was right. The newest cohort working hours. There are numerous taking unpaid leave. One can take up of the National Longitudinal Surveys of advantages to starting one’s career as a to 8 hours a week of unpaid leave with- Youth, the NLSY97, had just become government research economist. First out affecting benefit eligibility. Until my available, and the Bureau of Labor Sta- is location, location, location. There son entered kindergarten, I took leave tistics (BLS) organized an NLSY97 Ear- are a lot of other economists in DC (at without pay every Friday, which is still ly Results Conference for late 1999. My several universities and many govern- considered full-time for benefit eligibil- PhD chair, Shelly Lundberg, who was ment agencies) to work with and learn ity. Some people also hire nannies or au on the National Longitudinal Surveys from. In addition, most conferences cy- pairs. My husband and I hired au pairs Technical Review Committee, encour- cle through the Washington, DC, met- on and off for 7 to 8 years to help our aged me to use this new dataset for my ro area. dissertation and then present my find- At BLS, we have an active seminar ings at the conference. It was following series in which we host external speak- . . . [we] are expected to be this conference that I considered apply- ers. We also have an internal brown bag active researchers and publish ing for government jobs as well as aca- series where BLS researchers present in good journals—quality is demic positions. I thought it could be their results to the 40-plus PhD research emphasized over quantity. interesting to work on measurement is- economists in the building. These re- sues and surveys alongside many other search economists work in the areas of labor economists. A few months prior to prices, compensation, economic growth family while our son was young. This al- completing my PhD at the University of and productivity, and employment and lowed my husband and me to have even Washington in 2001, I applied for sever- unemployment. Other government more flexibility in our working hours al BLS research economist positions an- agencies and local universities provide and to travel to conferences. Some of nounced in the Job Openings for Econ- additional opportunities for presenting my colleagues have taken extended omists and interviewed with several our research. There is also a local in- time off following the birth/adoption of offices within BLS at the Annual Meet- formal professional group, DC Women a child (up to one year in some cases). ings. After my fly-out, I was offered (and in the Economics Profession (DCWEP), Unfortunately, most of this time off has accepted) a position as a research econ- which several of my BLS colleagues and been unpaid. omist in the Office of Productivity and I formed in 2011. Its 100-plus female Independent research is an impor- Technology at BLS, where I still work. economists in DC connect on LinkedIn tant part of the job for BLS research The research economist staff at BLS are and meet several times a year for net- economists, and it is included in our divided among four program offices so working and mentoring events. performance standards. In general, the that they can work closely with program Other advantages of working at expectation is that about half of your staff to improve BLS measures. These the BLS, depending upon one’s inter- time will be devoted to program devel- offices include the Office of Productiv- ests, may include not having to apply opment activities while the other half ity and Technology, the Office of Com- for grants, no teaching requirement will be spent on independent research pensation and Working Conditions, the (though some of my colleagues choose projects, which is roughly equivalent to Office of Employment and Unemploy- to teach courses at a local university), what is expected by a mid-tier univer- ment Statistics and the Office of Prices no tenure process, significant research sity. An example of a program develop- and Living Conditions. time, flexibility in scheduling work ment project would be to develop a new I would encourage others who are hours and teleworking. I currently work way to measure hours worked for pro- interested in a career in academia to from home two days a week. ductivity measurement using new data consider a job as a research economist A government position also enables sources. I will discuss program devel- at BLS or another similar government one to have a rewarding career while opment work further below, but first agency in Washington, DC. Let me em- caring for young children. Many gov- let me discuss research activities. In or- phasize the “research” part of “research ernment agencies offer on-site day care. der to be promoted to the highest pay economist,” because there are many Work schedule flexibility and availabil- grade for nonsupervisory research econ- PhD economist positions in DC that ity of telework make it easier to work omists, researchers are expected to be “encourage” independent research but around school schedules and take care active researchers and publish in good do not allow time for it within normal of sick children. Other options include journals—quality is emphasized over

2016S IS UE I 9 Bureau of Labor Statistics quantity. There are several activities I American Time Use Survey (ATUS) and be really inefficient and that it is much was involved in early in my career that American Community Survey (ACS) in better to carve out extended blocks of I believe helped me to create a steady subsequent research papers. Another time to work on one or two projects at stream of publications: 1) participat- paper of mine used the restricted-ac- a time over a few months rather than ing in CSWEP activities, 2) attending cess NLSY97 geocode data. Because I to try to work on many projects simul- conferences, 3) pursuing co-authoring am a BLS employee, I didn’t have to go taneously. Usually, these blocks of time opportunities, 4) working on program through rigorous examination to prove will be the months just prior to a con- development projects, 5) working with that the data would be used in a secure ference presentation. I also try to co- restricted-use datasets and 6) working location and stored on a secure ma- ordinate when I will work on research with new datasets. Let me discuss each chine. Outside researchers are often in- projects with times when my co-authors of these in turn. terested in co-authoring with BLS em- are open for discussion or review. Each Early on, I participated in the two-day ployees, either because of their expert semester, I usually email the following CeMENT Mentoring Workshop and got knowledge of the BLS datasets or be- question to each co-author, “What are invaluable advice on publishing, confer- cause of their access to confidential on- your research days over the next couple ences, work-life balance and networking site-only-use datasets. of months? I am available on X and Y.” from senior colleagues. I also submitted There are many opportunities to I also make revise-and-resubmits a top two short finished papers to the CSWEP- publish when working with a new data- priority over research still in progress in sponsored sessions at the AEA/ASSA set—either because there are questions order to get them back out to the journal Annual Meetings that were subsequent- that can now be answered using the as soon as possible. Journal editors can ly selected for publication in the Ameri- new data or because old questions and change, and sometimes a paper is not can Economic Review: Papers and Proceed- answers can be revisited. For example, viewed as favorably by a new set of eyes. ings. In addition, I have presented my I started using the ATUS when it was My office does not conduct any sur- research in CSWEP sessions at region- first released in 2004. I have now pub- veys. The official U.S. productivity sta- al economic association conferences. I lished seven papers using these data. tistics are produced by compiling data try to present at as many conferences as I’ve learned that it is very important to that are collected by other BLS program possible given my office’s budget (on av- know as much about the data as possi- offices as well as data from the Bureau erage, 2 or 3 conferences a year involv- ble—something many researchers fail of Economic Analysis (BEA) and the ing travel). There are also opportunities to do and thus miss important points Census Bureau. In addition to examin- to present at conferences/workshops about the data. Studying the data code- ing measurement issues related to the paid for by other research organizations book is essential, but at BLS I have easy hours worked input for the productiv- (for example, the Institute for the Study access to the people who know the most ity measures produced by my office, of Labor (IZA)). Like most other orga- about the data. I also learn a lot about I have worked on cross-office teams nizations, BLS will pay for conference the data in the course of my program whose goals were to learn how staff bu- travel if I am on the program as a pre- development work. Conferences are of- reau-wide generate new BLS products, senter, discussant or organizer. A good ten organized in response to the intro- to identify research resources for BLS avenue for government economists to duction of a new dataset or new cohort economists and to recommend a rede- get on the program at the AEA Meetings of an existing dataset. These conferenc- sign of research office webpages. Cur- is through the AEA Committee on Eco- es provide researchers with opportuni- rently, I am working on a long-term nomic Statistics or the Society of Gov- ties to network with others who are also BLS-Census project to create measures ernment Economists. The latter group using the data and potentially to partic- of within-industry productivity disper- also organizes frequent conferences in ipate in a special conference volume sion. I spend one day each week at the DC, which are open to academic econo- highlighting uses for the new data. Census Bureau working with confiden- mists as well. I have found co-authors Working with time diaries from the tial microdata from the Annual Sur- in my office and in other BLS offices by ATUS has taught me to better organize vey of Manufactures (ASM) in their organizing sessions on common topics and account for how I spend my own Federal Statistical Research Data Cen- for conferences, by attending conferenc- time to increase my productivity, both ter (FSRDC). In other offices, research es and by continuing relationships with professionally and personally. I record economists have had the opportunity to graduate school classmates. my accomplishments and service activi- go into the field with survey interview- Several of my program develop- ties on my CV and annual performance ers or to organize large conferences for ment projects have related to the hours evaluation immediately after complet- data users. As a researcher, you have the component of productivity measure- ing them. Each fiscal year, I set goals opportunity to improve the quality of ex- ment, and these have led to addition- as to which research papers I want to isting government statistics and surveys al opportunities to use datasets such as publish, submit or start that year. I have and to develop new data products. the Current Population Survey (CPS), learned over time that multitasking can continues on page 16 10 CSWEP News Interview with BLS Commissioner Erica Groshen Susan Fleck

in the Office of Compensation and Work- natural attrition created openings in my ing Conditions are all women. What has senior staff team. changed? One of my tenets of leadership is to It is true that when I was confirmed commit myself and the organization to as BLS Commissioner, there were no hire the best person for the job and to women in the top level of leadership in support advancement within BLS. My the Bureau. This does not mean, howev- ideas are in sync with BLS career senior er, that women have been absent from executives, as we strove to become a lit- BLS leadership. BLS has seen many tle more thoughtful about the process. women successfully reach senior career When I articulated my vision, my senior positions at BLS, and my leadership staff supported me in its implementa- rests on the shoulders of three women tion. I also think (and hope) that women Commissioners who served, collective- become more likely to step up and ap- ly, a quarter of a century—Janet Nor- ply for openings as the leadership team wood, Katharine Abraham and Kath- grows more diverse. Some of the wom- leen Utgoff. When I came on board, I en now in the senior leadership team carried out a listening tour and heard are home grown, but others come from Erica L. Groshen, Commissioner of the U.S. Bureau of outside of the agency. Labor Statistics some people say that BLS could work more actively on diversity and inclusion. Last but not least, the federal govern- Erica L. Groshen is Commissioner I have moved forward to address these ment has moved towards greater selec- of the U.S. Bureau of Labor Statistics concerns and appreciate the opportuni- tivity in reviewing and vetting selected (BLS). Before joining the BLS in 2013, ty to talk with you about this. candidates. The Senior Executive Ser- she was a Vice President in the Research As for the women now in leader- vice (SES) selection panels convened and Statistics Group at the Federal Re- ship at BLS, I am pleased that I could by Office of Personnel Management serve Bank of New York. Her research support the best person for all these (OPM) evaluate each selectee’s creden- has focused on labor markets over the positions and that the best person was tials and judge their suitability. These business cycle, regional economics, a woman in each case. Three circum- selection panels have increased their wage rigidity and dispersion, the male- stances have provided the opportunity. screening of applicants and approve female wage differential and the role of The first of these was a naturally occur- only those individuals whose experi- employers in labor market outcomes. In ring demographic event, the second was ence truly displays the leadership quali- this interview with Susan Fleck, Com- the direction that I envisioned for the ties required for career civil service as missioner Groshen discusses women agency and the third was a set of gov- described by the Executive Core Quali- economists in leadership positions in ernment-wide HR initiatives. fications. This government-wide policy the public sector, some of the challeng- The first factor was a series of baby complemented my own vision for hir- es of increasing diversity and CSWEP’s boomer retirements. When I was con- ing the best person for the job. role in advancing diversity. firmed as the Commissioner of the This combination of events, policies and practices, together with strong sup- You became BLS Commissioner in 2013. Bureau of Labor Statistics, the leadership team that welcomed me had an port from leadership in the Department At that time, there were no women in the of Labor, has led BLS to increase gen- senior executive service of the Bureau of incredible amount of expertise and experience—almost all had started their der diversity in top positions during my Labor Statistics. Under your leadership, time here. there has been an increase in the number careers at BLS and moved up through of women in senior leadership positions at the ranks. My transition was eased by What ways does BLS support and strength- the agency. The Associate Commissioners their willingness to share their knowl- en the pipeline of diversity? edge and their laser focus on data proof Administration, Technology and Survey First, let me mention the ways in which duction and news releases. The men in Processing and Productivity; the Assistant BLS is a great place to work. The flex- these top leadership positions had all al- Commissioners of Employment Projec- ibilities that the agency offers have ready served 30 to 40 years in govern- tions, Current Employment and Interna- made it easier for both women and men ment. Over the past three years, though, tional Prices; and the Chief of Research with family responsibilities to reduce a number have decided to retire. This

2016S IS UE I 11 Groshen Interview commuting time, to work short days executes training for technical skills, that BLS thrives in the future. Despite when necessary and balance that with such as IT software programming; pro- the active efforts that I describe above, longer days. We also consider requests fessional skills, such as conflict resolu- I admit that attracting diverse talent re- for job-sharing and part-time work, re- tion; and leadership skills and oppor- mains a challenge for two reasons. One quests made mostly by women, so they tunities. The training staff also provide is that the data scientists with back- can stay in the workforce while they invaluable one-on-one guidance to staff grounds in economics, mathematics, shoulder primary caretaking in the who want to map out their career goals statistics and IT are in a pool of can- family. These benefits are added to a with individual development plans. didates that has little diversity. Further- Third, the BLS is committed to di- more, because U.S. government agen- versity. Our newest Diversity and Inclu- cies only hire U.S. citizens, the diversity sion plan identifies nearly thirty initia- of backgrounds that international stu- tives to support the Bureau’s continued dents contribute in academia does not This investment in human capital efforts to recruit, hire, retain and pro- translate to the job pool for federal jobs. strengthens our expertise and mote a diverse staff that is prepared, ca- Yet, even though the gender, race supports individuals’ personal pable and able to meet the challenges of and ethnic distribution of data scien- and professional goals. our mission. tists has changed little over the years, The BLS also participates in the the total number of women and under- AEA Summer Economics Fellows pro- represented minorities in these fields gram. This program is coordinated by has increased over time, expanding the mission that is seriously consequen- CSWEP, the Committee on the Status pool of qualified candidates. One bright tial, incomparable colleagues (2,400 of Minority Groups in the Economics spot in this area is statistics. It is a fairly of the most dedicated and skilled data Profession and the National Science gender-diverse field: 43% of undergrad- nerds in the world), and work that never Foundation. We also support as many uate degrees in mathematics/statistics ceases to be challenging. Sabrina Pab- as four research fellows each summer and 37% of PhDs in statistics went to ilonia’s article about working as a re- (one each for our primary programs women in 2011 and 2014, respectively search economist at the BLS goes into in employment, compensation, prices (regardless of citizenship). The ability to more detail about all these features of and productivity) for women and un- attract and retain women and minori- work here—thanks, Sabrina! derrepresented minorities and for those ties to the data science fields is a much Second, the BLS is committed to whose research would advance the role broader goal that needs to be addressed succession planning. This means that of women or under-represented minori- over a long horizon with my colleagues we want to attract and retain employ- ties in economics. in academia. I am hopeful that an ex- ees and provide them opportunities As I mentioned earlier, I am con- panding pipleline of graduates in these to expand their careers and step into vinced that diversity must be continu- fields will help broaden diversity in the leadership. ously cultivated. To review how the BLS occupations that are vital to the work of To attract a diverse pool of employ- is doing in this area, we established a Di- the BLS. ees, we support federal government ini- versity Study Group in 2014 to “research (Here are data sources where you tiatives and policies that provide special and analyze the state of diversity at the can find demographic statistics on ac- consideration for people with disabili- BLS related to hiring, systemic barri- ademic achievement: Science and Engi- ties and for our nation’s veterans. We ers and ways to improve the retention neering Indicators 2014, National Science also actively recruit at Historically Black and promotion opportunities of those in Foundation, Chapter 2: http://www.nsf. Colleges and Universities and Hispan- protected groups in order to make rec- gov/statistics/seind14/index.cfm/chap- ic-Serving Institutions that are part of ommendations for improvement.” The ter-2/c2s2.htm, Appendix table 2–17, the Hispanic Association of Colleges group will provide me their recommen- Appendix table 2–23. NSF Data tables and Universities in order to expand our dations in the coming months. 16 and 22, http://www.nsf.gov/statis- pool of candidates. I am looking forward to their anal- tics/2016/nsf16300/data-tables.cfm.) To retain the employees we hire, the ysis and recommendations. Change How has your involvement in CSWEP af- BLS supports staff who want to pursue is most effective when those who care fected your leadership—whether that be graduate studies related to their area of most about the work are responsible for your vision, your style of leadership, or work, resources permitting. This invest- seeing the change through. something else? ment in human capital strengthens our What challenges does BLS face in support- expertise and supports individuals’ per- CSWEP has been a key career re- ing diversity? sonal and professional goals. source for me, providing opportu- The BLS Workforce Development Building an agency that looks like nities, role models and information and Training staff coordinates and America is an important way to ensure 12 CSWEP News Groshen Interview Top 10 Tips for Dealing with the Media that helped sustain me personally and professionally. I am indebted to CSWEP for teaching me all sorts things I could 1. Respond quickly—or at least let the contact know you can’t do to help carve out a career in economics. respond. Reporters and bookers are on a tight deadline and will I was exposed to CSWEP in graduate school in the early not contact you again if you are not responsive. 1980s. I read the newsletters assiduously and saved them to reread. I have participated in CSWEP sessions in confer- 2. You can tell someone to email you the topic and that you will ences. And as a mentor in CeMENT, I think I learned as get back to her/him at a certain time (ideally within an hour) if much as any mentee. The involvement made me organize you need some time to think about what you want to say. my thoughts about my own career at the time. The mentees asked challenging and probing questions that helped me with 3. What you say is “on the record” unless you tell a reporter oth- my critical thinking. erwise beforehand. You can specify in advance whether you are The CSWEP pioneer I think of first is Francine Blau talking “on background” or “not for attribution,” which mean you (CSWEP Chair 2003–2006). We have similar research in- are giving the reporter information he/she can use, but he/she terests and I learned a lot from her work (much using BLS will not link that material to your name. “Off the record” means data, by the way). That drew me to her in the first place. When that the reporter cannot use the information at all unless she/he we met, I also admired the way she carried herself. She im- has another source who is not off the record. pressed me with the way that she balanced informality—that is, being approachable and using humor—with calm profes- 4. Be succinct. sionalism. She seemed always confident and relaxed, neither 5. That said, you can tell a reporter that you first want to talk defensive nor insecure. Her manner made her arguments for gender diversity all the more persuasive. about the topic in general and then will give a pithy quote after She was one of many who helped CSWEP make progress. you more fully grasp what the specific topic is. The challenge of CSWEP and other groups that advance di- 6. If you don’t know the answer but can suggest someone who versity is to make progress without alienating the same col- does, that is helpful to the media. Share your contacts—espe- leagues that one needs to convince—or making its members feel hopeless. CSWEP has shown the power that a communi- cially other women! ty of positive, like-minded women can have on the profession. 7. You are almost certainly enough of an expert to speak to the I think back to my time at Harvard in the doctoral program. issue at hand. Economists can speak knowledgeably about many A few of us graduate students decided to help advance diver- economic topics even if they haven’t published an article on a sity in hiring. We reached out to other graduate programs and specific topic. If you need to clarify something after speaking asked them about the strongest women candidates currently on the job market. We called those women to encourage with a reporter, follow up via email or a phone call right away. them to apply to Harvard. We put their information together 8. Pitch your ideas. Tell people what you are working on and why in a packet for the hiring committee to review. While I was they should cover it. there, for each of the three years that we did this homework for the hiring committee, they hired women junior faculty. 9. Use Twitter, both to communicate ideas and to signal that For the three years that we did not do the leg work, no wom- you’re open to media contact. en were hired. To this day, I’m unsure how much of a difference we made 10. The media are not out for “gotcha” moments—they’re trying and, if so, why. Was it the work we did for the committee, to tell the correct story, and you can help them do that. Talking to the signal we sent to faculty that this was something to fo- the media gives you an opportunity to affect policy and to edu- cus attention on, or the expanded pool of candidates because cate a broader audience. Approach it as a way to make the world we convinced reticent women to apply who would otherwise a more informed place. have self-selected out of the pool? Perhaps all of these factors played some role. CSWEP thanks Lisa Cook, Dan Diamond, Susan Dynarski, Clau- I think that the experiences I have had in the community dia Goldin, Catherine Rampell, Justin Wolfers and especially Di- of CSWEP have influenced my approach to diversity. It’s a ane Whitmore Schanzenbach for participating in the panel dis- long road that has to be maintained and invested in to get us cussion “Who’s Doing the Talking: Women Economists and the to where we want to go. Media” at the 2016 AEA/ASSA Meetings. These are among the many tips given by the panel. CSWEP plans to host more events at the 2017 AEA/ASSA Meetings related to how to interact with the media—stay tuned for details!

2016S IS UE I 13 CSWEP Restructured continued from page 1 paper-sessions at the Annual Meeting of the AEA, and for launched the provision of a lactation room at the AEA Meet- similar sessions at the Meetings of the Regional Economics ing) to the more complex (helping other disciplines and econ- Associations. The latter bring to mind the innovative work of omists in other countries establishing their own “CSWEP” or CSWEP’s four Regional Representatives who initiated career- initiating their own survey). development panels and networking events; and trailing the Innovating, pulling the levers and performing this vast Regionals, last January CSWEP dove into career development array of tasks are not only the CSWEP Board but also by a at the AEA Meeting with a roundtable on “Women and the bibliography of economists. As you may know from person- Media,” with plans for media training in 2017. al experience, for committee work and for contributions to Each element of this structure embodies CSWEP’s pro- the CSWEP News, CSWEP has come to rely more and more grammatic growth at both the intensive and extensive mar- on economists from beyond the Board and in every cranny gins. For example, the capacity of both CeMENT Mentoring of the profession. Upon reading the Annual Report, my Chi- Workshops (for Faculty in Doctoral Programs and for Faculty nese counterpart once asked how I got so many people to do in Non-Doctoral Programs) have doubled, the three new an- so much work. My gut reaction was that I don’t get anyone to nual Mentoring Breakfasts are now annual events at the AEA do anything leading me directly to recognition of the extraor- Meeting, bringing the total number of CSWEP mentees to dinary willingness of members of the Board and the CSWEP over 300 annually. This range of mentoring events requires Community more generally to innovate and to work toward leadership, management and a whole lot of work. Here Terra improving the status of women in the economics profession. McKinnish has led and last year she became CSWEP’s first In order to share the responsibilities for CSWEP’s many Associate Chair and Director of Mentoring Programs. Men- moving parts, CSWEP’s growth necessitated organizational toring events are now channeled through her Steering Com- restructuring. This was no more evident than in the search mittee and the Breakfast Committees. for a new Chair. Prior to Restructuring, when asked to serve, A second example involves the Survey. Last year, outstanding candidates with deeply demonstrated support for Margaret Levenstein became CSWEP’s first Associate Chair CSWEP turned down this “opportunity,” not just from me, and Director of the Survey. She has already improved content, but also when offered by the President of the AEA. These re- utility and administration. Since 1972, the Annual Survey has fusals clarified the issue, the magnitude of the responsibili- provided fundamental inputs for monitoring the progress of ties, thus revealing the scope of CSWEP’s work to the AEA women in the economics profession with the results pub- and winning approval of Restructuring. lished in the Annual Report of CSWEP to the AEA. CSWEP It worked! Once in place, Shelly Lundberg converted her has long boasted high survey response rates. Starting with flat “no” to a “yes.” Over her distinguished career Shelly has Barbara Fraumeni’s term as Chair, 100% of departments with embraced CSWEP’s mission, bringing outstanding leader- doctoral programs have responded to the survey, and in 2015 ship and organizational skills to the office. My belief and my response rates for other departments edged up to 86% and hope that it is widely shared, is that this Restructuring, and no (thanks to Liaisons) were generally timelier. Since 2014, the doubt more to come, will serve not just women in the profes- Annual Report has included an analyses of women and men sion, but also the economics profession as a whole. in synthetic cohorts as they make their ways from entering PhD students on up through the academic ranks. Perhaps most importantly, in her first year, Maggie laid Congressional Budget Office continued from page 6 the groundwork for preserving the department-level survey working with others at CBO and the Department of Defense. data, resulting in special funding by the AEA for this project. Because CBO examines many types of federal spending, my The ultimate goal is to provide researchers with an ongoing colleagues are experts in a wide range of topics, such as health CSWEP Panel on the Gender Composition of Students and economics, Social Security and macroeconomic forecasting. Faculty stretching back to 1972. This enormous undertak- Also, government employers often provide great training and ing includes harmonizing variables from questionnaires that professional development opportunities. I spent part of one evolved in ad hoc ways from 1972 to the present and includes summer at Harvard and a month in Charlottesville, Virginia, reading many years of old discs in assorted formats, each con- receiving executive management training. I’ve presented my taining one year of departmental responses to the AEA’s Uni- work in Germany and Hawaii (and in less glamorous places versal Academic Questionnaire. While important to the eco- too). I’ve also been an adjunct professor and published out- nomics profession, the CSWEP Survey bears a much broader side CBO periodically. significance. Begun in 1972 when U.S. women were just be- This type of career may not appeal to everyone, and it ginning to enter management and the professions in signif- wasn’t what I envisioned for myself when I entered gradu- icant numbers, these data are unique in the social sciences ate school. But for those who wish to do high-quality work and seemingly in all of academe. on the key issues facing our country and to have an impact Additional activities go un-reflected in these structures, on policy, being a government economist provides some ter- ranging from the straightforward (in January 2016 CSWEP rific opportunities. 14 CSWEP News From the Chair continued from page 2 the CSWEP Community at large start- Secretary-Treasurer Peter Rousseau and leaving her footprints in CSWEP’s work ing with that small band of rebels who his predecessor, John Siegfried. and making my job do-able and often broke ground for CSWEP back in 1971, The excellence of CSWEP News and fun. To her goes my heartfelt thanks.3 to all earlier Boards, and especially my its highly sought “Focus” sections de- Also thanks to my department and col- immediate predecessor, Barbara Frau- rives from the individual and collective leagues at Duke for moral, technologi- meni. For their counsel, hard work and work of the Board and three unsung he- cal and in-kind support. bringing their creative ideas to frui- roes. Each Board member served as a It has been my privilege and a plea- tion, I offer my profound thanks to the Co-Editor and produces one (or more) sure to work with all of these people and 20 Board members with whom I’ve “Focus.” Three heroes transformed the I shall miss the contact and camaraderie worked; to CeMENT Directors, Kim- earlier Newsletter into CSWEP News, that went together with the work. It is Marie McGoldrick, Terra McKinnish, kept the editions rolling out and made with pride in CSWEP and great joy that Ann Owen and Kosali Simon; to all 256 many enhancements: foresighted guide I turn the reins over to our new Chair, Liaisons, and to the bibliography of oth- and Oversight Editor, Madeline Zavod- Shelly Lundberg, Associate Chairs Mar- ers who contributed often anonymous- ny; on-the-ground coordinator, clandes- garet Levenstein and Terra McKinnish, ly to the work of CSWEP.2 For encour- tine contributor and Assistant Editor, the CSWEP Board and the 256 Liaisons. agement, support and wise counsel, I Jennifer Socey; and art-improves-con- I ask you to give them your support and thank the successive AEA officers and tent Graphic Designer, Leda Black. become their successors. members of the Executive Commit- Near legendary in the CSWEP Com- 3 I look forward to our post-CSWEP banter over my choice of tee, the excellent staff at AEA Head- munity are Jennifer Socey’s creativ- words for this paragraph. In addition, she is helping to tran- quarters, and proffer special thanks to ity, diplomacy, multiplicity of skills sition the Office of the CSWEP Chair to UC Santa Barbara and ability to get things done. More and training her successor, Amber Pipa. Moreover, Jennifer will assist Maggie Newman and myself (as President-elect) 2 While it is impossible to list all contributors, year-by-year than her title of Administrative Assis- in organizing the May 2017 Annual Meeting of the Society of the names of many are bolded in the most recent (in this is- tant, she embraced CSWEP’s mission Labor Economists. The deadline for submissions is October sue) and the past three Annual Reports of CSWEP. 31, 2016!

Census Bureau continued from page 4 between Census and a team of academics (Nick Bloom, Erik turned to experts both within CES and in our greater research Brynjolfsson and John Van Reenen). My work on the MOPS community for advice on these activities. In order to help pro- included working with the research team and Census survey mote the use of the ASE, the survey director, Patrice Norman, area to develop the survey instrument (including joining the and I co-authored a working paper introducing the survey. cognitive testing team to site visits) and dissemination strat- Finally, I will end with one of my favorite “research proj- egy. Part of the dissemination strategy includes producing re- ects.” When recruiting new PhD economists, one question search papers. Co-authoring these papers provides CES staff that comes up is “What is the DC area like?” To answer that with an opportunity to conduct research with the academic re- question, we turned to data collection but with a playful turn. search team. The MOPS was first fielded in 2011, and we are In order to “prove” to prospective employees that the DC area now working on an expanded MOPS to be fielded this spring. can compete with California in terms of weather, some in- The ASE owes its existence to many people but got its trepid CES staff ate lunch outside on our cafeteria deck at start at a 2013 United Nations conference on measuring en- least one day in every month for three years. We took pictures trepreneurship from a gender perspective. At the conference, each month as proof (at some times surrounded by snow), Alicia Robb from the Kauffman Foundation followed up my producing a photographic collage entitled “Washington is so presentation on the Survey of Business Owners (SBO) by ask- Temperate We Eat Outside Year Round: Evidence from Cen- ing whether Census would be interested in a partnership de- sus Micro Data.” A copy of this picture hangs on my office veloping an annual version of the SBO. Given the earlier ex- door reminding me how fortunate I am to work with curious, perience with the MOPS and the recommendations from a creative and engaging people. National Academies Panel on the SBO, this seemed possible and Census was able to move forward with this. Census, in partnership with the Kauffman Foundation and the Minority Business Development Agency, managed to develop and conduct this brand new survey in less than two years. For my part, I have been involved in developing the content for the base survey and for its modules and have 2016S IS UE I 15 Bureau of Labor Statistics continued from page 10 To Celebrate and Honor Finally, I would like to make graduate students and academic researchers CSWEP celebrates and thanks the following senior mentors whose dedicat- aware of opportunities to come to BLS ed service carried the 2015 and 2016 CeMENT Workshops. As noted after and use confidential data. Several grad- their names, some are former CCOFFE or CeMENT participants who re- uate students have used BLS confiden- turned to pay it forward! tial data in their dissertations, which has given them an in-depth look at the data 2015 CeMENT Workshop for 2016 CeMENT Workshop for behind some of our statistics. Some of Faculty in Non-Doctoral Programs Faculty in Doctoral Programs these students, after experiencing the Ann Owen, Director (CCOFFE 1998) Kosali Simon, Director (CeMENT 2004) BLS research environment, have con- Hamilton College Indiana University Cynthia Bansak (CeMENT 2004) Elizabeth Asiedu tinued on with BLS as research econo- St. Lawrence University Kansas University mists. There are also opportunities for Rachel Connelly Kate Bundorf graduate students to work at BLS dur- Bowdoin College Stanford University ing the summer through the CSWEP/ Hope Corman Marcelle Chauvet CSMGEP Summer Economics Fellows Rider University University of California, Riverside Program or as summer research assis- Angela Dills Julie Cullen tants. Visiting scholars may also come Providence College University of California, San Diego to come to BLS to work on-site with con- Mary Evans Mary Daly fidential microdata on projects that fur- Claremont McKenna College San Francisco Federal Reserve Bank ther the BLS mission (see On-site Visit- Jessica Holmes (CCOFFE 1998) Sue Dynarski (CeMENT 2006) ing Researcher program and ASA/NSF/ Middlebury College University of Michigan BLS Fellowships). In the near future, Lynne Lewis (CCOFFE 1998) Leora Friedberg (CCOFFE 1998) Bates College University of Virginia some confidential BLS data will also be Ellen Magenheim Meredith Fowlie available in the FSRDCs. Swarthmore College University of California, Berkeley My work at BLS is professionally Maggie Maurer-Fazio Susan Helper engaging and intellectually satisfying. I Bates College Case Western Reserve University look forward to speaking with anyone Roisin O’Sullivan (CeMENT 2004) Annamaria Lusardi interested in the work we do at BLS. Smith College George Washington University Patricia Schneider (CeMENT 2004) Heather Royer Agnes Scott College University of California, Santa Barbara Ann Harrison University of Pennsylvania C alls & CSWEP also thanks special guests Kathleen Segerson Announcements and speakers Nancy Lutz, National University of Connecticut Bobbi Wolfe Science Foundation, Marjorie More at cswep.org. McElroy, Duke University, and Laura University of Wisconsin Madison Razzolini (CCOFFE 1998), Virginia Myrna Wooders CSWEP Call for Applications Commonwealth University and editor Vanderbilt University Haworth Committee of the Southern Economic Journal. Mo Xiao (CeMENT 2004) Mentoring Funding University of Arizona The Haworth Committee administers co-sponsorship of mentoring events and experiences through the Joan Haworth Mentoring Fund and CSWEP experimental funding. Most successful applications are for less than $1K and they must be consistent with the mission of CSWEP. Successful applicants will be asked to write a summary of what they have gained from the mentoring effort. Deadline: Ongoing. Questions? Contact [email protected]

16 CSWEP News The 2015 Report on the Status of Women in the Economics Profession I. Introduction web at CSWEP.org and via complimen- Terra McKinnish directed the mentor- tary digital subscriptions to the thrice- ing program with her characteristic skill A standing committee of the Ameri- yearly CSWEP News, CSWEP freely dis- and innovation. Associate Chair Marga- can Economic Association since 1971, seminates information on professional ret Levenstein directed the 2015 CSWEP the Committee on the Status of Women opportunities, career development, and Annual Survey, analyzed the results and in the Economics Profession (CSWEP) how the profession works. Most of this wrote The Statistical Report on the Sta- serves professional women economists is of special interest to economists just tus of Women in the Economics Profes- by promoting their careers and mon- establishing their careers, regardless of sion in Section IV. Section V concludes itoring their progress. At founding gender, race or ethnicity. with well-deserved acknowledgements. CSWEP surveyed economics depart- To preview the results of the 2015 Appendix A lists the 2015 Board mem- ments regarding the gender composi- survey, now in its 44th year, three pro- bers. For those who want a quick sketch tion of faculty and, since 1993, has sur- verbial truths continue to hold for wom- of the activities, growth and changes in veyed some 250 departments annually en in the academy: (i) from entering CSWEP over the last four years, see with findings reported in the Ameri- PhD student to full professor, women Appendix B. can Economic Review: Papers & Proceed- have been and remain a minority; (ii) ings (AER: P&P) and reprinted in the within the tenure track, from new PhD II. Restructuring CSWEP CSWEP Annual Report. The time of to full professor, the higher the rank, the the CSWEP Board and non-Board com- A. Associate Chairs lower the representation of women; and mittee members as well as CSWEP’s In January 2015, the AEA Executive (iii) as compared with men, women dis- Network of Liaisons to over 250 de- Committee approved the creation of proportionately fall off the academic lad- partments provides bountiful public two associate chair positions and sub- der at the time of promotion to tenured goods to the profession. CSWEP’s cur- stitution of these for two at-large posi- associate—a phenomenon that appears rent annual programs include a variety tions on the CSWEP Board—one the to be unique in the economics profes- of mentoring programs for upwards of Associate Chair and Director of the sion. Two recent trends strike a disturb- 300 women economists. These include CSWEP Survey and the other the Asso- ing chord. First, the share of women the internationally renowned duo Ce- ciate Chair and Director of Mentoring entering PhD programs appears to be MENT Mentoring Workshops for ju- Programs. These have now been ably in slow decline. Second, as noted else- nior women and the newly developed filled. Margaret Levenstein (Executive where by AEA Past President Goldin, trio of Mentoring Breakfasts at the An- Director, Michigan Census Research the fraction of baccalaureate women nual AEA/ASSA Meetings as well as ca- Data Center, and Adjunct Professor of who majored in economics is declining. reer development roundtables and pan- Business Economics and Public Poli- Taken together, these related trends call els at the Annual AEA/ASSA Meetings cy, Ross School of Business, Universi- for a deeper inquiry. and at the meetings of the four region- ty of Michigan) is the inaugural Asso- Individually and collectively CSWEP al economics associations. In addition, ciate Chair and Director of the CSWEP Board members do the work of the CSWEP provides diverse profession- Survey. Terra McKinnish (Associate Board. To recognize their accomplish- al opportunities. These include com- Professor of Economics, University of ments, this report bolds their names as petitive-entry paper sessions at both Colorado-Boulder, and Director of the well as those of past Board members. the Annual AEA/ASSA Meetings and CeMENT National Workshops 2012– Also bolded are the names of the many at the four regional economic associa- 2014) is inaugural Associate Chair and others who have advanced CSWEP’s tion meetings. CSWEP also promotes Director of Mentoring Programs. Both mission, male and female, new ac- intangible changes, such as increased have already made important innova- quaintances and long-time stalwart awareness of the challenges unique to tions and increased both the efficiency supporters. women’s careers. To recognize and cel- and the amount of leadership attention Section II reports on CSWEP re- ebrate the accomplishments of women, to their own bailiwicks as well as by ex- structuring, and Section III details the CSWEP awards the Bell Award annually tension to all CSWEP functions. resources CSWEP has developed to ad- (for furthering the status of women in This successful delegation of some dress the challenges women continue the economics profession) and the Ben- of the Chair’s responsibilities takes a to face in the economics profession, in- nett Prize biennially (for fundamental step in the right direction of making cluding specific activities over the past contributions to economics by a woman the job possible. Previous recruits saw year and new approaches for the fu- within seven years of the PhD). On the the Chair’s position as highly rewarding ture. Of these activities, Associate Chair 2016S IS UE I 2015 annual report 17 The 2015 Report but inordinately demanding to the point role in the growth of CSWEP and there- regional economics associations to the of sacrificing one’s career. Thus, Shelly by the expansion of positive externali- mentoring breakfasts to the Summer Lundberg (Leonard Broom Professor ties to a wider audience, it deserves first Economics Fellows program. Bravos of Demography, University of Califor- place when recording CSWEP activities and thanks are due to each and every nia, Santa Barbara) cited the restructur- for 2015. In an effort to increase aware- one of these thoughtful Liaisons.2 ing as key to accepting the invitation to ness about the work of CSWEP, to ex- chair. Approved by the AEA Executive pand the distribution of CSWEP op- III. CSWEP Activities in 2015 Committee, Professor Lundberg will portunities and to streamline the yearly A. Mentoring Programs serve from July 1, 2016, through January collection of departmental gender data As success breeds success, the effective 2019. While restructuring has reduced for the CSWEP Annual Survey, in 2014 mentoring of women economists has the burden on the Chair, CSWEP’s CSWEP created the official CSWEP Li- become ever more central to CSWEP’s growth continues to render the position aison Network with the goal of having mission. While mentoring and creating both challenging and time consuming. one tenured faculty Liaison in every professional networks is an ongoing in- Thus CSWEP proposed and the January department of economics, including formal aspect of most every CSWEP ac- Meeting of the AEA Executive Commit- where appropriate, economics groups tivity, the internationally recognized Ce- tee approved with funding a full-time in business, public policy and environ- MENT (previously CCOFFE) Mentoring administrative assistant for the Chair mental schools as well as government Workshops3 hold center stage, and the and Associate Chairs. and private research units. In 2015 the CSWEP Mentoring Breakfasts have Appointed by the Chair who serves number of liaisons increased from 130 proven their worth. ex officio, both Steering Committees to over 250. Growing out of the first CCOFFE report to the Board. The Survey Steer- The Liaison’s role is to: (1) ensure Workshop in 1998 and offered annu- ing Committee supports the work of their department’s timely response to ally since 2015, the success of the Ce- the Associate Chair and Director of the the CSWEP Annual Survey, thereby de- MENT Mentoring Workshops in pro- Survey and acts as a sounding board centralizing the burden of reining in re- viding young women economists with for her. The members of the inaugural sponses from recalcitrant departments; know-how and networks that boost their Survey Steering Committee are Marga- (2) forward the CSWEP News three careers has been rigorously document- ret Levenstein (chair), Serena Ng, Petra times yearly to whoever they judge to be ed.4 In addition to vital direct benefits, Todd, Judith Chevalier (Yale Universi- the target audience in their department participants typically emerge with a ty, CSWEP Board 2002–2005 and 1998 and encourage individuals to subscribe network of peers and senior mentors. Elaine Bennett Research Prize recipi- directly; and (3) generally work to make Many of these relationships are still ent), Shulamit Kahn (Boston Universi- CSWEP opportunities well known both going strong years after the workshop ty, CSWEP Board 1987–1991) and Mar- informally as well as formally by for- concludes. jorie McElroy (ex officio). warding occasional emails to students In January 2015, CSWEP renamed In parallel, the Mentoring Steering and colleagues.1 the Mentoring Workshops to better indi- Committee supports the work of the As- In all aspects, the CSWEP Liai- cate their target audience. The CeMENT sociate Chair and Director of Mentoring son Network is connecting. Response Workshop for Faculty in Doctoral Pro- and acts as a sounding board for her. A time to the call for departmental data grams (formerly called the National major support mechanism will be to as- for the 2015 CSWEP Survey was great- sist in the recruitment of senior men- ly reduced, with most departments re- 2 For a list of current members of the CSWEP Liaison tors for the CeMENT Workshops. porting by early November and figures Network, visit https://www.aeaweb.org/committees/cswep/ The members of the inaugural Men- reported from all but a handful of de- Liaison_Network.php. toring Steering Committee are Terra partments in December (rather than 3 Using CeMENT as a model, the American Philosophical McKinnish (chair), Linda Goldberg, Ra- the January-February returns of previ- Association and the Royal Economic Society’s Women’s gan Petrie, Hilary W. Hoynes (Universi- ous years). As important, information Committee have both run successful mentoring workshops; WiNE (the European Economic Association’s women’s ty of California, Berkeley and 2014 Car- on CSWEP opportunities is reaching group) and economists in China, Japan and South Korea are olyn Shaw Bell Award recipient), Kosali a larger audience, evidenced by an in- working on similar workshops. Simon, Ann Owen (Hamilton College, crease in applications and registrations 4 Based on random assignment to participation and track- CSWEP Board 2004–2007) and Marjo- for all CSWEP activities, from paper ses- ing the subsequent careers of both participants and those rie McElroy (ex officio). sions at the AEA/ASSA Annual Meet- who were randomized out of participation, a rigorous evaluation showed that “CeMENT increased top-tier publications, ings and at the four meetings of the the total number of publications, and the total number of B. CSWEP Liaison Network: successful federal grants in treated women relative to con- Up and Running 1 For example, the flyerDo You Know About CSWEP? (avail- trols.” Blau et al., “Can Mentoring Help Female Assistant Since the new CSWEP Liaison Network able at CSWEP.org) sketches some of the opportunities Professors? Interim Results from a Randomized Trial” provided by CSWEP, knowledge of which still seem to circu- (American Economic Review, May 2010: 352). Future research has already played such an important late mainly by word of mouth. will track these women over their tenure clocks and beyond. 18 2015 annual report CSWEP News The 2015 Report Workshop) and held after the Annual dinner. As before, all of the professional helpful, with participants praising the AEA/ASSA Meetings targets women in development materials provided to par- value of the tips they received and the departments with PhD programs where ticipants, the “CeMENT Binder,” are networks they started. Most left the research accomplishments carry heavy available to all at CSWEP.org.7 workshop with important career goals weight in promotion. The CeMENT For the upcoming workshop in Janu- and the plans to achieve them. Workshop for Faculty in Non-Doctoral ary 2016, 76 applications were received, The name of this workshop was Programs (formerly called the Regional with 9 screened out as not meeting the changed from the previous “CeMENT Workshop) and held biennially in con- criteria. Of the 67 remaining, 17 were Regional Workshop” to clearly desig- junction with one of the meetings of the given priority admission as applicants nate this as the workshop for faculty in regional economics associations targets who were randomized out in 2015, leav- departments that do not include a PhD women in departments where teaching ing 23 new slots. Thus 27 applicants will program. Previously, the workshop fo- receives more weight. be randomized out and receive priori- cused on applicants from institutions ii. CeMENT Mentoring Workshop for ty for the 2017 workshop. This means where teaching is valued more than re- Faculty in Doctoral Programs that while doubling the frequency has search. While this remains an impor- reduced the annual excess demand,8 a tant demographic for the workshop, the The next CeMENT Mentoring Work- new applicant is still more likely to get new name attracts more assistant pro- shop for Faculty in Doctoral Programs randomized out than to get in—a severe fessors from institutions with non-triv- (2004, ’06, ’08, ’10, ’12, ’14 and ’15) fol- constraint. Given the persistent difficul- ial research expectations, thereby im- lows directly after the 2016 AEA/ASSA ty of finding senior mentors at the top proving the quality of the dialogue on Meetings. In response to significant ex- of their field, it does not seem feasible research. cess demand, in January 2014 the Exec- to increase the size of the workshop to utive Committee of the AEA approved iiii. Mentoring Breakfasts for Junior meet this demand. moving the workshop from a bienni- Economists al to an annual frequency, effectively iii. CeMENT Mentoring Workshop for The 2013 AEA/ASSA Meetings saw doubling the capacity.5 Funding is cur- Faculty in Non-Doctoral Programs CSWEP’s inaugural Mentoring Break- rently provided through 2018. Impor- Held in odd-numbered years, the Ce- fast for Junior Economists. Conceived tantly, the Executive Committee also MENT Mentoring Workshop for Facul- by Board members Terra McKinnish continued funding for the ongoing sci- ty in Non-Doctoral Programs focuses on and Linda Goldberg as a stand-in for the entific evaluation of their effectiveness. faculty who are at institutions that place then-biennial CeMENT National Men- This Workshop remains, nonetheless, emphasis on undergraduate teaching as toring Workshop during its “off year,” oversubscribed. well as research. The April 2014 meet- this first informal meet and greet event Led for a second year by CeMENT ing of the Executive Committee of the brought together 40 senior economist Director Kosali Simon of Indiana Uni- AEA saw the approval of funding for the mentors (predominately senior women) versity, the upcoming 2016 workshop CeMENT Mentoring Workshop for Fac- and 120 female and male junior econo- will serve 40 participants joined by 16 ulty in Non-Doctoral Programs in 2015 mist participants (primarily faculty six mentors and several special guests as and 2017 that puts its size (40 partici- or fewer years post-PhD and graduate well as observers from other organiza- pants) on par with that of its sister work- students on the job market). So success- tions (from China, Japan and from the shop for Faculty in Doctoral Programs. ful was the breakfast that CSWEP has American Finance Association).6 As Directed by Ann Owen of Hamilton since hosted two annually at the AEA/ usual, team sessions and general pre- College, the 2015 workshop immedi- ASSA Meetings. sentations will cover topics including re- ately preceded the Southern Economic Now in its fourth year, the Mentor- search, grants, publishing, efficient and Association Meetings in New Orleans. ing Breakfasts for Junior Economists effective teaching, networking, tenure Eleven senior women mentored 38 ju- have nearly doubled in capacity as well and work-life balance. The San Francis- niors on publishing, teaching, network- as offerings, with 210 junior-level econ- co Federal Reserve will host the kick-off ing, the tenure process and achieving a omists registered for 2016’s two break- work/life balance. They worked togeth- fasts and more on the waitlist, held 5 Capacity aside, the annual frequency better enables junior er in small groups on goal setting and there by room capacity constraints and women to time their participation in the context of pressing provided feedback on research papers a desire to maintain a low mentor-to- tenure clocks. to other group members. Overall, men- mentee ratio. This figure includes a 6 A number of officers and members from the Board of the tees rated the workshop as extremely greatly increased demand from the ju- Chinese Women Economists Network (CHWEN) have ob- served CeMENT for several years. Renée Adams (Professor nior faculty, post-docs and non-academ- of Finance, University of New South Wales, Australia) has 7 http://www.aeaweb.org/committees/CSWEP/mentoring/ ic professionals who now comprise 72% been instrumental in the American Finance Assocation start- reading.php. of all participants, with the remaining ing its own version of CSWEP, called the Finance Association 8 In 2012, 2014 and 2015 applicants numbered 133, 108 and 28% being graduate students on the job for Women. 110, respectively.

2016S IS UE I 2015 annual report 19 The 2015 Report market. While 94% of participants are Evaluating and Planning for Career Tran- change the conversation. Thus, for the women, an increasing share are male. sitions, Laura Argys (Professor and As- 2017 AEA/ASSA Meetings, Schanzen- It also bears mention that interest from sociate Dean, University of Colorado bach is exploring the possibility of train- senior mentors matches that of junior Denver) on Being Efficient and Effective ing for female economists in how to in- participants, with 55 mentors signing up in Administrative Duties and Donna Gin- teract with the media. Should this media within days of the call to serve in 2016, ther (Professor of Economics and Di- training prove successful, CSWEP will many for both breakfasts. (Thanks to rector, Center for Science Technology explore additional enrichment training the CSWEP Liaison Network for their & Economic Policy, University of Kan- in the many other ways senior women help spreading the word!) sas) on Time Management under Rising economists can make an impact, includ- This year, organizers Terra McKin- Responsibility. Led by two senior facilita- ing serving on panels, editing, teaching, nish and Anne Winkler pre-assigned se- tors, each table of participants will en- blogging and mentoring. nior mentors to each topical table (Re- gage in two speed mentoring activities, vi. Haworth Mentoring Committee search/Publishing, Teaching, Tenure/ with each receiving two minutes to in- Named in honor of the singular con- Promotion, Non-Academic Careers/ troduce themselves (professional po- tributions of the late Joan Haworth, a Grant-Writing, Work/Life Balance, Job sition, career path, research area) and long-time stalwart CSWEP supporter, Market and Job Market Special Top- eight to 10 minutes to ask individual this standing committee (established ics—Dual Career Couples, Job Search questions and receive feedback from in 2014) makes recommendations re- 4+ Years post PhD) based on their pref- the table. The full group will then recon- garding one-off applications to cospon- erence and distributed the information vene to share questions or points that sor professional development events to participants in advance. At the break- came up during the small group work. and mentoring experiences. It also ad- fast, junior participants will rotate be- v. Pilot Mid-Career Professional ministers the small Haworth Fund given tween tables at 20-minute intervals Development Activities by Joan. Upon satisfactory application, based on their own interests. With three Plans are underway for an expansion that fund can be used to piggyback onto senior mentors per table each hosting of mid-career mentoring to spur a larg- routine campus visits of external speak- a conversation with up to three junior er conversation about owning your im- ers by adding mentoring activities. This participants, this breakfast improves the pact in the profession and being strate- year, chair Amalia Miller and members mentor-mentee ratio from 1:4 in previ- gic in doing so. As a pilot for the 2016 Bevin Ashenmiller and Cecilia Conrad ous years to 1:3 in this year. AEA/ASSA Meetings, Diane Whitmore recommended funding the extended iv. Peer Mentoring Breakfast for Mid- Schanzenbach (Northwestern Universi- visits of Yoosoon Chang (Indiana Uni- Career Economists ty and Brookings Institution) organized versity) and Hilary W. Hoynes (Univer- Prompted by the success of the junior a roundtable on Who’s Doing the Talk- sity of California, Berkeley) to Emory mentoring breakfasts, a number of ing: Women Economists and the Media. University and Montana State Univer- senior economists, including earlier With a long-standing interest in this sity, respectively. graduates of CeMENT workshops, ex- topic, Schanzenbach was spurred to ac- The Committee also cosponsored pressed their desire for a parallel event tion by recent infamous slights of prom- two one-off mentoring experiences in to address concerns relevant to mid-ca- inent women economists in the media which senior mentors Yoosoon Chang reer women (associate or full-rank ten- (see Appendix for examples). Panelists and Ana Maria Herrera (University of ured academics or non-academics 10 include economists Lisa Cook of Mich- Kentucky) traded visits. This pairing or more years beyond the PhD). In re- igan State University; Claudia Goldin emerged from Herrera’s participation sponse, sandwiched in between the two of Harvard University; Susan Dynar- as a mentor in the mentoring work- breakfasts for juniors, the 2015 meet- ski and Justin Wolfers, both of the Uni- shop for junior female economists that ings saw the inaugural Peer Mentoring versity of Michigan; and media repre- Chang organized as a preconference Breakfast for Mid-Career Economists sentatives Catherine Rampell, national event for the Midwest Econometrics exploring the theme: Career Transitions syndicated opinion columnist for the Group Meeting, a mentoring experience for Mid-Career Women Economists. Washington Post and Dan Diamond, con- the Haworth Committee co-sponsored Organized by Terra McKinnish, Ce- tributor to Forbes, Vox and other outlets. in October 2013.9 cilia Conrad, Linda Goldberg and Kosa- Response to news of the panel was vii. AEA Summer Economics Fellows li Simon, this year’s mid-career break- swift and positive, with 120 people Program fast will serve 54 participants. The event registered to attend within days of an- Begun in 2006 with seed monies from will open with brief talks from three se- nouncing the offering and many others the National Science Foundation (NSF) nior economists on topics identified writing in to express their support and by registrants as important to them at asking if the panel would be recorded mid-career: Cecilia Conrad (Vice Presi- or streamed. Clearly female economists 9 See Yoosoon Chang’s article on this mentoring workshop in the CSWEP News, Summer 2014: https://www.aeaweb. dent, MacArthur Fellows Program) on want to learn how they can begin to org/content/file?id=631. 20 2015 annual report CSWEP News The 2015 Report and designed and administered by a Chair of the Economics Department Bennett Prize and Hilary W. Hoynes’s joint AEA-CSMGEP-CSWEP commit- and Director of the Center for Health (University of California, Berkeley) tee, the AEA Summer Economics Fel- and Well-Being. Currie’s research spans 2014 Bell Award. Both are available at lows Program aims to enhance the ca- labor, public and health economics. She CSWEP.org.15 As well as allowing vir- reers of underrepresented minorities is best known for her work on public tual attendance by anyone and preserv- and women during their years as se- policy issues affecting child health and ing the content of the recipient’s talk, nior graduate students or junior fac- wellbeing. Female and male econo- these videos also capture the spirit of ulty members. Fellowships vary from mists from all career stages, including the times and may become valuable his- one institution to the next, but general- former and current graduate students, torical records. CSWEP plans to contin- ly senior economists mentor the fellows colleagues and coauthors all spoke of ue this practice. for a two-month period, and fellows, in her wisdom, practical advice and com- turn, work on their own research and mitment to gender equity in econom- C. CSWEP’s Presence at Annual have a valuable opportunity to present ics. The full press release is available on- Association Meetings it. Many fellows have reported this as a line.12 We expect to publish an interview i. The 2015 American Economic career-changing event. with Professor Currie in Issue II 2016, Association Meeting The AEA Summer Economics Fel- CSWEP News. The Bell Award is con- Critical to CSWEP’s mission, CSWEP lows Program10 had another excellent ferred annually at the AEA/ASSA Meet- sponsors six competitive-entry paper ses- year overall. It placed 14 fellows (13 ings during the CSWEP Business Meet- sions at the Annual AEA/ASSA Meet- were female graduate students and one ing to which all are welcome. ings. Last year (2015) Kevin Lang and was a female faculty member) with 10 For holding to high standards and Anne Winkler organized three gender sponsors,11 the most fellows since 2009. spotlighting the extraordinary accom- sessions, and Linda Goldberg and Ser- Applications from graduate students plishments of women in economics, ena Ng organized three sessions on were solicited earlier and more aggres- we owe an enormous debt to the selec- macroeconomics/international. These sively because of concerns about a de- tion committee.13 While they must re- committees selected eight papers for cline in the number of applicants last main anonymous, this debt extends publication in two pseudo-sessions in year from 46 to 43 and the number of with equal weight to all those who did the AER: P&P. applicants in 2015 increased to 77. But the hard work of nominating the entire The highly competitive submissions the number of applicants from minority highly competitive field of candidates process encourages quality research groups dropped from nine to six, one of as well as to all those who wrote the both in gender-related topics and more whom was selected. And the percentage thoughtful, detailed letters in support recently in fields that tend to be male of applicants hired declined from 30% of each candidacy. dominated. Women consistently report in 2014 to 18% in 2015. Awarded biennially since 1998, the that these sessions, which put their re- B. Carolyn Shaw Bell Award and Elaine Bennett Research Prize was es- search before a profession-wide audi- tablished to recognize, support and en- ence, proved instrumental in their suc- Elaine Bennett Research Prize courage outstanding contributions by cess as economists. It is worth noting Given annually since 1998, the Caro- young women in the economics profes- that even with the committee’s liberal lyn Shaw Bell Award recognizes an in- sion.14 The 2016 prize will be presented gender requirements (i.e., papers in the dividual for outstanding work that has in January 2017, with nominations open non-gender session must have at least furthered the status of women in the through September 2016. one junior female author, while papers economics profession. The 2015 award It is worth noting that in 2015 for the in the gender session must have one ju- goes to Janet M. Currie of Princeton first time CSWEP videotaped the won- nior author) as of 2015 these sessions University, the Henry Putnam Profes- derful introductions, acceptance talks still accounted for a disproportionate sor of Economics and Public Affairs, and family comments of both Emi Na- share of women on the AEA Program. 10 Many thanks to the 2015 committee for screening and kamura’s (Columbia University) 2014 There were 109 abstract submis- matching: Daniel Newlon from the AEA (chair), whose ef- sions for the 2016 sessions, more than forts have undergirded this program from the get go in 2006, 12 https://www.aeaweb.org/content/file?id=471 double those for 2015 and likely a cred- CSWEP Board member Bevin Ashenmiller, CSMGEP Board member Gustavo Suarez and Lucia Foster of the Center for 13 Many thanks to the 2015 Bell committee: Board member it to the new CSWEP Liaison Network Economic Studies at the U.S. Bureau of the Census. Thanks Linda Goldberg (chair) and previous Bell recipients Fran Blau reaching 250 economics departments. as well to Dick Startz who got the ball rolling many years ago. (2001) and Sharon Oster (2011). The probability of acceptance is down to More information on the AEA Fellows Program is available at 14 From most recent to first, previous winners of the 0.22 and that of publication to 0.07. And http://www.aeaweb.org/committees/cswep/summerfellows/ Bennett Prize are: Emi Nakamura (Columbia University), . as the Liaison Network strengthens, we history.php Anna Mikusheva (MIT), Erica Field (Duke University), Amy 11 Gratitude to the 2015 sponsors: the Federal Reserve Board; Finkelstein (MIT), Monika Piazzesi (Stanford University), anticipate an increase in submissions the Federal Reserve Banks of Atlanta, Boston, Chicago, Marianne Bertrand (University of Chicago), Esther Duflo Dallas, Kansas City, Minneapolis, New York and Richmond; (MIT), Susan Athey (Stanford University) and Judith 15 https://www.aeaweb.org/home/committees/CSWEP/vid- and the U.S. International Trade Commission. Chevalier (Yale University). eos.php 2016S IS UE I 2015 annual report 21 The 2015 Report and a corresponding decrease in the Seekers covered differences in academic D. CSWEP News: probability of success. settings, including working in schools 2015 Focus and Features Additional CSWEP activities (hospi- of public affairs, the search process and Under the able direction of oversight ed- tality suite, mentoring breakfasts, busi- how to get off the ground running in a itor Madeline Zavodny16 and the graphic ness meeting and award presentations) new job. Panelists in Discussion on Ac- design expertise of Leda Black, CSWEP at the AEA/ASSA Meetings are reported ademic Careers covered balancing work published three issues in 2015.17 In a elsewhere in this document. and family, the benefits of taking a re- long-standing tradition, each issue fea- search leave, getting research done at a ii. Four 2015 Regional Economic tures a theme chosen and introduced by liberal arts institution and how to suc- Association Meetings a guest editor who, in turn, enlists sev- ceed in an environment of university eral authors to write the featured arti- CSWEP maintains a strong presence at budget cuts. All three were enthusias- cles. The quality of these focus articles all four of the Regional Economic Asso- tically received by demographically di- is consistently high, with many going ciation Meetings, offering up to 16 pro- verse audiences. on to be long-lived career resources for fessional development panels and paper For the Western Economic Associa- junior economists.18 On behalf of the sessions. Following a model developed tion International Meetings (June 28–July Anne Winkler CSWEP Board, the Chair (who is the by (CSWEP Board Mid- 2, Honolulu, HI) Bevin Ashenmiller official editor but does almost none of western Representative), in lieu of an (CSWEP Board Western Representa- the work) extends a warm thanks to all evening reception, CSWEP now hosts tive) put together panelists from gov- these contributors. a networking breakfast or lunch, sand- ernment, academia and private indus- wiched between CSWEP sessions and try for a highly successful panel, Jobs for i. Associations of Women Economists panels. The events are well attended by Economists: A Panel on the Pros and Cons Around the Globe men as well as women and provide an of Government, Academic, Research and To give Board members some relief informal opportunity for the CSWEP Private Sector Jobs. In addition, she or- from the responsibilities of co-editing, representative and career development ganized a networking breakfast and two in this first issue of 2015, Madeline Za- panelists to network and mentor one- paper sessions on the topics of Health vodny enlisted Xiaopeng Pang (Secre- on-one. Plaudits go to the four Board and Human Capital Investments and Risk tary General of the Chinese Women Regional Representatives who orches- and Development. Economists Network (CHWEN) and trate and host CSWEP’s presence at the Finally, for the Southern Econom- Professor of Economics, Renmin Uni- Regionals. ic Association Meeting (November 21– versity of China) and Elizabeth Asiedu The 2015 year kicked off with the 23, New Orleans, LA), Ragan Petrie (President and founder of the Associ- Eastern Economic Association Meetings (CSWEP Board Southern Representa- ation for the Advancement of African (February 26–March 1, New York, NY). tive) organized three paper sessions, a Women Economists (AAAWE) and Amalia Miller (CSWEP Board Eastern networking lunch and a joint presenta- Professor of Economics, University of Representative) organized five paper tion with Gary Hoover of CSMGEP on Kansas), to profile their respective asso- sessions and a panel discussion, What The Status of Women and Minorities in ciations. A key theme emerged: a seem- Do Female Economists Do Outside of Ac- the Economics Profession. Represented ingly insatiable hunger on the part of ademia? Paper sessions included pa- on all three days of the conference, any- pers authored by female PhD students one who wanted to see a CSWEP event 16 The contributions of Madeline Zavodny cannot be over- and junior faculty as well as senior fac- could do so! Fifty-four people, includ- stated. Organizer par excellence, she helps guest editors match with a topic and generally facilitates their work, she ulty covering a range of topics in mac- ing five men, joined the lunch; the joint roeconomics, gender, development and makes sure that each issue covers the appropriate materials, CSWEP/CSMGEP session on Saturday writes up missing pieces, makes continued improvements, applied microeconomics. Forty female had about 20 attendees; and the paper oversees all of those boxes of announcements, coordinates and male participants from a variety of with the Chair’s administrative assistant and drags the column sessions each had from eight to 20 peo- “From the Chair” from its author. She is also a selfless, light- career stages also joined in a CSWEP ple in attendance. Networking Breakfast. A huge “thank ning-quick copy editor and we are all in her debt. Last but not All of these panels, networking least among her endless list of tasks, Jennifer Socey, CSWEP you” to former CSWEP Board member events and paper sessions drew appre- administrative assistant, formats the CSWEP News, makes in- Susan Averett novative suggestions and does substantial editing. She also (Lafayette College), who ciative audiences and well served the served as CSWEP’s “woman-on-the- puts up with the flow of last-minute changes from theC hair, missions of CSWEP and the AEA more coordinates with the printer and sees to distribution. ground” at these meetings. generally. 17 Current and past issues of the CSWEP News are archived The Midwest Economic Association at http://www.aeaweb.org/committees/cswep/newsletters. Meeting followed (March 27–March 29, php. For a free digital email subscription send your name and Minneapolis, MN) with Anne Winkler email to [email protected]. organizing her traditional network- 18 The feature articles have provided the bulk of professional ing lunch sandwiched between two ca- development materials for the binder for CeMENT workshop participants, now online at http://www.aeaweb.org/commit- reer development panels. Advice for Job tees/CSWEP/mentoring/reading.php. 22 2015 annual report CSWEP News The 2015 Report Table 1. The Pipeline for Departments with Doctoral Programs: Percent of Doctoral Students and Faculty Who Are Women

1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015

1st-year Students 31.3% 32.2% 35.6% 38.8% 31.9% 33.9% 34.0% 33.9% 31.9% 31.0% 32.7% 35.0% 33.5% 32.1% 32.4% 29.3% 32.7% 31.4% 31.6% ABD 26.8% 28.2% 33.0% 32.3% 30.2% 30.6% 32.7% 33.1% 33.9% 33.6% 32.7% 33.7% 33.5% 34.2% 34.3% 32.5% 31.9% 32.0% 31.7% New PhD 25.0% 29.9% 34.2% 28.0% 29.4% 27.2% 29.8% 27.9% 31.1% 32.7% 34.5% 34.8% 32.9% 33.3% 34.7% 32.5% 35.0% 32.9% 34.7% Asst Prof (U) 26.0% 25.9% 27.8% 21.4% 22.5% 23.2% 26.1% 26.3% 29.4% 28.6% 27.5% 28.8% 28.4% 27.8% 28.7% 28.3% 27.8% 29.5% 28.2% Assoc Prof (U) 11.1% 15.9% 27.3% 17.2% 10.0% 17.2% 24.0% 11.6% 31.2% 24.6% 20.0% 29.2% 25.0% 34.1% 30.8% 40.0% 25.9% 23.1% 29.2% Assoc Prof (T) 13.4% 14.0% 15.1% 16.2% 15.3% 17.0% 19.9% 21.2% 19.2% 24.1% 21.0% 21.5% 21.8% 21.8% 21.9% 21.6% 24.5% 23.5% 23.5% Full Prof (T) 6.5% 6.1% 6.5% 7.4% 5.8% 8.9% 9.4% 8.4% 7.7% 8.3% 7.9% 8.8% 9.7% 10.7% 12.8% 11.6% 12.0% 12.1% 12.2%

All Tenured/ 13.4% 11.9% -- -- 15.2% 15.2% 15.5% 15.0% 16.1% 16.3% 15.5% 16.9% 16.9% 17.5% 19.0% 20.9% 18.6% 15.4% 19.0% Tenure Track Other (Non- 50.8% 31.8% -- -- 32.3% 38.4% 32.7% 32.3% 39.6% 34.4% 40.5% 33.5% 36.1% 33.0% 34.1% 39.5% 36.1% 39.8% 36.8% tenure Track)

N Departments 120 118 120 120 120 120 128 122 122 124 124 123 119 121 122 122 124 124 124

Note: T and U indicate tenured and untenured, respectively. women economists for mentoring. It Gastroenterology & Endoscopy News and status and promote the advancement is also worth noting that in addition to Anesthesiology News) and Ivan Oran- of women in the economics profession. the proliferation of international associ- sky (Vice President and Global Editori- In 1972 CSWEP undertook a broad ations of women economists, other dis- al Director of MedPage Today and Dis- survey of economics departments and ciplines such as political science are be- tinguished Writer in Residence at New found that women represented 7.6% of ginning to see the value of this work and York University’s Carter Journalism In- new PhDs, 8.8% of assistant, 3.7% of have consulted CSWEP to help them stitute) discuss, respectively, transpar- associate and 2.4% of full professors. form similar organizations. This is in- ency in research; the interrelationships Much has changed. At doctoral institu- deed an exciting development. of pre-analysis, substitute studies and tions, women have more than quadru- ii. Ethical Issues in Economics Research, replicability; and the balance between pled their representation amongst new Parts I and II penalties for retracting honest errors PhDs to 34.7%, tripled their represen- and more optimal retraction rates. tation amongst assistant professors to The focus sections in Issues II and III Professional development features 28.2%, increased their representation comprised a two-part series on ethical of these and past issues of CSWEP at the associate level more than six fold issues in research in economics. Co-ed- News are now more easily accessible at to 23.5% and increased their represen- ited by Amalia Miller and Ragan Petrie, CSWEP.org, where you can find them tation at the full professor level five-fold Part I authors Daron Acemoglu (Edi- archived by year as well as by target au- to 12.2%. This report presents the re- tor-in-Chief of Econometrica), Pinelopi dience and topic.19 CSWEP is also work- sults of the 2015 survey, with emphasis Goldberg (Editor-in-Chief of the Ameri- ing with the AEA to streamline the sub- on changes over the last two decades, can Economic Review) and Harald Uhlig scription process and anticipates having including entry of women into PhD pro- (Head Editor of the Journal of Political a new subscription interface in place in grams and the progress of cohorts of Economy) weigh in on publishing, while 2016. For making this happen, special new PhDs as they progressed through Nancy Lutz (Program Director of Eco- thanks go to Michael Albert, Jenna Kutz the academic ranks.20 nomics at the National Science Foun- and Susan B. Houston of the AEA staff. dation) gives the inside view of vetting grant applications at NSF (and by analo- IV. Status of Women in the gy at NIH). In Part II, Dan Hamermesh (University of Texas at Austin) writes on Economics Profession 20 Survey respondents include all 124 PhD-granting eco- how to get credit for your own research. In 1971 the AEA established CSWEP as nomics departments in the United States and 117 economics a standing committee to monitor the departments without PhD programs. Nine non-PhD pro- In addition, Edward Miguel (Universi- grams failed to respond to the survey; information on the ty of California, Berkeley), Lucas Coff- composition of the faculty at those institutions (Earlham, man (Ohio State University) and Mu- 19 https://www.aeaweb.org/committees/cswep/newsletters. Eastern Mennonite, Mills, Nebraska Wesleyan, the New php, https://www.aeaweb.org/committees/cswep/newslet- College of Florida, Oglethorpe, Roanoke, Spelman and riel Niederle (Stanford University), and ters-audience.php and https://www.aeaweb.org/committees/ Westmont) was culled from their websites. No information Adam Marcus (Managing Editor of cswep/newsletters-topics.php. on student composition is available for those schools.

2016S IS UE I 2015 annual report 23 The 2015 Report Table 2. The Pipeline for the Top 10 and Top 20 Departments: Percent and Numbers of Faculty and Students Who Are Women

Top 10 Top 20 Doctoral Departments 1997–’01 2002–’06 2007–’11 2012 2013 2014 2015 1997–’01 2002–’06 2007–’11 2012 2013 2014 2015 Faculty (Fall of year listed) Assistant Professor Percent 20.4% 22.0% 24.5% 20.6% 17.0% 20.0% 21.6% 18.8% 25.0% 23.4% 20.5% 18.7% 21.3% 21.5% Number 21.0 23.0 23.7 22.0 15.0 18.0 21.0 32.5 44.9 48.3 44.0 37.0 43.0 44.0 Associate Professor Percent 13.2% 16.0% 18.8% 23.3% 23.3% 21.9% 25.0% 14.6% 18.1% 22.4% 22.4% 19.1% 20.4% 19.6% Number 4.5 4.2 5.7 7.0 7.0 7.0 8.0 11.0 9.4 17.3 17.0 17.0 19.0 19.0 Full Professor Percent 5.9% 7.0% 8.7% 9.5% 9.6% 9.7% 9.6% 6.2% 7.6% 9.6% 8.7% 9.6% 10.0% 10.1% Number 12.0 17.0 22.0 28.0 28.0 27.0 27.0 26.0 32.1 43.5 41.0 49.0 49.0 50.0 All Tenured/Tenure Track Percent 11.0% 12.0% 13.5% 13.2% 12.2% 13.0% 13.6% 10.4% 13.2% 14.7% 13.4% 12.9% 14.1% 14.2% Number 37.5 44.2 51.3 57.0 50.0 52.0 56.0 69.5 86.4 109.2 102.0 103.0 111.0 113.0 Other (Non-tenure Track) Percent 34.8% 45.0% 31.6% 42.9% 43.4% 33.3% 43.1% 38.8% 42.3% 32.6% 39.4% 33.8% 39.3% 40.6% Number 4.0 13.0 19.8 21.0 13.0 8.0 28.0 9.5 23.4 40.0 50.0 27.0 33.0 54.0 All Other (Full Time Instructor) Percent ------50% 34.3% 46.9% ------51.2% 40.0% 47.5% Number ------10.0 12.0 15.0 ------21.0 24.0 29.0 All Faculty Percent 18.2% 25.0% 18.2% 16.3% 15.7% 15.7% 19.5% 17.5% 27.6% 19.2% 17.1% 16.6% 18.1% 19.8% Number 63.0 101.4 80.5 78.0 73.0 72.0 99.0 119.5 196.2 166.0 152.0 151.0 168.0 196.0 PhD Students First Year (Fall of year listed) Percent 26.7% 25.0% 25.9% 22.3% 27.9% 24.0% 23.9% 30.3% 29.3% 27.3% 27.0% 28.4% 27.4% 24.9% Number 61.5 65.6 61.7 66.0 65.0 62.0 52.0 147.0 125.5 124.7 126.0 121.0 123.0 112.0 ABD (Fall of year listed) Percent 12.2% 27.0% 25.9% 24.8% 30.4% 25.4% 25.1% 14.3% 28.0% 28.0% 28.3% 30.3% 26.5% 25.7% Number 165.5 216.8 206.0 246.0 255.0 217.0 225.0 269.0 380.8 393.5 430.0 444.0 427.0 390.0 PhD Granted (AY ending in year listed) Percent 24.5% 28.0% 26.4% 27.9% 31.3% 25.9% 25.9% 24.7% 24.7% 28.4% 27.2% 33.2% 29.3% 28.4% Number 49.5 54.4 49.2 60.0 67.0 51.0 52.0 85.0 94.0 97.5 97.0 124.0 102.0 110.0 Undergraduate Senior Majors (AY ending in year listed) Percent -- -- 38.0% 37.7% 31.7% 37.3% 32.9% -- -- 35.5% 35.9% 37.6% 37.7% 36.0% Number -- -- 898.50 1123.0 311.0 780.0 460.0 -- -- 2019.0 2223.0 1505.0 2319.0 1419.0 Undergraduate Economics Majors Graduated (in previous AY listed) Percent ------39.6% 37.2% 36.9% ------38.6% 37.4% 37.2% Number ------866.0 849.0 895.0 ------2000.0 2290.0 2494.0

Notes: For each category, the table gives women as a percentage of women plus men. For the five-year intervals, simple averages are reported. Due to missing data, the columns for the 1997– 2001 interval report averages over 1997, 1998 and 2001. The assistant, associate and full ranks all include both tenured and untenured Before 2014, the categories “Undergraduate Senior Majors (AY ending in yr listed)” and “Undergraduate Economics Majors Graduated in Previous Academic Year (2013–14, including Summer 2014)” were aggregated; and the categories “Other (Non-tenure Track)” and “All Other (Full time instructor)” were also aggregated.

24 2015 annual report CSWEP News The 2015 Report Figure 1. The Pipeline for Departments with Doctoral Programs: Percent of Doctoral Students and Faculty who are Women In 2014, n = 124 responding departments of 124 surveyed 40%

35%

30%

25%

20%

15%

10%

5% 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 First Year Students Assistant Professors (U) Full Professors (T)

New PhDs Associate Professors (T) Note: T and U indicate tenured and untenured, respectively.

A. The CSWEP Annual Surveys, in economics. We are in the process of level of the academic hierarchy has in- 1972–2015 harmonizing and documenting the de- creased since the 1970s. However, prog- partmental-level data from the 1970s to ress has slowed during the last two de- In fall 2015 CSWEP surveyed 124 doc- the current period to improve our analy- cades. Since 1997, there has been only toral departments and 126 non-doctor- sis of long-run trends in the profession. a very small increase in the proportion al departments.21 Of these, all 124 doc- of assistant professors who are women toral and 117 non-doctoral departments B. 2015 Results (28.2% in 2015 versus 26.0% in 1997). responded, yielding response rates of This overview begins with an oft- The representation of women amongst 100% and 87%, respectively. This report neglected group, teaching faculty outside first-year PhD students has not in- includes harvested faculty data from the of the tenure track. These faculty typically creased at all, standing at 31.6% in 2015 Web for the non-responders. The non- hold multiyear rolling contracts and car- versus 31.3% in 1997. During the last de- doctoral sample is based on the list- ry titles such as adjunct, instructor, lec- cade the share of first-year students who ing of “Baccalaureate Colleges—Liber- turer, visitor or professor of the practice. are women averaged 32.2%, a slight de- al Arts” from the Carnegie Classification As seen in Table 1, in doctoral depart- cline from the previous decade’s 33.7%. of Institutions of Higher Learning (2000 ments, the representation of women This was the case despite an increase in Edition). Starting in 2006 the survey in these positions runs high, currently the share of baccalaureate degrees go- was augmented to include six depart- standing at 36.8%, exceeding that not ing to women. The increased entry of ments in research universities that offer just of assistant professors but even that women into the profession during the a Master’s degree but not a PhD degree of new PhDs. In 2015 the share of non- late 20th century led to increasing rep- 21 The 2015 survey pool for doctoral departments remained tenure track women was almost twice resentation of women in higher ranks, the same as in 2013 and 2014. The 126 non-doctoral depart- their share of all tenure track positions with women now making up almost ments surveyed are the same as those surveyed in 2014 with combined (19%), and this disparity is one-quarter of tenured associate profes- the addition of a recently identified undergraduate depart- greater still in the top 20 departments ment that had been conflated with a PhD department in the sors and just over 12% of full professors. same university (but different college) in previous years. (Table 2). At every level of the academic hier- 21 departments composed mainly of business faculty were With regard to doctoral departments, archy, from entering PhD student to dropped from the 2014 survey of non-doctoral departments the representation of women at each and continue to be excluded in this year’s survey. full professor, women have been and

2016S IS UE I 2015 annual report 25 The 2015 Report Figure 2. The Pipeline for Departments without Doctoral Programs: Percent of Students and Faculty who are Women In 2014 n = 117 (106 responding departments + 11 Web-harvested of 125 surveyed) 50%

45%

40%

35%

30%

25%

20%

15%

10% 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 Senior Majors Assistant Professors (U)

Associate Professors (T) Full Professors (T) remain a minority. Moreover, within the development. It is the result of relative- that the representation of women de- tenure track, from new PhD to full pro- ly good growth in women’s representa- clines as the emphasis on research in- fessor, the higher the rank, the lower the tion at the associate level as compared creases, averaging 39% for (full-time) representation of women (Figure 1). In with the full level, where women’s rep- non-tenure track teaching positions in 2015 new doctorates were 34.7% female, resentation changes only slowly as the non-doctoral departments, 36.8% of falling to 28.2% for assistant professors, stock of full professors at any given time non-tenure track teaching positions in to 23.5% for tenured associate profes- reflects something like a 25-year histo- doctoral departments, 33.5% of all ten- sors and to 12.2% for full professors. ry of promotions from associate to full. ure track positions in non-doctoral de- This pattern has been characterized as Turning to a comparison of non-doc- partments, 19% in all doctoral depart- the “leaky pipeline.” Our reliance on toral with doctoral departments, at every ments, 14.3% in the top 20 departments this leaky pipeline for gradual progress level in the tenure track, women’s repre- and 13.6% in the top 10 departments. in women’s representation in the pro- sentation in non-doctoral departments This represents a remarkable decline in fession depends on continued growth runs higher—over 10 percentage points women’s representation as departmen- in entry, which no longer appears to be higher—than in doctoral departments tal research intensity increases. The forthcoming. (compare Tables 5 and 6). Similar to the share of new PhDs going to research-in- Because the growth in women’s rep- trend in doctoral departments, women’s tensive (doctoral) departments who are resentation has differed across ranks, representation has mildly trended up at women has increased since the 1990s the gaps in representation between ad- the assistant professor level and some- (Table 3), but women are still over repre- jacent ranks have changed. Thus, fol- what more so at the full level. Deserving sented in non-academic (especially pri- lowing some convergence of women’s of attention, the non-doctoral depart- vate sector) placements (Table 4). representation at the associate level to ments do not share the strong upward With regard to the advance of cohorts of that at the assistant level around the trend at the associate level exhibited academics through the ranks, this report turn of the century, convergence seems by doctoral departments. Among non- presents a simple lock-step model of to have ceased. The gap between wom- doctoral departments the trend in wom- these advances (Figures 3 and 4). With en’s representation at the full and asso- en’s representation at the associate level a maximum of 41 years of data on each ciate levels is much higher than it was seems fairly flat over the past 12 years at rank we can track the gender compo- in the 1990s. It is worth noting that the a little over one-third (Figure 2). sition of some relatively young cohorts latter is not necessarily an unwanted A further comparison by rank shows from entering graduate school though

26 2015 annual report CSWEP News The 2015 Report Table 3. Percent of Women in Job Placements of New PhDs from the Top-10 and Top-20 Economics Departments, 1997–2015

Top 10 Top 20 Doctoral Departments 1997–’01 2002–’06 2007–’11 2012 2013 2014 2015 1997–’01 2002–’06 2007–’11 2012 2013 2014 2015 U.S. Based Job Obtained Percent 25.6% 24.8% 25.2% 28.5% 30.8% 25.0% 27.4% 25.9% 21.9% 32.7% 27.6% 26.6% 26.9% 29.9% Number 22.0 37.0 32.3 41.0 41.0 36.0 37.0 41.0 59.0 59.8 59.0 68.0 66.0 75.0 Doctoral Departments Percent 15.9% 30.3% 25.3% 26.4% 24.4% 25.3% 25.4% 17.6% 25.6% 27.2% 28.2% 28.5% 24.6% 27.4% Number 14.5 27.0 19.0 23.0 22.0 20.0 16.0 22.0 38.0 32.5 35.0 35.0 29.0 26.0 Academic Other Percent 38.9% 42.1% 41.9% 50.0% 66.7% 22.2% 50.0% 44.4% 30.7% 26.0% 25.0% 50.0% 37.0% 38.1% Number 3.5 3.0 2.2 3.0 4.0 2.0 3.0 8.0 7.0 5.5 3.0 8.0 10.0 8.0 Non Faculty, Any Academic Department Percent 66.7% 31.3% 25.0% 35.3% 34.8% 21.7% Number 4.0 5.0 3.0 6.0 8.0 5.0 Public Sector Percent 22.9% 26.2% 28.1% 36.8% 30.4% 16.7% 27.3% 30.1% 27.3% 30.5% 24.4% 28.0% 20.7% 26.1% Number 4.0 2.0 7.2 7.0 7.0 2.0 6.0 11.0 14.0 12.7 10.0 14.0 6.0 12.0 Private Sector Percent 40.3% 20.4% 26.4% 25.0% 26.7% 25.0% 28.1% 37.9% 31.3% 30.1% 24.4% 32.0% 27.1% 36.4% Number 9.5 5.8 8.2 8.0 8.0 7.0 9.0 12.5 12.8 13.5 11.0 16.0 13.0 24.0

Foreign Based Job Obtained Percent 15.9% 26.1% 21.3% 22.0% 34.0% 25.6% 12.1% 17.9% 17.2% 24.0% 21.4% 33.3% 26.3% 23.4% Number 3.5 9.0 9.5 9.0 16.0 10.0 4.0 7.0 17.0 23.7 18.0 37.0 21.0 18.0 Academic Percent 60.0% 27.0% 20.4% 19.4% 25.8% 31.0% 17.4% 20.0% 18.2% 23.0% 13.3% 32.1% 32.2% 26.4% Number 1.5 7.0 6.7 6.0 8.0 9.0 4.0 3.5 12.0 15.8 8.0 25.0 19.0 14.0 Nonacademic Percent 5.9% 16.0% 26.9% 30.0% 25.8% 10.0% 0.0% 6.3% 11.5% 28.8% 41.7% 36.4% 9.5% 16.7% Number 1.5 2.0 2.8 3.0 8.0 1.0 0.0 2.5 4.0 7.8 10.0 12.0 2.0 4.0

No Job Obtained Percent 29.2% 22.6% 33.3% 0.0% 0.0% 0.0% 0.0% 32.3% 33.3% 21.9% 16.7% 0.0% 0.0% 100.0% Number 7.0 1.0 0.2 0.0 0.0 0.0 0.0 10.5 4.0 1.2 1.0 0.0 0.0 0.0

Total On the Job Market Percent 20.6% 31.1% 26.3% 26.6% 27.9% 25.1% 24.4% 21.9% 31.7% 28.8% 25.7% 28.6% 26.7% 33.3% Number 32.5 59.0 46.2 50.0 57.0 46.0 41.0 69.0 100.0 90.3 78.0 105.0 87.0 54.0

Notes: The (2,6) cell shows that among Ph.D.s from top-10 departments in the 2014–15 job market, 16 women placed in U.S.-based doctoral departments and these women accounted for 25.4% of such placements. For five year intervals, simple averages are reported. the PhD and of other older cohorts from graduate in five years than their male The female share of the entering receipt of the degree though the assis- co-matriculates. There is evidence of class of students in PhD programs over- tant and associate professor ranks. Un- attrition from academia after graduate all has been steady, at between 31 and fortunately, these data do not suffice to school, however, as women’s share of 35%, over the last 20 years (Figure 1). analyze the advance of cohorts from as- new assistant professors is on average The female share in top 20-programs, sociate to full professor. Over the last about 5% less than their share of new however, has fluctuated in ways that decade, the proportion of women receiv- PhDs (Figure 3). Women’s dispropor- raise concern (Table 7). Between 1997 ing their PhDs has been almost exactly tionate exit from traditional academic and 2001, the average female share in the same as the proportion of women jobs has, if anything, increased in the these programs was about 30%. Dur- entering PhD programs six years prior. last decade (examining those who en- ing the period 2002–2006 this stays Women are, if anything, more likely to tered PhD programs in 1997–2003). roughly constant, suggesting continued

2016S IS UE I 2015 annual report 27 The 2015 Report

Table 4. Employment Shares by Gender Top 10 Top 11–20 All Others and Department Rank for New PhDs in the 2013–15 Job Market Women Men Women Men Women Men

U.S. Based Job (Share of all individuals by gender) 90.2% 77.2% 70.4% 72.2% 68.9% 67.6% Doctoral Departments 43.2% 48.0% 26.3% 28.2% 16.4% 21.5% Academic, Other 8.1% 3.1% 13.2% 12.8% 34.5% 28.7% Non Faculty Job 8.1% 9.2% 5.3% 11.5% 11.3% 9.4% Public Sector 16.2% 16.3% 15.8% 23.1% 13.0% 16.0% Private Sector 24.3% 23.5% 39.5% 24.4% 24.9% 24.4% Foreign Job Obtained (Share of all individuals by gender) 9.8% 22.8% 25.9% 27.8% 23.3% 28.9% Academic 100.0% 65.5% 71.4% 66.7% 76.7% 65.6% Nonacademic 0.0% 34.5% 28.6% 33.3% 23.3% 34.4% No Job Found (Share of all individuals by gender) 0.0% 0.0% 3.7% 0.0% 7.8% 3.5% Total Number of Individuals 41 127 54 108 257 454 integration of women into economics the fraction of women undergraduates years and to make the descriptive statistics and a flow into the pipeline. During who major in economics and may in part at group levels (e.g., doctoral, non-doctor- 2007–2011, the average fell to 27.3%. stem from the way we teach economics al and others) available online. We also This could easily have reflected small at the undergraduate level, as stressed by recommend making departmental- numbers and not a trend. However, Goldin (CSWEP Newsletter, Spring/Sum- level data available for research purpos- the average female share in top-20 pro- mer 2013). This is an issue for both doc- es in a manner that protects the con- grams has remained at or below this toral and non-doctoral departments (see fidentiality of the responding depart- level during 2012–2015 and fell below Tables 5 and 6). ments. The new Associate Chair and 25% in 2015. There is considerable vari- With regard to the second juncture, Director of the Survey has begun the ation in the share of females in the first the advancement of women from un- process of identifying and documenting PhD class across the 21 schools in the tenured assistant to tenured associate the extant data so that it can be properly top 20 (Table 8). Note that while we are professor is no doubt intertwined and archived and shared. not breaking out the top 10, to protect jointly determined with family-related the confidentiality of individual school decisions. Here, the institutional set- V. Board Rotations and data, the pattern is not different across ting (length of the tenure clock, gen- Acknowledgements the top 10 and the schools ranked 11–20. der-neutral family leave, on-site child Having completed her second term on care and so forth) can play significant CSWEP’s Board, Linda Goldberg will C. Conclusions roles. These policies are generally the Past intakes and subsequent advance- rotate off in January 2015. Linda was a same across academic disciplines, so pivotal and driving force on the Board ments of women and men determine they cannot explain the relative lack of the contemporaneous distribution of and her contributions were significant. progress for women in economics when I often benefitted from her wise council. men and women on the academic econ- compared with other disciplines. omists’ ladder. This report points to two She served as the able chair of multiple Finally, it is worth recognizing the CSWEP committees and lent a much- critical junctures: the failure to grow of high representation of women in non-ten- the representation of women at the intake; needed perspective from outside the ure track teaching jobs. Fully one-third world of academia. She deserves much and, relative to men, the subsequent poorer of the full-time female faculty in top-20 chance of advancing from untenured assis- thanks and great good luck in her new economics departments are in non-ten- job as a Senior Vice President of the tant to tenured associate professor. With re- ure track positions. gard to the first, in the face of the grow- FRB of New York. In closing out this summary, it is Serena Ng, who completed an ex- ing representation of women at the worth noting that the 44 years of data baccalaureate level, the stagnation of the tended four-year first term, is also rotat- on the evolution of faculty composi- ing off the Board, though she will con- share of women in entering PhD classes tion at the department level are unique means that entering PhD students rep- tinue to contribute her expertise to the in the social sciences and beyond. It is Survey Steering Committee. Serena was resent a declining fraction of new bacca- time to steward these data in a way that laureate women. This latter decline is no our resident skeptic and we benefited meets professional standards, to put in from her sage observations. She and doubt rooted in the analogous decline in place a system for maintenance for future

28 2015 annual report CSWEP News The 2015 Report Figure 3. Lock-Step Model: The Percentage of Women in the 18 Cohorts of First-year PhD Students When They Matriculated, for 13 of these When They Graduated, and for 6 of these When They Became Last-Year-in-Rank Assistant Professors 40%

35%

30%

25%

20%

15%

10%

5% 1997 199 8 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 When Continuing Survivors Became Last- When they matriculated in t When Cohort Survivors Graduated with PhDs in t+5 Year-in-Rank Assistant Professors in t+5+7, t = 1997–2014

Figure 4. Lock-Step Model: The Percentage of Women in 41 Cohorts When They Received Their PhDs, for 34 of These When They Became Last-Year-in-Rank Assistant Professors and for 27 of These When They Became Last Year-in-Rank Associate Professors

40%

35%

30%

25%

20%

15%

10%

5% When Cohort Survivors Became Last- When Continuing Survivors Became When They Received Their Degrees in t Year-in-Rank Assistant Professors Last-Year-in-Rank Associate Professors in in t+7 t+7+7, t = 1997–2014

2016S IS UE I 2015 annual report 29 The 2015 Report Table 5: The Current Gender Composition of Faculty and Students: Table 6. Gender Composition of Faculty and Students: Economics Economics Departments with Doctoral Programs Departments without Doctoral Programs Percent Percent Women Men Women Men Faculty Composition (Fall 2015) Female Faculty Composition Female

Assistant Professor 229 588.25 28.0% Assistant Professor 144 189 43.2% Untenured 217 553.25 28.2% Untenured 123 171 41.8% Tenured 12 35 25.5% Tenured 21 18 53.8% Associate Professor 155 492 24.0% Associate Professor 109 187 36.8% Untenured 14 34 29.2% Untenured 6 10 37.5% Tenured 141 458 23.5% Tenured 103 177 36.8% Full Professor 192 1383 12.2% Full Professor 127 377 25.2% Untenured 2 21 8.7% Tenured 190 1362 12.2% Untenured 2 22 8.3% All Tenured/Tenure Track 576 2463.25 19.0% Tenured 125 355 26.0% Full-Time Non-Tenure Track 154 257.5 37.4% All Tenured/Tenure Track 380 753 33.5% Part-Time Non-Tenure Track (new) 38 72 34.5% Full-Time Non-Tenure Track 62 97 39.0% All Other Full-Time Instructors 101 218 31.7% Part-Time Non-Tenure Track 13 12 52.0% All Faculty 869 3010.75 22.4% All Other Full-Time Instructors 65 144 31.1% Students and Job Market All Faculty 520 1006 34.1%

Students Student Information (2014–2015 Academic Year) Undergraduate Senior Majors (2015–16 AY) 6023 11990 33.4% Undergraduate Seniors Expecting to Graduate 2534 4563 35.7% Undergraduate Economics Majors (2015–2016) Recently Graduated 7696 15472 33.2% Undergraduate Economics Majors Graduated 2176 4115 34.6% First-year PhD Students (Fall 2015) 499 1081 31.6% in Previous Year (2014–2015) ABD Students (Fall 2015) 1324 2850 31.7% Masters Students Expecting to Graduate 64 112 36.4% PhD Granted (2014–2015 Academic Year) 403 759 34.7% (2015–2016) Completed Masters 54 79 40.6% Job Market (2015–2016 Academic Year) U.S. Based Job 252 483 34.3% Total Number of Departments 126 Doctoral Departments 55 135 28.9% Academic, Other 69 101 40.6% Non Faculty 25 47 34.7% Public Sector 35 83 29.7% Table 7. Share of Women in First Year Class in PhD Programs Private Sector 68 117 36.8% 1997–2001 2002–2006 2007–2011 2012–2015 Foreign Job Obtained 78 190 29.1% All PhD Programs 34.0% 32.9% 33.1% 31.3% Academic 60 125 32.4% Top 20 Programs 30.3% 29.3% 27.3% 26.9% Nonacademic 18 65 21.7% No Job Found 22 16 57.9% Number on Job Market 352 689 33.8% Total Number of Departments 124 of 124 Surveyed

Petra Todd expanded CSWEP paper- CSWEP’s Western Representative was The upcoming January 2 meeting session topics, serving as a powerful se- ambitious and remarkable, and she is of the CSWEP Board will be a bitter- lection committee for three AEA paper owed many thanks. sweet moment for me. Although we will sessions on applied econometrics. Her Good news is that the news of Cecilia meet for a final time in the spring, Jan- Focus section in CSWEP News on going Conrad rotating off the Board was pre- uary 2 will be my fourth and last face- to graduate school stands as a classic. As mature. She has re-upped for a second to-face meeting in the role of Chair. career demands pull her away I express term, and her “I can do that” is back. Over the last four years, the quality of my gratitude for her service. Thanks are also due to Yulia Chhab- the ideas that have bubbled up from Finally, after completing one term, ra, a PhD student at the University of this Board, as well as the willingness Bevin Ashenmiller will rotate off the Michigan, who produced gratis the proof Board members to make the ideas Board. Especially missed will be her fessional figures and tables for the 2015 work, are stunning and I have taken humor and stories. Bevin’s work as statistical report. great joy from that. Contributions of 30 2015 annual report CSWEP News The 2015 Report Upcoming Regional Meetings some individual members were noted Table 8. Average Share of Women in First Year CSWEP sponsors paper sessions, profes- in the sections above, but it is impos- PhD Class in the Top 20 Programs, 2011–2015 sional development panels and networking sible to report anything close to all of events at the meetings of the four regional Share Number of Programs them. All Board members have, with a economics associations. Visit CSWEP.org for more info. lot of smart work, enthusiastically ad- 40% or above 3 vanced the mission of CSWEP, and it 35–39% 1 Southern Economic is my privilege and joy to have worked 30–34% 7 Association with them. I will miss each one and our 25–29% 2 http://www.southerneconomic.org collective camaraderie. 86th Annual Meeting, 20–24% 6 The bittersweet extends to working, November 19–21, 2016 Below 20% 2 Washington, DC: J.W. Marriott working hard, with Jennifer Socey, my Administrative Assistant who has em- Note: This table classifies departments by the average Western Economics braced the mission of CSWEP, using share of women in their entering class over the period Association International 2011-2015. This differs from the average share of women http://www.weainternational.org her skills as organizer, writer, editor, entering PhD programs, each year, because of differences communicator and web-expert to han- in the size of different programs. 13th International Conference, January 3–6, 2017 dle everything from the mundane to Pontifical Catholic University of Chile, big-but-routine projects to substantive Casa Central campus, Santiago initiatives. Appendix A Eastern Economic Association Come July 1, the sweet part comes CSWEP Board Members http://www.quinnipiac.edu/eea/ from handing over the lead to Shelly 2017 Annual Conference, Lundberg, a distinguished economist, (2015) February 23–26, 2017 former Board member and long-time New York City: Sheraton New York supporter of CSWEP. I have no doubt Marjorie McElroy, Chair Times Square Hotel that CSWEP will grow and prosper un- Professor of Economics, Duke University Midwest Economics der her leadership and that she and her Association Margaret Levenstein, Associate Chair & Board will advance the status of women http://mea.grinnell.edu Survey Director in the profession. Annual Conference, March 31–April 2, 2017 CSWEP is fully funded by the Amer- Research Professor, University of Michigan Cincinnati, Ohio: The Westin ican Economic Association and that has Terra McKinnish, Associate Chair & made CSWEP growth and activities pos- Director of Mentoring sible. Very special thanks are due to the Professor of Economics, University of AEA Secretary-Treasurer, Peter Rous- Colorado, Boulder seau, whose council has helped CSWEP Ragan Petrie, Southern Representative find a way and to his excellent staff: Re- Bevin Ashenmiller, Western Associate Professor of Economics, gina H. Montgomery, Barbara H. Fiser, Representative George Mason University Marlene V. Hight and Susan B. Hous- Associate Professor of Economics, Kosali Simon, CeMENT Director Occidental College ton as well as Michael P. Albert, Jenna Professor, School of Public and Environmental Kensey, Gwyn Loftis, Linda Hardin and Cecilia Conrad, CSMGEP Liaison Affairs, Indiana University Julia Merry. Vice President, MacArthur Fellows Program Finally, the Committee is indebted Petra Todd, At-Large to the Economics Department of Duke Linda Goldberg, At-Large Professor of Economics, University of University for the administrative sup- Senior Vice President and Head of Global Pennsylvania port of CSWEP’s activities, office space, Economic Analysis Department, Anne Winkler, Midwestern Representative IT support, computer equipment, of- Federal Reserve Bank of New York Professor of Economics, University of fice supplies and substantial additional Kevin Lang, At-Large Missouri, St. Louis resources. Professor of Economics, Boston University Madeline Zavodny, Newsletter Amalia Miller, Eastern Representative Oversight Editor Associate Professor of Economics, University Professor of Economics, Agnes Scott College of Virginia Serena Ng, At-Large Professor of Economics, Columbia University

2016S IS UE I 2015 annual report 31 The 2015 Report Appendix B CSWEP: Four Years of Growth and Development Mentoring & Career Development Program Description Agents and Beneficiaries Growth and Change

3-day CeMENT Workshop for Faculty in Doctoral Programs (Since 2004)

2.5 days following the Annual AEA/ASSA Meetings The Director, guest speakers and 16 senior In response to severe excess demand, doubled the frequency, moved women mentor 40 assistant professors from biennial to annual in 2015, taking the average annual number of Features presentations by senior faculty and discussions at 8 tables seeking tenure in departments with PhD mentees from 20 to 40 and mentors from 8 to 16 with 2 mentors and 5 mentees in the same field, with topics including Programs grants, research, publishing, promotion and tenure, teaching, net- Workshop remains oversubscribed working and work-life balance Experiment based on randomized assignment showed significant treatment effects Newly formed Mentoring Steering Committee helps to recruit quality Prior to Workshop, each mentee’s working paper is refereed by 2 (e.g., as compared to controls after 5 years mentors who must inter alia sacrifice over 3 days of their winter break senior mentors and 4 peers at their table, resulting in detailed discus- participants had an additional .4 NSF or sions on each mentee’s paper and research program NIH grants, 3 publications and .25 publica- In due time, ongoing scientific evaluation for the 3 original cohorts tions in a top tier journal as compared to will follow participants and controls through promotion to full controls)

Biennial 3-day CeMENT Workshop for Faculty in Non-Doctoral Programs (Since 2005)

Workshop format and coverage similar to the above, but with more The Director, guest speakers and 11 senior While this Workshop remains biennial, mentees have more than emphasis on balancing research, teaching and service obligations women mentor up to 40 assistant profes- doubled: sors seeking tenure in departments without Has typically preceded the annual Southern Economic Association PhD programs 2009 15 Meeting; going forward will rotate amongst Annual Meetings of the 2011 23 four regional economic associations 2013 31 2015 38

Proportionate growth of senior mentors

Qualified mentees no longer turned away for lack of budget

Two Mentoring Breakfasts for Junior Economists (Since 2013)

Senior economists (primarily women) mentor and graduate students Mentees self-select and mentors are as- Breakfasts Mentors Mentees on the job market economists less than 6 years from the PhD signed to tables by topic: research and publishing, grants, promotion and tenure, 1 40 120 2013 8–10am on days one and three of Annual AEA/ASSA Meetings, with teaching, job market, dual careers, non-aca- 2014 some discussions extending through the lunch hour demic careers and work-life balance 2 60 180 2 65 180 2015 Bell rings every 20 minutes to encourage mentees to initiate conversation with new 2 60 210 2016 mentor

Peer-Mentoring Breakfast for Mid-Career Economists (Since 2015)

For academics and non-academic economists at least 10 years from With one-month notice, more than the 130 Broader goal: to facilitate women’s owning and representing their the PhD asking, “What’s next?” economists pre-registered scholarly contributions

8–10am on day two of Annual AEA/ASSA Meetings Expansion under consideration

Paper Sessions, Career Development Panels, and Networking Events at the Annual Meetings of the Eastern, Midwestern, Southern and Western Regional Associations (Since 1978)

Currently about 14 sessions organized by CSWEP’s four regional rep- Attended by about 360 female and male Moving away from paper-sessions (15-20 participants) and toward ca- resentatives economists at the Annual Meetings of the reer development and networking events (40-60 participants) Eastern, Midwest, Southern & Western Economic Associations Increased quality and attendance

Summer Fellows Program (Since 2007)

Targets minority ABD graduate students and assistant professors 2015 saw 14 Fellows mentored for two Notable increase in 2016 applicants, likely stemming from the new (joint with CSMGEP and the AEA) months at 10 institutions (USITC, the CSWEP Liaison Network (see below) Federal Reserve Board and its regional Banks)

32 2015 annual report CSWEP News The 2015 Report

Joint Sponsorship of One-off Mentoring Events Consistent with AEA/CSWEP Mission (Since 2005) Now includes co-sponsorship of a variety of mentoring experiences Mentors are primarily senior women econo- Started in 2005 with the donation of the Haworth Fund to piggy-back organized by groups other than CSWEP mists, both inside and outside of academia mentoring functions onto standard departmental seminars by outside speakers Most successful applications are for less than $1K 6 senior women mentored 45 graduate students, assistant professors and research Expanded in 2013 with supplemental CSWEP funding of $5K to in- economists in government employ (2015) clude co-sponsorship of a variety of mentoring experiences arranged by others Mentoring in both one-on-one and small group settings with 3–15 participants

Provide Opportunities for Women in the Economics Profession

Program Description Agents and Beneficiaries Growth and Change

Organize Six Competitive-Entry Paper Sessions at the Annual AEA/ASSA Meetings (Ongoing)

CSWEP calls for abstracts in gender and one or more additional fields Account for a disproportionate share of Recent submissions: women on the AEA Program For non-gender related papers, at least one author must be a woman 2012 83 2016 saw 109 abstracts submitted for 24 2013 67 slots (12 in gender-related topics and 12 in 2014 59 public economics), yielding an acceptance rate of 22% 2015 52 2016 109

To provide opportunities for women in relatively male-dominated fields, beginning in 2014CSWEP moved toward sessions in fields such as structural econometrics, macro and trade, as well as including economists outside the Board on selection committees

Eight Papers Published in AER: May P&P (Ongoing)

From the 12 papers in its paper sessions, each committee selects 4 for From the 24 papers presented at the Annual Year # Sessions on AEA Program # Papers in AER publication in a synthetic session AEA/ASSA Meetings, 8 papers were selected 1972–1986 2 various, selected by AER for publication, yielding a 2016 effective ac- 1987 3 3 ceptance rate of 7% 1988 5 4 1986–2016 6 8 in two pseudo sessions

See Paper Sessions at the Four Regional Economics Association Annual Meetings (above)

Lactation Room at the Annual AEA/ASSA Meetings (2016)

In response to requests, CSWEP organized and the AEA funded a pri- In 2016, 13 nursing women attending the CSWEP is advocating for similar lactation rooms at the Annual vate room for nursing mothers Annual AEA/ASSA Meetings Meetings of the four regional economics associations and elsewhere

Monitor the Progress of Women in the Economics Profession

Vehicle and Audience Recent Developments

Annual CSWEP Survey of 250 U.S. Economics Departments (Since 1993)

125 doctoral departments with 100% response rate each year since 2011 Added count of non-tenure track teaching faculty (2013) 126 non-doctoral departments with generally increasing response rate Added screen to identify and omit departments that turned out not to be economics departments: 21 in 2013, 4 in from 72% in 2013 to 87% in 2015 2014, and 7 in 2015 Stratified non-tenure-track teaching faculty into full and part-time (2015) Plans underway to provide individualized reports to departments (2016)

CSWEP Annual Report to the AEA (Since 1972)

Published annually in American Economic Review: Papers & Added analysis of synthetic cohorts of male and female incoming PhD students up through tenure and promotion to Proceedings associate and of new PhDs up through first job as assistant professor (2013) Published in CSWEP News, Issue I of each year Revised format highlights CSWEP programs and new developments and gives credit to those who do the work (2013)

2016S IS UE I 2015 annual report 33 The 2015 Report

Biennial Elaine Bennett Research Prize (Since 1998)

To Anna Mikusheva (MIT) in 2012 and to Emi Nakamura (Columbia) Of 8 winners, to date 3 have gone on to win the Clark Medal in 2014 Noticeable increase in quality but not numbers of nominees Award Ceremony attended by 80 economists in 2014 and 120 in 2015, Nominees are positively selected including many senior colleagues of winners from MIT, Columbia and Harvard Increase celebratory nature and visibility of the awards ceremony (2014) Videotape of winner’s talks available online (Since 2014)

Annual Carolyn Shaw Bell Award (Since 1998)

To Catherine Eckel (Texas A&M) in 2012, Rachel McCulloch (Brandeis) Noticeable increase in quality but not numbers of nominees in 2013, Hilary W. Hoynes (UC Berkeley) in 2014 and Janet M. Currie (Princeton) in 2015 Nominees are positively selected

Corresponding Awards Ceremony attended by 60, 80, 120 and 110 Increase celebratory nature and visibility of the awards ceremony (2014) economists, including colleagues and mentors as well as former and current students Videotape of winner’s talks available online (Since 2014)

Brag Box in the CSWEP News (Since 1998)

Honors Carolyn Shaw Bell’s mandate to celebrate the accomplishments Underdeveloped and idiosyncratic of women Plans to publish major accomplishments and firsts in the CSWEP News and post a more exhaustive list of promo- Lists annually about 25 women in the economics profession and their tions on CSWEP.org accomplishments

Annual CSWEP Business Meeting (Ongoing)

Attended by 80–110 economists yearly, but especially mentees, col- Developed CSWEP “stump talks” for Regional Representatives, Liaisons and others to modify and use for talks to leagues and students of awardees, Board members and chairs as well various audiences as friends of CSWEP, past and current

Disseminate Information Vehicle and Audience Recent Developments

CSWEP News (Since 2013) Formerly, the CSWEP Newsletter (1972–2012)

Thrice yearly; intended for all economists, but especially women econo- New design, third (!) color and new name, CSWEP News (2013) mists Focus Section made available online by topic and audience (2015) Focus Section features 3-5 professional development articles written by senior economists on a topic often targeted to women economists Increase in subscribers: just establishing their careers, most of which are of interest to all junior 2013 740 economists, regardless of gender, race or ethnicity 2014 870 https://www.aeaweb.org/committees/cswep/newsletters.php 2015 1087 2016 1136 Also distributed to 641 “Friends of CSWEP” not yet officially subscribed, but who were participants in CSWEP events or previously served on the Board

CSWEP.org (ongoing)

Part of an AEA parent site with content including: CSWEP News New, improved format and reorganized content (2013, 2014) and ongoing improvements and updates archives, mentoring and professional development resources, and information on the current CSWEP Board and annual programs Public access to the “CeMENT Binder,” career development articles used at the CeMENT Mentoring Workshop for Faculty in Doctoral Programs (See Panel A) intended for all economists and especially women economists, with em- All economists and especially women economists, with emphasis on phasis on those just establishing their careers (2013) and to prime discussions at the Junior Breakfast sent link to those just establishing their careers mentees three weeks in advance (2016) Public access to Mid-Career Breakfast readings (2015)

34 2015 annual report CSWEP News The 2015 Report continued from page 34

Established the CSWEP Liaison Network (2014)

Recruited economists in academic and non-academic departments with liaisons in The current 250 Liaisons come primarily from economics departments over 250 institutions to date New initiative to recruit Liaisons to reach economists in Schools of Business, Public Policy, Public Liaisons distribute salient information and materials as well as the CSWEP News to Health, etc. as well as research economists in government agencies and the like colleagues and students in their professional network By getting information out, the Liaison Network no doubt contributed to the increases in the Tenured faculty liaisons facilitate their department’s response to the number of subscribers, applicants and participants and ultimately the growth and success of all CSWEP Annual Survey CSWEP ventures

CSWEP Brochure (2015) and YouTube Channel (2015)

Provide information on CSWEP programs intended for all economists and especially First distributed in 2015 by the AEA to chairs of 800 U.S. economics departments; annual distribution for women economists who are unaware of CSWEP to chairs going forward resources First online video hosting of award winner talks in 2015; annual posting going forward

Restructuring the Committee on the Status of Women in the Economics Profession

Activity Purpose

New Officers and Steering Committees for the CSWEP Board (2015)

Added the positions of Associate Chair and Director of the CSWEP Survey and Delegate some responsibilities of the Chair in order to (i) increase leadership attention to the CSWEP Associate Chair and Director of CSWEP Mentoring Programs Survey and Mentoring Programs as well as to all other operations and management; and (ii) make the Chair’s job manageable without undue career sacrifice Filled the positions with Margaret Levenstein (Research Professor, Survey Research Center, University of Michigan) and Terra McKinnish (Associate Professor of Economics, University of Colorado-Boulder and Director of the CeMENT National Workshops 2012-2014), respectively For each Associate Director, established a Steering Committee that includes one or more Board members and non-Board members

Created Manual of Policies, Procedures and Protocols (2015)

A record of policies, practices and procedures for the use of future Boards and Chairs Transparency of CSWEP organized activities, continuity of information, efficiency and innovation Established standing oversight committee with goal of publishing online in 2016 A guide for organizers so they can easily access related policies and prior organizational approaches and put their energies toward improvements Policies reflect the contemporaneous deliberations and judgments of the Board that adopted them; often undergirded by extensive research and discussion

Budget, Administrative Support and Office Processes

CSWEP Operating Budget from AEA (excludes CeMENT Workshops) Increased from $60K in 2012 to $150K in 2016

$62K in one-off funds for 2016–17 Preservation, digitizing and making research-ready data from the CSWEP Annual Survey Administrative Support Increase in the weekly hours of the administrative assistant from 16 hours in 2012 to 40 hours in 2016 Provision for 6 months of training for new administrative assistant during the transition of the Office of the Chair Administrative Procedures: Support the Chair and Associate Chairs in carrying out Various new projects, including: database creation, contact resource management, records digitiza- their functions in support of CSWEP’s mission tion, creation of online surveys and submission portals and modernization of events registration

2016S IS UE I 2015 annual report 35 Directory of CSWEP Brag Box Board Members

Marjorie B. McElroy, Karen Conway, Room 359, “We need every day to herald some woman’s Chair Eastern 1315 East Tenth Street achievements . . . go ahead and boast!” Professor of Economics Representative Bloomington, IN 47405 —Carolyn Shaw Bell Duke University Professor of Economics (812) 856-3850 Durham, NC 27708-0097 University of New [email protected] Emily Conover at Hamilton Lectureship Award for her work (919) 660-1840 Hampshire Petra Todd, at-large College, Kusum Mundra at in advancing women’s issues in [email protected] 10 Garrison Avenue Professor of Economics Rutgers University, Diep Phan the University and profession. Durham, NH 03824 University of Pennsylvania at Beloit College, Elizabeth Margaret Levenstein, (603) 862-3386 Alicia Sasser Modestino, 3718 Locust Walk, Ramey at Hobart and William Associate Chair, [email protected] McNeil 160 Associate Director, Dukakis Survey Philadelphia, PA 19104 Smith Colleges and Sheetal Center for Urban and Regional Research Professor Elizabeth Klee, (215) 898-4084 Sekhri at the University of Policy and Associate Professor University of Michigan at-large [email protected] Virginia were awarded tenure Institute for Social Assistant Director of at Northeastern University is and promoted to associate pro- Research Program Direction Anne Winkler, the recipient of a Russell Sage Ann Arbor, MI 48106-1248 Division of Monetary Midwestern fessor. Presidential Award to lead a (734) 615-9088 Affairs Representative Susan Helper, Carlton qualitative study of factors un- [email protected] Board of Governors of the Professor of Economics Federal Reserve University of Missouri– Professor of Economics at derlying changing employer Terra McKinnish, 20th Street and St. Louis the Weatherhead School of requirements for skill. She was Associate Chair, Constitution Avenue N.W. One University Boulevard Management, Case Western also appointed to the board of Mentoring Washington, DC 20551 St. Louis, MO 63121 Reserve University, returns to the Massachusetts Housing Associate Professor of (202) 721-4501 (314) 516-5563 Economics [email protected] [email protected] academia after serving for two Partnership, a public non-profit University of Colorado years as the U.S. Commerce that helps increase the state’s Boulder, CO 80309-0256 Amalia Miller, Eastern Justin Wolfers, Department’s Chief Economist. supply of affordable housing. Representative (303) 492-6770 at-large She was the first woman to terra.mckinnish@colo- Associate Professor of Professor of Economics, Karine S. Moe, F.R. Bigelow rado.edu Economics College of Literature, hold the post. Professor of Economics at P.O. Box 400182 Science and the Arts, and Lea-Rachel Kosnik, Associate Macalester College and former Catalina Amuedo- Charlottesville, Professor of Public Policy, Dorantes, VA 22904-4182 Gerald R. Ford School of Professor at the University CSWEP Board Member, has W estern Representative (434) 924-6750 Public Policy of Missouri–St. Louis, was been named Provost and Dean Professor and Chair of [email protected] University of Michigan named President-Elect of the of the Faculty at Macalester Economics Room 319 Lorch Hall, 611 Transportation and Public College. San Diego State University Ragan Petrie, Tappan Street 5500 Campanile Drive Southern Ann Arbor, MI 48104 Utilities Group (TPUG). Dr. Marie Mora, Professor of San Diego, CA 92182-4485 Representative (734) 764-2447 Kosnik is the first woman to Economics at the University Phone: (619) 594-1663 Associate Professor of [email protected] be named to this role in this Economics of Texas-Pan American, was [email protected] illustrious organization with George Mason University Madeline Zavodny, awarded the Cesar Estrada Cecilia Conrad, 4400 University Drive, Newsletter Oversight previous Nobel prize winners Chavez award by the American at-large MSN 1B2 Editor as presidents. Association for Access, Equity, Vice President, MacArthur Fairfax, VA 22030 Professor of Economics Margaret Levenstein, Research and Diversity in recognition of Fellows Program (703) 993-4842 Agnes Scott College 140 S. Dearborn Street [email protected] 141 E. College Avenue Professor at the University of her leadership in support of Chicago, IL 60603-5285 Decatur, GA 30030 Michigan and CSWEP Associate workers’ rights and humanitar- (312) 726-8000 Kosali Simon, (404) 471-6377 Chair and Director of the ian issues. [email protected] CeMENT Director mzavodny@agnesscott. Survey, has been appointed the Professor, School of Public edu Serena Ng, Columbia and Environmental Affairs director of the Inter-University University, was elected as a Indiana University Consortium for Political 2015 Fellow to the Econometric and Social Research at the Society. Join the CSWEP Liaison Network! University of Michigan Institute for Social Research. Diane Whitmore CSWEP seeks professional economists from academia and be- Schanzenbach, Northwestern yond to serve as liaisons between their department or institution Terra McKinnish, Professor of University, was promoted to full and CSWEP. For more info on what the position entails and to Economics at the University of professor. see the current list of 250+ liaisons, visit: CSWEP.org. Colorado, Boulder and CSWEP Associate Chair and Director Suja Sekhar is the first fe- of Mentoring Programs, was male Doctoral Candidate selected to receive the 2015 of the Indian Institute of Elizabeth D. Gee Memorial Management where she studies finance & accounting. Newsletter Staff We want to hear from you! Marjorie McElroy, Editor Jennifer Socey, Assistant Editor Send announcements to Madeline Zavodny, Oversight Editor Leda Black, Graphic Designer [email protected].