Queen Bees and Mommy Tracking: How’S an Academic Woman Supposed to Get Ahead?

Advancing Women in Leadership Vol. 32, pp. 79-91, 2012 Available online at http://advancingwomen.com/awl/awl_wordpress/ ISSN 1093-7099

Full Length Research Paper

Queen Bees and Mommy Tracking: How’s an Academic Woman Supposed to Get Ahead?

DR. HELENE A. CUMMINS Brescia University College, The University of Western Ontario 1285 Western Road, London ON N6G 1H2 Associate Professor, Sociology E-mail: [email protected] 519 432 8353 Ext. 28055

The purpose of this article is to highlight the socio-cultural variables that detract from women’s success in academe. The focus is on all women academics, whether partnered or not, and how mommy tracking and the queen bee may also work to hold women back. Implications of these issues for women academics are explored.

Key words: Women, Mommy track, queen bees, academe, Canada

Much has been written about the can plan and navigate to get ahead? This challenges women academics face in paper examines both sides of this issue - meshing work both with their intimate both mommy tracking and the queen bee relationships and with the raising and – and analyzes the hampering of women socializing of their children (Altman, academics both structurally and by the 2007; de Wet, Ashley and Kegel, 2002; lack of assistance offered by other Jackson, 2004; Leahey, 2007; Philipsen, women. 2008; Proctor Gerdes 2003; Stout, Staiger and Jennings, 2007; Williams, The concept of mommy tracking was 2005). Less is understood about the first linked to female lawyers in a New mommy track and the movement of York Times article and identifies women academics, with or without “women who choose to put in fewer children, through the system of academe hours and spend more time with their (Cummins, 2005). While patriarchy and families … are considered less serious the old boys’ network are still structural by their male colleagues” (Williams, barriers to women’s advancement, 2000, p. 72). I will argue that all limited research examines barriers academic women whether single and erected by women in positions of power childless, or married with dependents - against women who are climbing the are less successful in achieving ladder towards tenure and promotion. If promotion and tenure in the halls of women hold other women back, or are academe because they are perceived to nasty in their relations with each other, be mommy trackers. The new one wonders how the female academic vocabulary that describes these barriers

79 includes the “sticky floor”, the “glass committees that deal with students, ceiling”, the “mommy track”, the social issues or with more routine “second shift” (Buchanan, 1996), and the matters (Chrisler et al., 1998; Eagly, “glass cliff” (Ryan, Haslam and Wood and Diekman, 2000). Postmes, 2007). Institutional housework takes women Combined with these socio-structural away from the real work that they need issues facing women is the phenomenon to be doing such as research and writing, of the “queen bee” – the woman who and hence lessens their chances of holds other women back or blocks them climbing the academic ladder (Kulis and on the ladder of success. There is not Miller-Loessi, 1992). Some women always a “good old girls network” even suggest that the university is (Stufft and Coyne, 2009, p.3) that “family unfriendly” (Philipsen, 2008, p. operates to align women with each other 95). Interestingly, women with children and leads them equally into positions of often have ‘natural’ time barriers that power. prevent them from staying longer on the job or until meetings are completed as a As Williams (2005, p.101) highlights: result of the call away to see to their “the crucial point is that all women, non- children (Astin and Davis, 1985). mothers as well as mothers, are Childless women can thus be called disadvantaged by a workplace that upon to stay longer at work and to finish enshrines the ideal up the work that needs to be completed. worker who starts to work in early In many cases this is seen as normative adulthood and works, full time and over social behaviour. Furthermore, these time, for forty years straight”. That same women suggest that all of their work often parallels compulsory time is focused on achieving tenure or motherwork as part of the structural promotion and no time is available for underpinnings of their work related roles networking, having fun, or dating and the societal demands that are placed (Philipsen, 2008). upon them which disallows them from concentrating on the real needs of their When women are extremely adept at academic profession. In addition to certain things like teaching they might work outside of the home, many women be labeled as mothering their students are also providing elder care to an aging and even overlooked for awards related parent (Philipsen, 2008) and in doing so to outstanding teaching or not rehired they undertake the mental hygiene (Carli, 1998). The courses female and function, the stroking function, emotion males teach align with “gender schemas” work, doing the intimacy and/or (Valian, 1998) and these work-related wifework (Maushart, 2001, p. 144) or roles align with gender appropriate what is also called doing mom work behaviour. In sociology, for example, (Chrisler, Herr & Murstein, 1998, p. Eichler (2001) identifies how 198) both off and on the job. Academic outstanding women in the field were men are assigned to committees that taken away from valuable professional make and implement university policy, work to attend to family issues, even or on grievance committees, whereas when they were childless. Helen Abell, academic women can be found on for example, the founder of Canadian

80 rural sociology, left a prestigious and decided voluntarily to have a child government post to care for both her within a two-year time frame. This aging parents and an alcoholic brother. helps us to understand the types of Ker Conway (2001) once Vice-President choices men and women make with of the University of Toronto, and been regards to their career portfolio and their President of Smith College, was parental desires (Probert, 2005). childless; she however, kept busy by her husband’s manic-depressive personality. Becker (1985, p. S35) claims that women’s active household and childcare Caring work, institutional housework, responsibilities clearly delimit their and gender schemas contribute to the abilities in the workplace as a result of challenges women face in academia and the energy expended in those directions. lessens their pace and power in the halls This helps explain the lessened human of success. capital and decreased salaries of women. A lessened presence in the workplace THEORETICAL FRAMEWORK and the call away from the job inhibits Three theoretical constructs – human relations with others. capital, social capital and boundary theory – may be used to explain how and Human relations’ theory aligns with why women are disadvantaged social capital theory. Social capital structurally and personally. The theory suggests that the greater the economic theory of human capital is access to social capital the greater one’s premised on the ideology that the greater chances in the workplace. Social capital the investment of the employee in their is instrumental for academics seeking own human capital, the greater the tenure and promotion. Things that might reward in the workplace. That is, the be taken for granted like “information greater one’s investment of time, energy and knowledge about institutional and finances invested in education, skills norms, expectations, and opportunities; building, and experience, the greater access to and influence on key decision one’s productivity in the work world. makers; certification and endorsement of Investing in education not only increases an individual’s qualifications; and knowledge, but it also links to ability emotional support and recognition” and future expertise. When women (Perna, 2005, p. 280) are required in academics put so much time into higher order to climb the ladder to success. education it is understandable that they might consider their career as Third, boundary theory assists to explain paramount, similar to other career why there is such cumbersome interplay professions such as law and medicine. between ones work and home arena. What this often means for female When work life encumbers home life workers is that with greater investments and vice versa the female worker in human capital women will be less becomes burdened and outright likely to rear children (Hakim, 1995; exhausted. Philipsen (2008) argues that Kemkes-Grottenthaler, 2003). Even for women need to learn quickly to women adamant to remain childless, prioritize: the conflicting role of super- Abma and Peterson (1995) found that mom and super-worker make for significant numbers changed their minds unhealthy living.

When the female academic at middle age WORK LIFE BALANCE might believe she can slow down because she has secured tenure and Taking Time Away From promotion, researchers like Heibrun Work. The most recent Statistics (1988), believe women should make the Canada profile of women show that most of that security and challenge, take women who work outside the home are risks and even become unpopular. more likely to take time away for Unpopularity obviously would not build personal and/or family issues: “five social capital with the “in” group! percent of all full-time paid employees Unpopularity can lead to female lost some time from work for these misogyny or negative relations between reasons, compared with just two percent women (Mavin, 2006). Female of male employees” (Statistics Canada, misogyny is a reality that feminists must 2005, p. 109). In 2004 that loss of work investigate, not downplay. This much time translated into absenteeism under-researched area must be explored amounting to a total of ten days versus to ascertain how and why women may one and a half days for the average male work against each other. full-time worker (Statistics Canada, 2005). This might help to explain the How these theories bear out in relation to higher incidence of unemployment rates the positioning of women in academe of female versus male university fits into more traditional work related teachers, particularly women with roles. In Canada, between the years children under the age of six. In 2001, 1992-2002, women earned thirty-six this category of women accounted for percent of the doctoral degrees. In 2002 10.3% versus 6.4% of men. In general, the United States had more women who women with children were unemployed held doctorates than did men (Hoffer et at a rate of 7 %, versus 2.6% for men. al., 2003, 2004). In 2004, the majority Women who had no children and were of Canadian women who earned a unemployed numbered 5.8% versus doctoral degree could be found in the 4.4% for men. The average discipline of psychology (70%), in the unemployment rate for all women was area of health sciences (72%) and 6.3% versus 3.5% for men (Canadian education (65%). Males are more likely Federation for the Humanities and Social to be found pursuing degrees in Sciences, 2005, p. 109). The numbers engineering and computer sciences are very clear: by comparison, overall, (Berkowitz, 2005, p. 37). Therefore, it is women in all fields of academia are very uncommon to find women at the more likely to be without work helm of schools such as law and especially when they have young medicine. Women in non-traditional children as dependents in comparison fields such as geo-science find with similar male colleagues. themselves isolated, and at the lower ranks of the university system (de Wet, Since at least one third of our lives are Ashley, and Kegel, 2002). With such spent at work, women must learn how to busy schedules how do these women manage time effectively and efficiently balance their life’s work with their home in order to get the most joy and and personal schedules? satisfaction out of their life’s work. It is

82 essential for them to tap into the social protect them from work overload. Their policies and processes available in the caring work may extend to siblings or workplace that can enable one to greet aging parents, to a relative with a success. disability, or to nieces and nephews after the death of a sibling. In addition, as a Work Policies. It is here that result of their single status they are often women academics with children have a called upon for care extended to their multitude of work option policies. The colleagues when they are sick, or in American Association of University need, and their students, which may Professors in their Statement of result in them overlooking care for Principles on Family Responsibilities themselves. Williams (2005, p. 101) and Academic Work note that faculty comments on how the childless woman should be treated equitably. They both may feel pained or even angry if asked recognize and support family life. In to take over for a colleague who is on order to avoid stigmatization it is parental leave. Interestingly, Statistics suggested that the probationary time Canada (2005) report in the last census allotted to faculty be extended for all that when marital status is considered, faculty not just those planning a family the largest group of individuals fall into (Philipsen, 2008). Some universities the “single” category. Thus, there may have concierge service that allows for be many more single academics in the the transportation of children to and pile than married ones over time. from daycare (Fogg 2003) and after- Kemkes-Grottenthaler (2003) and de school care on campus (Philipsen, 2008). Wet, Ashley and Kegel (2002) find that Rosser (2007) found innovative policies it is normative for female academics to such as that at the Georgia Institute of postpone and even reject childrearing in Technology where women scientists and order for them to achieve tenure and engineers were encouraged in climbing promotion. Oftentimes in doing so they the academic ladder by stopping the found that this led to being involuntarily tenure clock and they provided services childless due to lost time in the process for emergencies that women may need. of procreation.

Despite these policies, however, female Work-Life Strategies. In professors may still find themselves addition to the challenges that exist challenged in the competitive between academic mothers and marketplace. A female political science academic nonmothers, women need to professor in Santa Barbara was denied learn the art of the separation of the self tenure when she took advantage of her between the work sphere and the home university’s family policy to support sphere. Luna Brem (2001) and Ker women with children and to attend to her Conway (2001) acknowledge that children as their care giver. In the end women generally do not separate the she achieved tenure detailing how her professional self from the personal self academic work refashioned the field of in the best ways possible. Hence, political science. “pressure can be self-induced” (Luna Brem, 2001, p. 188). A global survey We must consider if single, childless which focused on the work and life academics also have policies in place to experiences of 30,000 women in thirty-

83 three different countries found that not promoters of other women. Women women require leisure time, and need to be aware of Queen Bees, secondly financial independence (Luna Princess Bees and Phantom Bees. The Brem, 2001, p. 183). Balance in one’s Queen Bee believes that she got to the life allows for an enhanced quality of life top by her own fortitude and through (Brooks and Brooks, 1997). Women being savvy. Queen Bees are non- need and must learn the politics of play mentors and non-supporting of other whether it be joining a golf club, women. In this thinking they believe exploring new areas of their life, going women get to the top on their own. The to a spa, or allowing for time bursts - Queen Bee has achieved high rank on “downtime, brainstorming, sorting out” the job with associated high pay and (Briles, 1996, p. 168). social success. These women according to Staines et al (1974) are often popular When women understand that the with men, have looks going for them and majority of professional women live are married. These women do not work hectic lives combining family and work for equality for other women and might life, that itself can be a stress reducer. even oppose programs that do. Mavin When women deny this truth, they in (2008, p. S75) identifies the Queen Bee effect live lives with false boundaries; as “a bitch who stings other women if not only does this delimit their her power is threatened”, as she prefers worthwhile experiences but it denies to work with men (Cherne, 2003). them the pleasure of pushing beyond rigid boundaries, stretching and aspiring The Princess Bee will support other even higher (Briles, 1996). Once we women as long as they do not violate her understand what circumvents our lives, territory. Hence, she mentors others as we can grow from these understandings long as they stay separate from her and mobilize forward in more functional domain. The Phantom Bee will not ways. The workplace needs to create facilitate finding another woman for a “stretch opportunities for people” (Luna work position. Men, then, are allocated Brem, 2001, p. 179). the job and fewer women are afforded access to new work roles (Briles, 1996, Women academics must learn to ask for p. 241-242). Women can and do misuse help. They need to surround themselves power, “setting others up, sabotaging with people who understand the work them, not giving them credit for process that they engage in. They need appropriate work, or not respecting some to call upon their power network (Fisher of the unwritten rules such as and Vilas, 2000) or tap into the power connectedness in the workplace, they tools (Sherman, 2001) that facilitate continue to poison the well” (Briles, movement through the ranks. They need 1996, p. 253). Mavin (2006) reports to use mentors and networks to access that the syndrome associated with the and empower oneself in the process. On Queen Bee is alive and well in the occasion such assistance can be denied workplace setting. “Bad behaviour” from other women. exists amongst senior women in management towards other women (352) Although women can and do help other and it is something very difficult to women, there are certain women who are highlight, let alone discuss. However,

84 ignoring it does not mean that it will go likely to be further excluded from the away. Women, then, often do not mesh ‘boys’ network, important connections, with each other as natural allies (Legge, and critical information” (Astin and 1987; Mavin, 2006: 2008). Davis, 1985, p. 140). Attractiveness and personal presentation can be a very large THE SINGLE CHILDLESS threat to any woman who is insecure ACADEMIC AND MOVEMENT about herself and lacks confidence and THROUGH THE RANKS self-esteem. Acker (2004, p. 23) highlights that all academic women have had to struggle In 2001, women continued to earn less within their climb to academic success. than their male counterparts; that is, full- Valian (1998) notes that it is often time women academics at all ranks thought that women in academe are earned .87 cents for every dollar their rising through the ranks at high speed, male colleague earned (Canadian but clearly that perception is flawed. Federation for the Humanities and Social Sciences, 2005). While there is no data While single childless academic women in Canada that examines marital status are seen to have the advantage of greater and rank, again, overall women fall far freedom of time, their publication record behind. Mason and Goulden’s (2002) is actually recorded as lower than that of study of doctoral recipients found large their married female colleagues. Toren numbers of women considering leaving (1999) studied Russian women academia when they had children. immigrant scientists who in a twenty While marriage and children advance the year time frame their publication record careers of academic men, they detract increased with children. Numerous from the careers of women. Tenured researchers support this finding (Astin women often are single and childless and Davis, 1985; Kyvic, 1990; (Mason and Goulden, 2002). In 2001- Zuckerman and Cole, 1987: cited in 2002, 16% of women in Canadian Toren 1999). universities were full professors, 32.8% were associate professors, 40.8% were Younger women academics can be assistant professors and 53.9% were advantaged by their youth, personal categorized as other (Canadian ambition, drive, and use of their time Federation for the Humanities and Social towards research or publication. Sciences, 2005). However, even the social variables of age, appearance, attractiveness, weight, Statistics Canada highlights at the and dress sense, work against women as administrative level, women totaled they perceive indifference towards 29.7% of the senior administration on women who have youth and style on university campuses in Canada in 2005. their side (Mavin, 2008). They occupied 21% of all Canadian Simultaneously, it is found that these Research Chairs to June 2005 and made same women who are young and up 11.6% of Royal Society of Canada ambitious are less productive in research Fellows (Berkowitz, 2005, p. 36). Side as a result of their single status (Astin and Robbins’ (2007) research on The and Davis, 1985). They suggest that, Canada Research Chairs Program “women without a male partner are more confirms the arduous struggle and

85 devaluing of women’s research that will be rising throughout that period as female academics encounter in their bid the generation dominated by white men for these prestigious research honors. retires in large numbers”. Chesterman, Ross-Smith and Peters (2005) found in Australia that senior Women academics must find the women executives in the university courage, strength and drive to push system exhibited “lack of confidence, forward, to continue to request policies reticence, ambivalence, seeking balance that facilitate the balancing act of all the and resistance as playing a part in roles they play. In order to enjoy their women’s avoidance of senior jobs” (p. life’s work they need leisure and play, 178). While marital status is not loyal colleagues, peer-to-peer learning, identified it can be concluded that all mentors, and e-mentoring, and if they women professionals in the halls of have partners they require academe move slower and are less likely encouragement and support with to climb as high through the ranks in domestic and child rearing practices. comparison to men. The system that shapes and produces IMMEDIATE AND FUTURE NEEDS bright minds and encourages the OF ACADEMIC WOMEN enhancement of full lives touched by the In Canada, fifty-eight percent of the gifts of education is of extreme undergraduate students in the university importance. It is imperative that system were female in 2006-2007, a students and potential students succeed figure which has remained constant since and climb through the ranks of 2001 (Statistics Canada, 2009). The possibility in academia. Society is on statistic is one to rejoice and applaud. In the threshold of incredible change. It is addition, there are more females with important to harness the energy and university degrees than ever before in accomplishments of women as structural the history of Canada and the United changes and policy changes continue in States. The key will be to retain females our social and academic worlds. in academe and encourage them towards higher degrees at all levels and in all May society be successful in abolishing disciplines. the mommy track in allowing women in academe to derive the best and fullest Women must renounce the roles of careers that they can master. It is Queen, Princess and Phantom Bees. It is important to support all women imperative to empower women and academics, be they single, married, launch then forward to advanced divorced, separated, or widowed. education and mobility through the Sharpening one’s power tools, fine- ranks. In suggesting this, one must not tuning one’s power networks, and underestimate the need for academic building the old girls network will assist men to assist in the process. Their women of all social and ethnic assistance is absolutely required and backgrounds to break down the social essential to the process. Acker’s (2003, and structural barriers in academe. May p. 401) words are encouraging: “There is the sting be taken out of the Queen Bee every sign that the proportion of women and a neutralization of her demonic and minority groups (including women) ways. As Luna Brem (2001, p. 165)

86 highlights: “A leader makes change to have women situated at the top of the happen”. All academic leaders must university system as bold voices in the push to make these changes happen! It decision-making processes that enable is imperative to question our leaders, be other women to move up the ranks in they male or female and squash the educational attainment. In doing so, we ugliness of unfairness and inequity. In encourage girls worldwide to access occupying their roles they must: “Accept education and work to achieve universal that the position of a leader is a position literacy. of power. Embrace power. Take it, and then give it away. The more power you Acknowledgements give, the more you have. You lose Numerous invited lectures contribute to power when you fail to empower others” the ideas expressed in this paper. (Marsden, 2008, p. 279). It is time for Invited Lecture for Producing Influential the leaders in academe to take note of all Leaders (2006), “Are All Women on the the work women do to make the Mommy Track: An Examination of university system run smooth, to Women in Academe” National Centre recognize and reward all the caring work for the Advancement of Women in that makes for sound relations between Science, Engineering, Trades and all the players in the system, and to note Technology, Calgary, Alberta. women’s diverse contributions to the Invited Lecture for the Congress of the academic forum. It is time to work with Humanities and Social Sciences, women academics and allow them to be Canadian Sociological Association all that they want to be, because the (2008) Status of Women Committee, happy worker is also a more productive “Mommy Tracking into the worker. Everyone wins in the system Millennium”. Vancouver, British when they are promoted to their full Columbia. academic and human potential. Women Invited Panelist for the London and need each other and more as they make District Academy of Medicine (2010) their way through the halls of academe. “Where the Hell are all the Women at We need leaders to build trust, show the Top?” London, ON. compassion, provide stability, and create hope (Rath and Conchie, 2008) if women are to advance in ways that I wish to thank the two anonymous circumvent the socio-structural reviewers for their generous time and workplace dynamics in academe. constructive criticism of an earlier draft. Also, I am grateful for the editorial More importantly, perhaps, is the comments provided by Dr. Steven absolute need for women in positions of Adams. leadership in academe during the downturn in the world economy. In nurturing female talent of the very brightest minds in the ivory towers of learning we position women better locally, nationally, and globally as the world searches for ways to counter the current economic crisis. It is imperative

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