Interview with Bell Award Winner Cecilia E. Rouse

Published three times annually by the American Economic Association’s Committee on the Status of Women news in the Economics Profession. 2017 ISSUE II

IN THISCSWEP ISSUE FOCUS Interview with Bell Award Recruiting & Mentoring Winner Cecilia E. Rouse Diverse Economists Introduction by Amanda Bayer ...... 3

Facilitating Success for Diverse Junior Economists by Terra McKinnish ...... 3 Lisa Barrow Diversity and Inclusion at the Federal Reserve Board: A Program for Change by David Wilcox . . . . .5 Cecilia Elena Rouse, Dean of the Wood- her time to offer feedback and support row Wilson School of Public and Inter- to others and provide frank and sage Best Practices in Recruiting, national Affairs, Lawrence and Shirley advice. Advancing, and Mentoring for Katzman and Lewis and Anna Ernst In addition to her outstanding schol- Diversity by Marie T. Mora . . . . 7 Professor in the Economics of Educa- arship and mentorship, Rouse has an tion, and Professor of Economics and extensive record of professional and We’ve Built the Pipeline: What’s the Public Affairs at Princeton University is public service at the highest levels. She Problem and What’s Next? the recipient of the 2016 Carolyn Shaw is a senior editor for the Future of Chil- by Rhonda Vonshay Sharpe ...... 10 Bell Award. Given annually since 1998 dren, currently serves on the editorial References for Further Reading . . 11 by the American Economic Associa- board for the American Economic Jour- tion’s (AEA) Committee on the Status nal: Economic Policy, was a co-editor for From the CSWEP Chair of Women in the Economics Profession the Journal of Labor Economics, and has (CSWEP), the Bell Award recognizes served on the editorial boards for several Chair’s Letter and honors an individual who has fur- economics of education journals. She is by Shelly Lundberg ...... 2 thered the status of women in the eco- also past Vice-President for the Ameri- nomics profession through example, can Economic Association (AEA). Per- Milestones & Honors achievements, increasing our under- haps even more importantly for shap- standing of how women can advance in ing the future of the profession, Rouse Interview with Bell Award Winner the economics profession, or mentor- has spent several years as Co-chair of Cecilia Rouse by Lisa Barrow . . . 1 ing others. the AEA Committee on the Status of Mi- nority Groups in the Economic Profes- Brag Box ...... 16 Rouse is a labor economist with research interests focused on the econom- sion (CSMGEP). CSMGEP engages in ics of education. She has published nu- mentoring, educational programs, and Calls & Announcements merous papers in top general interest support to increase the representation Bell Award Nominations Call . . . . 14 and field journals including the Amer- and advancement of minorities in the ican Economic Review, the American economics profession. In service to the 2017 EEA Sessions Call ...... 14 Economic Journal: Economic Policy, the public, Rouse has most notably taken 2017 MEA Sessions Call ...... 14 . Quarterly Journal of Economics, the Re- on top policy positions in Washington, 2016 SEA Sessions Announced . . 15 view of Economics and Statistics, and the D.C., for two Presidents: in 1998–1999 Call for CSWEP Liaisons ...... 16 . Journal of Labor Economics, among oth- she served a year in the White House ers. Rouse is also known for her “gen- at the National Economic Council and erous spirit” and willingness to share continues on page 12

For Free Digital Subscriptions, email [email protected] Forward the CSWEP News to colleagues and graduate students. Contributors Shelly Lundberg Lisa Barrow, From the Chair Senior Economist and Research Advisor for the Federal Reserve Bank of Chicago The Focus section of this issue of who has excelled in furthering the status CSWEP News is based on a joint CSWEP/ of women in the economics profession. CSMGEP panel at the 2017 ASSA/AEA Dean Rouse is an exemplary Bell recip- meetings that presented strategies for ient, lauded for her scholarship, public recruiting and mentoring diverse fac- service, and generous mentoring of stu- Amanda Bayer, ulty members in economics. The panel dents and colleagues. In this insightful Professor of Economics was organized by Amanda Bayer, who interview, she offers advice on keeping at Swarthmore College and Federal Reserve also introduces the articles in this issue, your balance, maintaining your spirits, Board Advisor written by panelists. Terra McKinnish, and how to think about a public service Shelly Lundberg, CSWEP Associate Chair and Director leave. My favorite piece of advice? “Ca- Leonard Broom of Mentoring, outlines a set of concrete reers are long.” Check out the interview Professor of Demography, steps that department chairs and other for details. Department of senior economists can take, including re- CSWEP will be in Philadelphia for Economics, University viewing how information and resources the January 2018 ASSA/AEA Meetings of California, Santa Barbara flow in their departments and learning and, as usual, we have a lot going on: about implicit bias and how it affects the three mentoring breakfasts and a busi- careers of female and minority faculty. ness meeting featuring CSWEP’s annu- Terra McKinnish, David Wilcox, Director of the Division al report and survey results and the pre- Professor of Economics, of Research and Statistics at the Board sentation of the 2017 Carolyn Shaw Bell University of Colorado, Boulder of Governors of the Federal Reserve Sys- Award. Under development is a panel on tem, explains why the Fed has made a best practices for mentoring underrep- commitment to diversity and inclusion resented minority women in econom- in their personnel policies and how they ics and other events may be announced try to accomplish this. He focuses on the later. Marie T. Mora, Associate Vice Provost hiring process, and how simple rules can Want to be more involved in CSWEP for Faculty Diversity and combat bias in the assessment of candi- activities? We’ll be sending out calls for Professor of Economics at The University of dates. Marie Mora draws upon her expe- mentors to give advice and answer ques- Texas Rio Grande Valley riences as Director of the AEA Mentor- tions at both our junior and mid-career ing Program and Associate Vice Provost mentoring breakfasts—participants re- Rhonda Sharpe, Founder and President for Faculty Diversity at the University of port that this is a tremendously reward- of the Women’s Texas Rio Grande Valley to provide ex- ing and enjoyable activity. Sign up for our Institute for Science, Equity and Race amples of best practices of existing re- email announcements and the CSWEP cruiting, mentoring, and training pro- News at cswep@econ .ucsb .edu. Our liai- grams. Rhonda Sharpe, President of the son network has been invaluable for get- Women’s Institute for Science, Equity ting the word out, especially to graduate and Race, emphasizes the need for hon- students and junior faculty. If your de- est conversation about diversity, strong partment or unit doesn’t have a CSWEP David W. Wilcox, Director of Division of goalsetting, and active mentoring to gen- liaison (check here https://www .aeaweb . Research and Statistics erate progress. The chairs and other de- org/about-aea/committees/cswep/par- at the Federal Reserve partment leaders in attendance gave the ticipate/liaison-network) or if your liai- Board panel strong positive reviews. We thank son is inactive, email me to sign up. If the authors for making their expertise you have ideas for future CSWEP activi- available to a wider audience through ties, let me know! CSWEP News Staff News, and urge you to share the wealth Finally, follow us on Twitter @AEAC- by circulating these articles to your own SWEP. We’ll post announcement and Shelly Lundberg, Editor department or recruiting chair. calls here as well, and also link to stories Kate Silz-Carson, Oversight Editor For our cover story, Lisa Barrow inter- and discussions about women in eco- Terra McKinnish, Co-Editor viewed Cecilia Rouse, the recipient of the nomics. Talk back to us! Amber Pipa, Assistant Editor 2016 Carolyn Shaw Bell Award. The Bell Leda Black, Graphic Designer Award is given annually to an individual

2 CSWEP NEWS FOCUS on TAKING RESPONSIBILITY Best Practices in Recruiting and Mentoring Diverse Economists Amanda Bayer

For decades, CSWEP and CSMGEP have labored Grande Valley and Director of CSMGEP’s Mentor- to advance the careers of economists from under- ing Program, is chock full of concrete actions that represented groups. Although there is solid evi- she and others take to recruit and mentor inclu- dence of the benefits of their programs, significant sively. Rhonda Vonshay Sharpe, President of the deficits continue in the hiring, advancement, and Women’s Institute for Science, Equity and Race salaries of women and members of historically un- and co-founder of the Diversity Initiative for Ten- derrepresented racial and ethnic minority groups. ure in Economics, challenges all of us to do better. These disparities have adverse consequences for If you are reading this publication, you reveal our discipline, and closing the gaps requires all an interest in learning how you can create a more of us in the profession to take ownership of the diverse and inclusive workplace. Such self-exami- problem.1 nation is a critical step towards addressing the seri- This issue of CSWEP News offers advice to de- ous lack of diversity in our profession; it is not suf- partment chairs and other economists who are ficient, nor in fact optimal, to require women and recruiting, evaluating, training, and serving as members of underrepresented groups to navigate colleagues to women and members of underrep- the economics profession as it stands. The essays resented groups. During the 2017 ASSA meetings, in this issue ask each of us, regardless of gender, CSWEP and CSMGEP cohosted a panel on Best race, or ethnicity, to assess our own biases, habits, Practices in Recruiting and Mentoring Diverse and institutional practices, and they present prac- Economists, and the 100 or so audience members tical examples of the changes individuals and de- came away energized and informed. The event partments can make. All of us in the economics generated so much interest that CSWEP decided profession are responsible for, and diminished by, to devote this issue of its News to the topic, and the disparities in our midst, and all of us must hold the panelists generously agreed to write up their ourselves accountable for correcting them. remarks. Our contributors share their insights on why and how they recruit and mentor diverse economists, providing a rich set of strategies and per- Facilitating Success for spectives. Terra McKinnish, Professor of Econom- Diverse Junior Economists ics at the University of Colorado at Boulder and CSWEP’s Director of Mentoring, reflects on some of the causes of the disparities and suggests di- Terra McKinnish rect remedies. David Wilcox, Director of the Di- vision of Research and Statistics at the Board of As Associate Chair and Director part on mastering a set of skills Governors of the Federal Reserve System, briefly of Mentoring for CSWEP, I over- that most of us do not learn dur- reviews both why the Federal Reserve is “deeply see our mentoring activities for ing graduate school. Some exam- concerned” about the lack of diversity in econom- junior women in economics. This ples include: developing the right ics and a subset of the steps it is taking to address combined with mentoring gradu- pitch for a paper to sell it to a jour- the problem. The essay by Marie Mora, Profes- ate students and junior faculty in nal, strategically choosing which sor of Economics and Associate Vice Provost for my own department has led me to journals to submit to and in what Faculty Diversity at The University of Texas Rio think quite a bit about mentoring order, interpreting and respond- in our profession. ing to comments from editors and I’d like to start by making two referees, building a professional 1 See Bayer, Amanda, and Cecilia Elena Rouse. 2016. “Diversity in the observations that have nothing to network and developing a repu- Economics Profession: A New Attack on an Old Problem.” Journal of Economic Perspectives 30, no. 4 (2016): 221-42, for evidence supporting the do with gender. My first observa- tation with potential letter-writ- claims made in this paragraph. tion is that success in the econom- ers, and developing strategies for ics profession depends in large meeting expectations for teaching,

2017 ISSUE II 3 Facilitating Success advising and service while preserving found that participation in the pro- they are demographically similar to the research time. gram increases both publications and senior faculty. But additionally, there is My second observation is that we as research grants (Blau, Currie, Croson now quite a bit of evidence that women a profession do very little to mentor our and Ginther, 2010). Revealed prefer- are judged differently for negotiating or junior economists. Most new econo- ence also indicates the value of the pro- advocating for themselves compared to mists either have to figure these things gram as each year the number of appli- men. out on their own, or be savvy or lucky cations far exceeds the capacity of the There are cases in many depart- enough to connect with mentors who program. Most impressive for me is ments where junior faculty members do help guide them. Therefore, it is likely that each year, successful senior wom- not know how their letter-writers will be that in the profession as a whole, many en take time from their very busy sched- picked or how their department weighs junior economists do not live up to their ules to serve at the workshops because different features of a CV at tenure, be- full potential due to a lack of early career they know from their own experience cause they are not having the type of in- mentoring. the importance of early career mentor- formal interactions with senior faculty Additionally, it is likely that women ing for junior women. that transmits this information. Depart- and under-represented minorities are CSWEP also runs two junior men- ments can make sure that their evalu- particularly disadvantaged by this de- toring breakfasts every year at the AEA ation process is well-documented, and fault absence of early career guidance meetings. These two hour events have a provide this information to junior facul- and therefore particularly benefit from “speed mentoring” format where partic- ty soon after arriving in the department, access to mentoring and professional ipants circulate in 20 minute intervals along with CVs from recent tenure cas- development. When departments each to talk to mentors at tables with various es. This provides all junior faculty mem- individually take a sink or swim ap- themes such as publishing, teaching, bers with a baseline level of information proach with regard to their junior fac- tenure and job market. Feedback from and also provides a basis for them to ask ulty, this ultimately affects the diversi- these events tells us that participants follow-up questions. ty of the pool of successful mid-career value the opportunity to network with If in your department there is po- economists available to the profession senior economists and receive candid tential for junior faculty to obtain addi- as a whole. advice to their questions. The success tional research funds or negotiate over We have, therefore, in the profession of and demand for our programs tells teaching preps or service assignments, a classic under-provision of public goods me that there are sizable potential ben- this should be as transparent as possi- problem, where efforts by individuals to efits from departments making greater ble, rather than handled through secret mentor junior economists, particularly efforts with their own junior faculty. side deals. Otherwise, female faculty women and under-represented minori- I recommend three specific “areas of may be doubly-disadvantaged, both be- ties, generate positive external benefits effort” to department chairs and other cause they will be less likely to ask for for their departments and the profes- senior economists: special consideration, but also are more sion as a whole. First, consider how the flow of infor- likely to be judged negatively if they do. CSWEP actively engages in mentor- mation and resources is handled in your The second area of effort I recom- ing junior women in part because eco- department. Do junior faculty who net- mend is on the implementation or re- nomics is unique, and not in a good work well end up better informed about vamping of junior mentoring in your way, in that research has documented a the department’s process and expecta- department. In most cases, simply cre- large gender gap in promotion that, un- tions at reappointment and tenure? Do ating a service assignment or commit- like other fields, cannot be explained by junior faculty who are more assertive tee and assigning some senior faculty to observed measures of productivity such about requesting research resources or it will result in minimal effort and min- as publications, grants and citations negotiating over their teaching preps imal benefit. One thing I have learned (Ginther and Kahn, 2004). CSWEP has or service assignments end up with an from organizing mentoring programs found that early career mentoring ac- advantage? is that mentoring is all about the per- tivities are beneficial and in very high The more informal these decisions sonnel, or the mentoring “talent.” Good demand. Our intensive CeMENT men- and information and resource flows, the mentoring is provided by good mentors, toring workshops bring together junior greater potential for disparate impact those who are skilled at providing pro- women and senior mentors for two on junior faculty by demographic back- fessional guidance, who are thought- days of professional development and ground. Individuals will vary in their in- ful and candid in their advice, and per- research advice. Using the fact that par- clination to negotiate, network and self- sonally invested in mentoring junior ticipation among eligible participants promote. Junior faculty may be more economists. is randomized, an empirical evaluation comfortable with these actions when

4 CSWEP NEWS Facilitating Success You will need to consider carefully co-authored work. Junior women ben- example, as a new assistant professor I the personnel available in your depart- efit when they are mentored by faculty was often mistaken for an undergrad- ment. The problem that will likely arise who are aware of these potential disad- uate on campus. I appreciated the fact is that the senior faculty who would vantages. Having senior faculty mem- that some of the thoughtful senior fac- provide the best mentoring will also be bers who are attuned to these issues can ulty members in my department were highly sought after for other department have an important impact on the job always careful to call me Professor McK- and professional service. So the depart- satisfaction of junior women and their innish and emphasize my skills and cre- ment will have to decide whether or not willingness to persist in the profession. dentials when speaking to students and mentoring is a priority, and how men- Likewise, it can be demoralizing if all visitors. toring can be subsidized so that men- of one’s senior faculty are tone deaf to To summarize, these are my sugges- tors have sufficient time and incentive these issues. tions: (1) Consider how informality in to make a genuine investment in meet- Department chairs and senior fac- your department can generate disparate ing with and guiding junior faculty. ulty who are aware of the potential for impacts; (2) Subsidize mentoring activ- I recommend that department implicit bias can recognize how they ity, but carefully consider the personnel; chairs, department mentors and ju- personally might influence how junior and (3) Endeavor to appreciate the im- nior faculty all make use of the resourc- women are perceived and treated by plicit bias that women and minorities es available from CSWEP. Our website others. Just to give one small personal often face in the profession. archives our newsletter as well as a broader reading list of professional development materials, covering topics such as publishing, teaching challeng- Diversity and Inclusion at the Federal es for female faculty, the tenure process Reserve Board: A Program for Change and networking. Department chairs can fund travel for junior women to participate in David Wilcox our mentoring programs. Department The economics profession needs to representation of women and minority chairs can also encourage the participa- change. According to Bayer and Rouse groups in the field. This article address- tion of their senior women as mentors (2016), in 2014 women earned only es a narrower topic by briefly reviewing in our workshops, which will provide about 30 percent of the BAs awarded a subset of the steps that we have tak- them with experiences and ideas they to economics majors—a figure that en to improve the diversity of our work- can draw on when mentoring in their had not changed, on net, since at least force along gender, race, and ethnicity home department. 1995.1 Furthermore, only about 15 per- lines. The third area of effort I encourage is cent of full professors of economics Our goal is to create a more inclusive that department chairs, and senior fac- were women.2 At the same time, blacks, environment for our employees so that ulty more generally, seek to be informed Hispanics, and Native Americans are everyone feels that they have the free- on the additional hurdles and implicit also underrepresented in the field of dom and invitation to contribute their biases often faced by junior economists economics. Slightly less than 15 per- very best in the professional workspace; who are female and/or under-represent- cent of BAs in economics were award- and they will be assessed based on the ed minorities. There is now a body of ed to minorities, considerably less than quality of their contributions, not the high-quality research, some of it specif- their share in the total community of color of their skin, their gender, their ic to academics or economics, and some college students (22 percent) and even sexual orientation, or any of the other of it from other settings, showing that less than their share of the overall popu- characteristics that make them who they race and gender really do affect how in- lation (about 30 percent).3 are but that have no role in determining dividuals are evaluated. Much of this re- The Federal Reserve is a major em- their effectiveness in the workplace. search is very nicely reviewed in Bayer ployer of economic talent, and for a Background on the Federal Reserve Board and Rouse (2016). range of reasons is deeply concerned In total, the four economics divisions at Female faculty will typically be chal- about the lack of diversity in the field of the Board employ about 375 Ph.D. econ- lenged on policies and grading more economics. Ultimately, we believe that omists, making us one of the largest often by their students, will be judged we need to be part of a much broad- communities of economists anywhere more harshly on their course evalua- er effort to achieve a more satisfactory tions, will carry a greater service load, in the world and many times larger than the typical academic department. and will be less likely to receive credit in 1 See Bayer and Rouse (2016), Figure 1, p. 224. the profession for their contributions to 2 Bayer and Rouse (2016), p. 222. 3 Bayer and Rouse (2016), p. 225 and p. 223.

2017 ISSUE II 5 At the Federal Reserve Board Our commitment to diversity and in- human behavior and decision-making, externalities in the professional lives clusion is motivated by at least three in- so the aspects of what make us human of the other members of the section; terrelated considerations:4 are integral to the discipline. Changing and skill in written and oral commu- First, we want to engage the whole the mix of who we employ will change nication. Each section develops relative professional selves of our colleagues, the content of what we do, perhaps in weights to be attached to each criterion, with all of their creativity, passion, and subtle ways, perhaps in profoundly ob- depending on their specific needs, and conviction. We want them to feel that vious ways. pre-commits to these weights. they are equity owners in the enter- Diversity in the field of economics is For every candidate who visits the prise—that their individual contribu- an issue with much broader applicabil- Board, the members of the section who tions will be valued, no matter their ity than just at the Federal Reserve. In- are involved in recruiting are each re- rank in the organization or their person- deed, the issues that I just outlined will quired to record evidence on each attri- al characteristics. Most of all, we want apply, perhaps in modified form, in aca- bute, and are encouraged to base their them to know with confidence that they demia, the private sector, and other gov- evaluations as much as possible on evi- can come into the professional space ernment agencies. dence, not impressions. and devote every ounce of their ener- Steps we are Taking to Improve Diversity We introduced this system in re- gy to promoting the mission of the or- and Inclusion sponse to research that documents a ganization rather than worrying about distressing tendency of teams without For the sake of brevity, I will focus here whether they have a place in the orga- pre-specified criteria to—often subcon- on our efforts to improve the way that nization or will be properly recognized sciously—morph their notions of char- we use evaluation criteria in the course for their contributions to it. acteristics that they deem to be impor- of our recruiting and evaluation. Second, economic policy analysis is tant in response to who they see. This First, it is helpful to have a little back- a tricky business, and even smart, high- morphing process may be an impor- ground about how economists are hired ly trained, and experienced people of- tant vehicle for the expression of im- into the Division of Research and Sta- ten stumble the first time, especially plicit bias. tistics. (R&S is one of four economics if they try to go it alone. Therefore, we Just as important as what an admis- divisions at the Board.) R&S consists of aim to design the professional environ- sible set of criteria may include is what 21 sections. Economics of some variety ment with the goal of ensuring that ev- it may not include. For example, crite- is the business of 16 of those sections, ery important issue is examined from ria are not allowed to include an assess- while the other five sections are staffed every relevant perspective. One way that ment of “fit” because we want to dis- with other types of professionals, such we try to accomplish that objective is to courage any notion that the productivity as library scientists, editors, computer make sure that meaningfully different of the prospective colleague might be professionals, and analysts. Recogniz- minds are engaged in the analysis. positively related to his or her similari- ing that each of the 16 sections focused Third, economics may be different ty to the incumbent members of the sec- on economics may be looking for quite from other fields in that the very def- tion. On the contrary, we want sections, a different skill set within the broad inition of what the field is—the prob- if anything, to focus more on who they field of economics, we allow them to lems we think are important and the are missing from their teams, and there- conduct their recruiting in a decentral- solutions we think are most likely to fore on who might best be able to com- ized manner. Nonetheless, we impose work—depends importantly on who plement the skillsets already represent- some requirements on them from the is practicing the field. After all, eco- ed in the section. The goal is to build the center, and that is where the evaluation nomics is fundamentally the study of strongest team for getting the job done. criteria come in. Equally importantly, the criteria do 4 An important foundational statement is the division’s di- Two years ago, we began to require not encourage any notion that incum- versity and inclusion objective, which reads as follows: “The that each section looking to hire one or Division of Research and Statistics seeks to attract and de- bents should be looking for someone velop a highly qualified and diverse workforce and to create more economists during a given year they could be good chums with. We a workplace environment that is actively inclusive, allowing commit to specific evaluation criteria draw a strict distinction between being individuals to thrive and maximizing the group’s ability to ad- before they begin reading candidates’ vance the mission of the Federal Reserve. able to interact respectfully and colle- applications and job papers. The crite- gially with others at work versus hav- • Diversity refers to the various dimensions in which individ- ria used are standardized across all sec- uals differ, such as race, ethnicity, gender, religion, national ing a nice sense of humor or sharing origin, sexual orientation, age, disability, socioeconomic tions and center on assessing potential similar views on the world. We want background, viewpoint, etc. for conducting research in the area of our colleagues to recognize that ideas • Inclusion refers to building a collaborative work envi- responsibility for the section; potential will be taken seriously; and that when ronment that acknowledges, appreciates, and effectively for contributing to the policy work of the they have good ideas, they will be acted utilizes the talent, skills, and perspectives of every employ- section; potential for creating positive ee.”

6 CSWEP NEWS At the Federal Reserve Board upon. But that equally requires taking Best Practices in Recruiting, Advancing, others’ ideas seriously, and looking for what is right in them as well as what is and Mentoring for Diversity wrong. Sections are allowed to adjust the Marie T. Mora relative weights on the evaluation crite- As I have discussed in numerous pub- in an increasingly diverse and globally ria during the hiring process, but they lic forums for well over a decade, U.S. competitive workforce. know that if they do so, they will be society at-large has many reasons to be Based on my efforts and experience asked about the rationale for the change concerned about the under-representa- to diversify the economics profession and will be required to apply the new tion of women and traditionally under- (and academia more broadly), this ar- weights to all candidates, including represented racial/ethnic demographic ticle includes examples of best practic- those already seen. groups in the economics profession. In es based on lessons learned in recruit- When we introduced the require- light of major demographic shifts, the ing, advancing, and mentoring women ment that sections pre-commit to spe- economic outcomes of these groups and minorities in the economics profes- cific criteria and weights, we expected not only affect these groups, they also sion within my own academic institu- some push-back from the people who have national implications for econom- tion and higher education more broadly. were involved in recruiting. However, ic growth and international competitive- the feedback we’ve received to date has AEA Mentoring Program and Diversifying ness. In many cases, scientific research been quite positive, with most sections and Mentoring in the Economics and subsequent policy recommenda- reporting that they found the costs of Profession tions which directly (and indirectly) settling on the criteria and weight to be Since 2013, I have been the Director of affect the socioeconomic outcomes of low, and better yet, that the process of the AEA Mentoring Program (former- these populations are shaped without adopting them helped clarify in their ly known as the “Pipeline Program”). the perspectives of members of these minds the skill sets they were seeking, This Program started in the late 1990s groups. As such, some of this research and led to a better overall process. For when the AEA Committee on the Sta- (which is often used to inform policy de- example, using standard criteria seems tus of Minority Groups in the Econom- cisions) may have incomplete informa- to have helped provide the sections with ics Profession (CSMGEP) conceived of tion about what actually occurs “on the a common language to use in discuss- a “pipeline program” as part of its struc- ground.” In disciplines such as econom- ing and comparing all candidates. Re- ture to support the flow and develop- ics which emphasize the critical impor- cruiters have noted that recording ev- ment of minority economists. The un- tance of accurate, timely, and “perfect” idence soon after each interview has der-representation of Hispanics, Blacks, information, the potential market and been very helpful in comparing candi- and Native Americans in the economics societal inefficiencies arising from in- dates seen at different points in the mar- profession partly reflects their under- complete information do not need fur- ket, helping to combat recency effects. representation among students pursu- ther elaboration. We fully recognize that there is no ing (and successfully completing) grad- Moreover, beyond serving as role magic bullet in recruiting, and we know uate degrees in economics. models for students and other faculty that even with this enhanced process in Thanks to the generous support members of different genders and rac- place, we are still an organization pop- of the National Science Foundation es/ethnicities, another concern about ulated by human beings, with all our (NSF),1 the AEA Mentoring Program is the under-representation of certain gen- foibles and shortcomings. Nonethe- designed to: (1) increase the number of der and racial/ethnic groups is that aca- less, we think that the new procedures underrepresented racial/ethnic minor- demic economists teach undergraduate have made our hiring more robust and ities who complete doctorate degrees and graduate students from a variety of more likely, we hope, to give us a better in economics; and (2) diversify the ra- backgrounds. A diversified and inclu- shot at hiring the diverse workforce we cial/ethnic demographic composition sive economics faculty exposes students think will best position us to carry out of the economics profession, including to a broader range of perspectives and the mission given to us by the Board of the professorate, through mentoring experiences, and serves to offset precon- Governors. Equally important, we are and providing research and profession- ceived notions and stereotypes some committed to creating an inclusive en- al development opportunities to minor- students might have about women and vironment so that all employees have ity emerging economists. minority populations. This level of ex- the opportunity to thrive once they have The mentoring component of the posure to members of different genders been hired. Program brings together economics and races/ethnicities will also help pre- This statement has benefitted greatly from the comments pare these students to work productively 1 This program is currently funded under NSF Award # SES- and observations of many colleagues in R&S who care deeply 1357478 (“Economics Mentoring Program”). about advancing our program of diversity and inclusion.

2017 ISSUE II 7 Best Practices for Diversity

Ph.D. students from racial/ethnic groups under-represented Rio Grande Valley—UTRGV), I am a member of the AD- in the economics profession with mentors, both inside and VANCE Leadership Team for our ADVANCE Program, which outside of academia. As Program Director, I match the stu- is made possible through a $3.1 million ADVANCE Institu- dents in consultation with the mentors and students. The tional Transformation grant from the National Science Foun- mentors (who do not have to be from under-represented de- dation (NSF). Since Fall 2012, we have developed and im- mographic groups) can be identified by the students when plemented a series of integrated initiatives to enhance the they apply to the Program, by me as Program Director on the recruitment, retention and advancement of women faculty, basis of overlapping research interests of the mentee and po- especially Latinas, in Science, Technology, Engineering, and tential mentors, or are self-selected. A critical component is Mathematics (STEM) fields. Economics and the other social that the mentors must be interested in investing their time sciences are part of STEM. to support an emerging minority economist. At UTRGV, our specific goals include: 1. Increase representation of women, especially Hispanics, in STEM fields at all levels of faculty, particularly in ten- This level of exposure to members of different genders ure-track and tenured positions. and races/ethnicities will also help prepare these 2. Increase representation of women, especially Hispanics, students to work productively in an increasingly in STEM fields at all levels of leadership, particularly at diverse and globally competitive workforce. the department chair level and higher. 3. Promote a positive workplace and climate along with policies/practices that attract and nurture the careers of fe- One of our main activities is hosting an annual Summer male scholars. Mentoring Pipeline Conference (SMPC) that brings together the Ph.D. students, their mentors, other senior-level econo- To achieve these goals, we have developed several major mists, and undergraduate students interested in pursuing initiatives with specific objectives and activities, which in- graduate degrees in economics. The conference includes: (1) clude: (1) Faculty Recruitment; (2) Advancement; (3) Policy Presentations by the graduate students; (2) the Lewis-Oaxaca and Climate; and (4) Education and Empowerment. While Distinguished Lecture; (3) panel discussions on topics such our ADVANCE Program focuses on Latinas and other wom- as thriving in Ph.D. Programs; (4) professional development en in STEM, we have expanded many of our initiatives to at- sessions, such as jobs outside of academia and external fund- tract and nurture the careers of all faculty, regardless of gen- ing opportunities; and (5) scheduled times for mentees to der, ethnicity, and field. meet with their mentors and other senior-level economists. Our ADVANCE Program is part of the Office of the Vice One of the best ways for economists (and other profes- Provost for Faculty Affairs & Diversity (VPFAD), which en- sionals in departments, divisions, and agencies that hire sures its integration with other UTRGV faculty-related pro- economists) to get involved in the AEA Mentoring Program grams and its institutionalization once the NSF funding ends. and network with the students in the Program is to participate Moreover, the VPFAD is the lead co-PI and Project Director in the SMPC. We are also always looking for new potential while the Provost and Executive Vice President for Academ- mentors. Please see our website for more details. ic Affairs is the PI, thus resulting in support for ADVANCE- Moreover, I highly encourage those who want to diver- related efforts at the very top of Academic Affairs. sify their departments/units/divisions in economics to be- Below are examples of major UTRGV ADVANCE-related 2 come involved in CSMGEP, the AEA Committee of the Sta- activities, some of which can easily be adapted to focus on tus of Women in the Economics Profession (CSWEP), the Economics in particular; others will require more widespread National Economic Association (NEA), the American Society institutional support. of Hispanic Economists (ASHE), and the Diversity Initiative • Expanded Outreach for Faculty Searches. In the case of Eco- for Tenure in Economics. Both the NEA and ASHE are as- nomics, in addition to advertising in the AEA Job Openings sociations that are officially part of the Allied Social Sciences for Economists (JOE), search committees should consider Association (ASSA). Departments should consider announc- advertising with the National Economic Association and ing faculty positions through the list-serves of these groups the American Society of Hispanic Economists. Job post- as well. Also check out the Diversifying Economic Quality: A ings can also be disseminated by the Mentoring Program, Wiki for Instructors and Departments website. CSWEP, and CSMGEP. Minority job candidates are also Diversification, Access, and Inclusion Activities at The University listed on CSMGEP’s website. of Texas Rio Grande Valley

In my administrative role as Associate Vice Provost for Fac- 2 I thank the ADVANCE Program at the Office of the Vice Provost for Faculty Affairs & ulty Diversity at my own institution (The University of Texas Diversity at UTRGV for providing the overview of these initiatives.

8 CSWEP NEWS Best Practices for Diversity

• Certification of Faculty Applicant Pools and Short Lists. For (Workplace Climate & Equity; Tenure/Promotion and all faculty searches to move forward, UTRGV now certi- Annual Reviews; Mentoring, Outreach, and Member- fies the applicant pools as well as the short lists to ensure ship; Achievement and Advancement; Wellness; and there is diversity; in cases where the pools and short lists Women of Color); (3) Once-per-semester meetings be- lack diversity, the search is required to continue until a tween the WFN Executive Team and Provost; (4) A broader pool is found and/or the search committees can WFN listserv to facilitate communication across the demonstrate that concerted efforts were unsuccessful in university; (5) WFN representatives’ meetings with diversifying the pools and/or short lists. faculty during on-campus interviews (as noted above); • Enhanced On-Campus Interviews. Search committees are and (6) A series of WFN meetings/workshops/panels encouraged to schedule time for job candidates (both on issues related to gender, mentoring, and best prac- women and men) to meet with representatives from the tices for professional success and advancement. All of Women’s Faculty Network (WFN) during part of their these components work together to empower women campus visit. The WFN representatives are not members faculty and raise issues and find solutions pertinent to of the search committee, nor do they report back to the women faculty. From its inception, the WFN has expe- search committee. These meetings provide “down time” rienced exceptional rates of participation and enthusi- for job candidates to feel comfortable asking questions asm. The WFN was lauded as a “Programmatic Gem” they might not feel comfortable asking search committees by the NSF Third-Year Site Visit Team. In 2016–17, 75% or others involved in the selection process, such as about of all STEM women in tenure-track and tenured posi- the quality of local schools, whether UTRGV has a dual tions and 47% of women in non-STEM fields actively career hiring program (we do!), and the inclusiveness of participated in the WFN. the environment. • Trainings of Tenure/Promotion and Search Committees. • ADVANCE Leadership Institute. This semester-long We also conduct trainings for search committees that program is designed to develop leadership skills for incorporate ADVANCE-related goals and raise aware- STEM/SBE women and other faculty, and to increase ness about issues such as implicit bias. In addition, we awareness about women’s issues/challenges in higher provide campus-wide trainings/workshops focusing on education. It also has a mentoring component. Those best practices to minimize implicit bias to all Tenure/ who complete the Leadership Institute are eligible to Promotion committee members, Department Chairs/ apply to our ADVANCE Administrative Fellows Pro- School Directors, and Deans at the beginning of the gram (which complements the Leadership Institute by review cycle. providing faculty with a year-long experiential learning • “Family-Friendly” Policies & Climate. We are currently opportunity in an administrative office) and other pro- working on revising policies and programs to make fessional development opportunities, such as partici- our campus more “family-friendly”. These policies pating in The University of Texas System Women’s Se- include our Dual Academic Career Hiring Program; nior Leaders Network Sponsorship Workshop. Workload (modified instructional duties); and Tenure/ • Associate to Full Professor Program. This year-long pro- Promotion (with provisions to extend the tenure-track gram supports the advancement of mid-career faculty, clock). We are also conducting climate surveys and exit particularly women in STEM, and helps them manage interviews. post-tenure career-life expectations. It also includes a mentoring component. I was passionate about creating this Program because faculty, particularly women and under-represented minority groups in academia, frequently get “stuck” at the Associate Professor level. • Women’s Faculty Network (WFN). I co-founded the WFN in December 2012 after discussions with another faculty member about ways to empower women faculty at UTRGV, particularly those in departments with few (or no other) women, which is a common phenom- enon in Economics and other STEM fields. The WFN currently has: (1) Representation on key university bod- ies, including the Academic Affairs Executive Council; (2) An Executive Team and six standing committees

2017 ISSUE II 9 We’ve Built the Pipeline: Rhonda Vonshay Sharpe What’s the Problem and What’s Next?

I borrowed this title from a panel I re- Diversity Initiative for Tenure in Eco- quality; “play by the rules;” and search cently moderated on workforce develop- nomics (DITE). CeMENT focuses on committees.2 ment because it summed up my frus- female economists, and DITE focuses I will address the pipeline first. The tration with diversity and inclusion in on Black, Hispanic and Native Ameri- economics profession has been invest- general, and specifically in the econom- can economists. Both offer professional ing in the pipeline for over 40 years. ics profession. development and mentoring to junior The dearth of people of color in the The Pipeline scholars. CeMent has existed for near- pipeline is not likely the problem. For ly 15 years, and DITE will host its 10th those who think math keeps students The American Economic Association cohort this summer. Combined, DITE of color and women from entering the Summer Program has existed since and CeMENT have mentored over 300 pipeline, Asians, Blacks, Hispanics, Na- 1974. AEASP has nearly 1,000 alumni. junior scholars. tive Americans and White women earn This summer, Michigan State Universi- more doctorates in mathematics and ty (MSU), the 12th university to host the The Problem statistics than in economics (See Figure program, will train the 43rd cohort of Given the investments by the AEA and 1). I believe the problem is the under- the AEA Sumer Program. In 1998, the NSF, host institutions, and mentors, graduate economics curriculum, which AmericanEconomic Association added why has progress been so slow? The requires majoring in another subject— another diversity initiative, the Pipeline answer to this question depends on math—to increase the likelihood of ad- Mentoring Program The mentoring who you ask. Marybeth Gasman, Pro- . mission to and completion of the doc- program, with support from the Nation- fessor of Higher Education at the Uni- torate in economics. Unfortunately, this al Science Foundation, matches gradu- versity of Pennsylvania, has said “The requirement is not common knowledge ate students with a mentor and supports reason we don’t have more faculty of for undergraduate economics majors. professional development through re- color among college faculty is that we So how does an undergraduate search and travel grants. The Pipeline don’t want them. We simply don’t want know to double major in mathematics Conference held at the end of the Sum- them.”1 Based on her research and expe- and economics? For many students, it mer Program affords graduate students rience as a diversity consultant, Gasman is learned from the faculty. Faculty are the opportunity to meet multiple gen- has identified four “excuses” typical- likely to encourage students who re- erations of economists—undergradu- ly provided as rationales for not hir- mind them of themselves when they ates, other graduate students, and var- ing faculty of color: there aren’t enough were undergraduates to pursue the doc- ious levels of experienced economists. people of color in the faculty pipeline; torate in economics. Faculty are also The conference is also an opportunity likely to hire candidates that remind to present dissertation research. 1 Gasman, Marybeth. “An Ivy League Professor on why col- them of themselves. Replication of one- The economics pipeline also in- leges don’t hire more faculty of color: ‘We don’t want them.’” self is the antithesis of diversity. cludes two initiatives focused on the Washington Post Online, 26 September 2016. https://www. Let’s say that I clear the undergrad- professional development of junior washingtonpost.com/news/grade-point/wp/2016/09/26/ an-ivy-league-professor-on-why-colleges-dont-hire-more-fac- uate and graduate hurdles and am now scholars: CeMENT Workshop and the ulty-of-color-we-dont-want-them/?utm_term=.ca83116b8284 a candidate for a faculty position. I have published as a graduate student, Figure 1. 2005–2014 Doctorates: Economics vs. Mathematics have excellent teaching evaluations, and strong recommendations. Despite Women Men meeting the “written” qualifications, the 1,600 3,500 1,400 3,000 search committee has a strong prefer- 1,200 2,500 ence for “quality,” defined as an appli- 1,000 2,000 800 cant from an elite program. The com- 600 1,500 mittee could choose to put more weight 400 1,000 200 500 on my potential as a scholar and how I 0 0 Hispanic Asian Black White Temporary Hispanic Asian Black White Temporary 2 https://www.washingtonpost.com/ Resident Resident news/grade-point/wp/2016/09/26/ Mathematics and Statistics Economics Mathematics and Statistics Economics an-ivy-league-professor-on-why-colleges-dont-hire-more-faculty-of-color-we-dont-want-them/?utm_term=.ca83116b8284 SOURCE: Integrated Postsecondary Education Data System, Completions Survey by Race. National Science Foundation, National Center for Science and Engineering Statistics, Integrated Science and Engineering Resources Data System (WebCASPAR), https://webcaspar.nsf.gov 10 CSWEP NEWS We’ve Built the Pipeline . . . diversify the faculty and curriculum, but the taste for “repli- 4. Expand the diversity conversation to include the represen- cation” outweighs any value I’d add to the department. tation of minorities and women employed at think tanks, If, on the other hand, I don’t check all the boxes—CV, Federal Reserve System, and government agencies. three letters of recommendation, etc.—I am eliminated be- 5. Create a penalty system for departments that fail to diver- cause the department must “play by the rules.” The same sify or broaden participation. department that requires all the boxes to be checked will cir- 6. Create a partnership with AEASP and the Mentoring pro- cumvent the job market to hire the desired candidate, espe- gram to identify young scholars to mentor for upcoming cially at the senior level. faculty positions. In 1975, Marcus Alexis wrote about the dearth of minority economists. Since then, research by Mason, Myers, and 7. Don’t diversity your faculty by “poaching” from another Darity (2005), Price (2009), Darity (2010), Darity, Price, and department. Sharpe (2010), and Price and Sharpe (2016) reports evidence 8. Volunteer to serve as a mentor for CeMent, DITE or the of racial bias in hiring, citation, and funding of Black econo- Mentoring Program. mists. Sue Stockly presented preliminary research at the 2017 9. Show young scholars how to do what they need to be suc- ASSA meeting that finds a bias against Hispanic economists.3 cessful. Don’t tell them and wait to see if they will figure Donna Ginther has several publications documenting the it out. challenges of female economists.4 The problem isn’t that the 10. Be a good mentor—provide the advice and opportunities search committees don’t know they are biased and the con- you wish someone had provided for you. sequences of their bias—they do. The problem is that there is no penalty for the biased behavior. Without consequences for biased behavior, investments made by the AEA or NSF will have no consequential return in the form of increased respresentation of underrepresented minorites as faculty and Best Practices: References for scholars. I am not confident that educating search commit- Further Reading tees about recruitment best practices and implicit bias will alter their behavior. Alexis, Marcus. “Summer pro- in_Basic_Economics_Research/ What’s Next? gram in economics for minority links/02e7e518aed9b26692000 students.” American Economic Re- 000 .pdf Given the problems I have outlined, “What’s next?” I antici- view 65, no. 2 (1975): 502–5. pate implicit bias will become the new “scapegoat” for why Ginther, Donna K., and Shulamit Bayer, Amanda and Cecilia Rouse. Kahn. “Women in economics: faculties are not diverse. Knowledge of your bias or the bias “Diversity in the economics pro- moving up or falling off the aca- of others does not equal the fortitude to arrest the behavior. fession: a new attack on an old demic career ladder?” The Journal Therefore, I recommend the following: problem,” Journal of Economic Per- of Economic Perspectives 18, no. 3 spectives 30, no.4 (2016): 221–242. (2004): 193–214. 1. The profession needs to have an honest conversation about the definition of diversity. Does diversity mean the Blau, Francine, Janet Currie, Ra- Mason, Patrick L., Samuel L. My- chel Croson and Donna Ginther. ers, and William A. Darity. “Is inclusion of more people from racial and ethnic groups “Can mentoring help female as- there racism in economic re- who have historically been marginalized in the U.S., or sistant professors: interim results search?.” European Journal of Po- the inclusion of people who are not white males of Euro- from a randomized trial” Ameri- litical Economy 21, no. 3 (2005): pean descent? can Economic Review Papers and 755–761. Proceedings 100, no. 2 (2010): 2. Departments should define diversity and use that defini- 348–352. Price, Gregory N. “The problem tion as the core and conscience for their curriculum, and of the 21st century: economics fac- Darity Jr, William A. “Notes from ulty and the color line.” The Jour- faculty and student composition. the back of the academic bus.” nal of Socio-Economics 38, no. 2 3. Provide information about the requirements for the doc- In The Future of Diversity, pp. (2009): 331–343. 173–180. Palgrave Macmillan US, torate in economics to ALL students as part of undergrad- 2010. Price, Gregory N. and Rhonda uate advising. V. Sharpe. “Black economist hir- Darity Jr, William A., Gregory N. ing report card for Ph.D. granting Price, and Rhonda V. Sharpe. “A economics departments: 2014– 3 Stockly, Sue K. “Stratification and color lines: the pipeline for and career trajecto- challenge for the National Sci- 2015.” Working paper available ry of Black and Hispanic economists.” Paper presented at the 2017 Allied Social Science ence Foundation: broadening at: https://www .researchgate .net/ Association Annual Meetings, January 6-8, 2017, Chicago, IL. https://www.aeaweb.org/ Black and Hispanic participation publication/313377635_Black_ conference/2017/preliminary?sessionType%5Bsession%5D=1&organization_name=&search_ in basic economics research.” Economist_Hiring_Report_Card_ terms=stockly&day=&time= (2010). Working paper available For_PhD_Granting_Economics_ 4 For a list of relevant papers, see http://www.people.ku.edu/~dginther/wpapers.htm. at: https://www .researchgate .net/ Departments_2014_-_2015. profile/Gregory_Price2/publication/228269006_Broadening_ Black_and_Hispanic_Participation_

2017 ISSUE II 11 Rouse Interview continued from page 1 from 2009–2011 she served as a mem- policy is made from the Ivory Tower and often felt as though my classmates were ber of the President’s Council of Eco- so had always wanted to spend a little more on top of material, or had better nomic Advisers. time actually doing it. Princeton allows research ideas, or simply had more fun for a “public service” leave and I was for- than I. However, again, with hindsight One of the things about your career that tunate enough to have the opportunity I realized that while, obviously, we all stands out to me and many of the people to serve twice. had different strengths and weaknesses, who wrote letters in support of your Bell we were all struggling in one way or an- award nomination is the amount of ser- I remember from your talk in Chicago that other because graduate school and ear- vice you have given both to the profession you had several pieces of advice for women ly days in the profession are just plain and to the nation. Can you talk about why in the economics profession. Can you re- hard. you chose to devote so much time to help- mind us of a few of those? “No” is not a dirty word. While we all ing others? What advice don’t I have for wom- must contribute positively to our com- I have benefited so greatly from en in economics? It can be so daunt- munity and therefore must do some in- the advice, support, and encourage- ing while in school and especially stitutional service, that does not mean ment from so many mentors, includ- when just starting a career that I’ve al- we have to do all that is asked of us. ing my parents, teachers, colleagues, ways felt compelled to share what I’ve Learning to keep a balanced schedule learned along the way. In Chicago, I is key to professional longevity (and suc- tried to share a few of my favorites. For cess). This is a place where mentors can example: be especially helpful—they can help you I like to remind young women Don’t be afraid to ask questions. No identify which bits of service are impor- in particular, be selfish in the one expects you to know everything, tant and which can wait. I also remind early stages in your career as that and it is so much more efficient to just junior faculty, in particular, that while will give you the bandwidth to ask the question rather than saving it to they are untenured they should focus give back and serve later on. figure out on your own later. And, as so their attention on “general” human cap- many of us have heard many times, if ital—those skills (read: research) that you have a question, chances are some- would be valued at any institution. Of one else does, too. Turns out that’s ac- course, some institutions value “specif- and friends that I just could not imag- tually true! ic” human capital at tenure time as well, ine not passing it along as well. My en- Don’t let the turkeys get you down. This but it is important to keep in mind that tire life I have had people to help me one is easier said than done, but it is before the institution has fully commit- learn new skills and material, to help nonetheless important. You will (and ted to you, you need not fully commit me weigh the pros and cons of differ- probably already have) encountered to it either! Further, while one’s service ent opportunities, or simply to hold my people who have made rude, disrespect- is important as an assistant professor, it hand when something did not go as ful, sexist, racist or just plain insensitive will be much more impactful and sus- well as expected. And so I love meeting statements. While I’ve always been a tained if one is awarded tenure (that is, with students and young economists in- proponent of trying to figure out what I one really has to play the long game). So dividually; I also enjoy trying to reach can learn from any particular situation, I like to remind young women in partic- a broader group through organizations it’s very important to simply get on with ular, be selfish in the early stages in your such as CSMGEP. your life and let any such comments career as that will give you the band- pass without too much reflection. In And what about service to the country? width to give back and serve later on. hindsight, I’ve usually understood that That must have been quite disruptive! Finally, it’s important to take care of such comments come from a place of yourself both physically and mentally. Yes, but public service was always insecurity on the part of the person who You will not be at your best as a friend, something I had wanted to do. I enjoyed utters them, although that can be hard teacher, researcher, partner, or parent studying economics because I thought to see at the time. So, my advice is to if you’re tired, undernourished, and it provided the necessary tools for un- keep your eye on your own goals and try burned out. So, make sure you take time derstanding important policy problems not to let others distract you from what to get exercise, get enough sleep, and to and therefore for coming up with poten- you are trying to accomplish. eat well. tial ways to address them. Being joint- Just because others seem to be in control ly appointed in a school of public pol- (or to have it all), it doesn’t mean they are That all sounds like great advice. Hope- icy was very natural for me. I also felt (or do). This piece of advice is related to fully, I have adopted some of those myself, I couldn’t fully understand how public the one about “turkeys.” I know that I but I can always use a reminder. So back

12 CSWEP NEWS Rouse Interview What is CSWEP?

CSWEP (the Committee on the Status of to public service. Given that you’ve been that involves research, they will have a Women in the Economics Profession) is a to Washington twice, do you have any lifetime to address many questions. In standing committee of the American Eco- specific advice about what an economist fact, I also do not believe that any one nomic Association charged with serving should consider if she is thinking about paper is ever dispositive so it’s actual- professional women economists in aca- taking on a position in D.C.? ly quite fruitless to try. Rather, we ad- demia, government agencies and elsewhere I’m a huge fan of economists vance our understanding of the world by promoting their careers and monitoring spending time in D.C. (or doing pol- by putting together pieces of evidence their progress. icy anywhere else for that matter). from many different places, research- CSWEP activities endeavor to raise the First of all, some might be consider- ers, and contexts and seeing the pic- awareness among men and women of the challenges that are unique to women’s ca- ing making a full-time job of it and ture that emerges. reers and can be addressed with a wide va- I think that’s great. Our public sec- As for there being only 24 hours in the day, this is the piece of advice about riety of actions, from inclusive searches to tor needs smart, capable people who formal and informal mentoring activities. are dedicated to helping craft, imple- which I feel the strongest, mostly because I see people trying to elude it ev- CSWEP freely disseminates information ment, and study important policies on how the profession works as well as ad- ery day. The saying itself should actu- and regulations such that training in vice to junior economists. We intend this in- ally be quite familiar to economists as economics is invaluable in these kinds formation to be of value to all economists, of jobs. Others might be thinking of it’s really just a statement about a time male or female, minority or not. constraint. But as we push with ever- taking a leave from an academic (or Annually, CSWEP other) job to spend a limited amount improving technology and the illusion of multi-tasking, we believe that we • Organizes mentoring workshops, pa- of time in D.C. (or elsewhere). I’m also per presentations sessions at the annual can somehow beat it. However, while a big fan of this. Ultimately, I believe AEA Meetings, and professional develop- we can ease an income constraint by we learn from new and varied expe- ment sessions at the annual meetings of riences so stepping away from one’s giving an individual more money, we the four regional economics associations day-to-day job to learn new skills and have yet to find a way to give anyone (the Eastern, Mid-Western, Southern and get a different perspective can only be more time (not that we don’t try!). This Western); enriching personally and profession- is really the hardest, most intractable • Conducts a survey and compiles a report ally. That said, for those in the acade- of constraints. And it basically means on the gender composition of faculty and my, I do suggest caution in getting dis- that we all have to make choices— students in academic economics depart- tracted while untenured. While there real choices. One cannot “have it all” ments in the United States; • Publishes three editions of the CSWEP is much value from the different expe- (which is antithetical to the notion of a budget constraint) but one can max- News, containing a feature section writ- rience, you’ll have plenty of time after ten by senior economists that highlights the tenure decision. imize one’s utility subject to the time reality. Fundamentally this means that career advice or other topics of interest to Two things that I hear you say repeatedly it is critical to identify our highest pri- the economics profession; and • Awards the Carolyn Shaw Bell Award, giv- are “careers are long” and “there are only orities and do them (and attempt to en to a person for their outstanding work 24 hours in a day.” Can you elaborate on do them well) and learn to say no to what you mean? to promote the careers of women econo- others demands. One cannot do every- mists as well as the Elaine Bennett Re- These are probably my favorite and thing and it’s useless to try. search Prize, given biennially to a young (from my perspective) most profound Any last pieces of wisdom? woman economist for fundamental con- pieces of advice for women … and re- tributions to academic economics. ally everyone. By “careers are long” I Take time to enjoy the small mo- Our business meeting is held during mean that one cannot answer all ques- ments of life. One of the highlights of the annual AEA Meetings and is open to tions in one single paper or disserta- my afternoon is dark chocolate with all economists. It is a time for us to con- tion. I so often see students struggle coffee. fer awards and celebrate recipients, present to bring their papers under control as the Annual Report on Women in the Eco- they attempt to answer every question nomics Profession and to hear your input on CSWEP’s activities. The CSWEP Board that might come up in the course of meets three times yearly and we encourage their research, which can often lead you to attend our business meeting or con- them away from the original question tact a Board Member directly to convey your of the paper. Of course, some evolu- ideas for furthering CSWEP’s mission. tion is good and healthy. But I also remind students that if they choose a job Visit cswep .org for more information.

2017 ISSUE II 13 Calls & Announcements

Visit cswep .org for full details on each Sessions are available for persons submit- Call for Participants and Topic of the below opportunities, including ting an entire session (3 or 4 papers) or a Ideas @ CSWEP/Midwest submission guidelines for paper and complete panel on a specific topic in any Economics Association Meeting application calls as well as participant, area in economics, as well as topics relat- Panels on Career Development panelist and paper titles for currently ed to career development. The organizer March 23–25, 2018, Evanston, Illinois scheduled sessions . should prepare a proposal for a pan- Deadline: by September 29, 2017 . CSWEP Call for Nominations el (including chair and participants) 2017 Carolyn Shaw Bell Award or session (including chair, abstracts CSWEP is organizing two panels on and discussants) and submit by e-mail. topics related to career development Deadline: September 26, 2017 . Please be sure to include the appropri- at the Midwest Economics Association Nominations should include a nom- ate JEL code(s) and the names, affilia- Meetings to be held March 23–25, 2018, ination letter, updated CV and three tions and emails of all participants. at the Hilton Orrington in Evanston, Il- linois. There will also be a CSWEP net- or more supporting letters, with pref- Additional sessions will be organized by working lunch that you are welcome to erably at least two from mentees. This the CSWEP Eastern Representative. Ab- attend. award celebrates individuals who have stracts for papers in the topic areas of furthered the status of women in the gender, health economics, labor eco- The panels and lunch will be held on economics profession, therefore nomi- nomics and public economics are par- the Friday of the conference. One panel nation letters should be geared toward ticularly solicited, but abstracts in oth- will be geared toward those looking for examples of how the nominee has ful- er areas are also encouraged. Abstracts jobs (academic and nonacademic) and filled that criteria—including leading by should be approximately one page in another panel will focus on mid-career example and achievement, increasing length and include paper title, appro- issues. Each panel will have four partic- an understanding of how women can priate JEL code(s), names of authors, ipants who will each speak for about 10 advance, or mentoring others—rather affiliation and rank, and e-mail contact minutes. The sessions are organized to than toward academic achievements. information. allow for plenty of time for an active ex- The Award Committee automatically change of ideas and advice among the All submissions should be e-mailed to retains and considers applications for a panelists and session attendees. the following address. Decisions will period of three years. be made before the final regular EEA If you have specific suggestions regard- Inquiries and nominations may be sent deadline . ing the topics to be covered or ideas for to: potential panelists (you can also suggest Dr. Karen Conway yourself), please submit your topics and Shelly Lundberg, Chair John A. Hogan Distinguished Profes- ideas by September 29, 2017, to Anne Broom Professor of Demography sor of Economics E. Winkler, CSWEP Midwest Rep, awin- Department of Economics Peter T. Paul College of Business and kler@umsl .edu. To foster the exchange University of California, Santa Barbara Economics of new ideas, we especially seek individ- North Hall 2042 University of New Hampshire uals who have not previously served as Santa Barbara, CA 93106-9210 Email: ksconway@unh .edu panelists. (805) 893-8619 Phone: (603) 862-3386 cswep@econ .ucsb .edu In addition to the CSWEP panels and If you have specific suggestions regard- networking lunch, the MEA meetings ing career topics to be covered, potential provide a great opportunity to present CSWEP Call for Complete panelists or any other way that CSWEP your own research. For those interest- Sessions and Individual Papers can offer resources in career developed in presenting a paper, you can find @ 2018 Eastern Economic ment at the Eastern meetings, please paper submission information on the Association Meeting submit your ideas to the above address MEA website, http://mea .grinnell .edu/. March 1–4, 2018 as well. Sheraton Boston Hotel, Boston, MA Deadline: Monday, October 16, 2017 . CSWEP will sponsor a number of sessions at the annual meeting of the East- ern Economic Association.

14 CSWEP NEWS CSWEP Sessions @ Upcoming Meetings

Southern Economic Association CSWEP Session 2 Handling media when your research goes viral Conference Women and Minorities in the Presenter: Jennifer Shinall, Vanderbilt November 17–19, Tampa, FL Economics Profession—Status, University CSWEP Sessions Organizer: Ragan Perspectives and Interventions, Engaging with the media Petrie, Texas A&M University Joint with CSMGEP Presenter: Paul H. Rubin, Emory Sunday, November 19, 2017 University CSWEP Session 1 8:00–9:45am Working with university media Professional Development Panel: Chair: Gary Hoover, University of relations to publicize your research Advice for Job Seekers and Early Oklahoma Presenter: Donna Ginther, University Career of Kansas Status of women in the economics Saturday, November 18, 2017 profession 10:00–11:45am Presenter: Ragan Petrie, Texas A&M University Chair: Ragan Petrie (Texas A&M University) State of minorities in the economics profession How to effectively navigate the pre- Presenter: Gary Hoover, University of tenure process Oklahoma Presenter: Tracy Collins, New College of Florida Perspectives on the status of women and minorities in other fields Tips for success in the job market Presenter: MacKenzie Alston, Texas Presenter: Elaine Frey, California State A&M University University–Long Beach Gender differences in the choice of Challenges during the tenure process major: the importance of female role Presenter: Shatakshee Dhongde, models Georgia Institute of Technology Presenter: Danila Serra, Southern Do’s and don’ts of interviews Methodist University Sarah Quintanar, University of Arkansas–Little Rock CSWEP Session 3 Finding a mentor in your department Professional Development Panel: or school Sarah Stafford, College of William and Talking to the Media Mary Sunday, November 19, 2017 3:00–4:45pm CSWEP Networking Lunch Chair: Ragan Petrie, Texas A&M Saturday, November 18, 2017 University 12:00–1:00pm, Tampa Marriott Talking to the media about your Waterside Hotel and Marina academic research Presenter: Joni Hersch, Vanderbilt University

2017 ISSUE II 15 Directory of CSWEP Brag Box Board Members

Shelly Lundberg, Fax: (734) 764-4338 77843 “We need every day to herald some woman’s Chair [email protected] (979) 845-7351 achievements . . . go ahead and boast!” —Carolyn Shaw Bell Broom Professor of Karen Conway, Eastern [email protected] Demography Representative Kate Silz-Carson, Department of Economics Professor of Economics Newsletter Oversight Michèle Tertilt, University Francine Blau, the Frances University of California, University of New Editor of Mannheim, was awarded Perkins Professor of Industrial Santa Barbara Hampshire Professor of Economics North Hall 2127 the Yrjö Jahnsson Award in and Labor Relations and 10 Garrison Avenue U.S. Air Force Academy Santa Barbara, CA 93106- Durham, NH 03824 2354 Fairchild Drive, Suite Economics for her important Professor of Economics at 9210 (603) 862-3386 6K110 contributions to family eco- Cornell University, was award- (805) 893-8619 [email protected] USAF Academy, CO [email protected] nomics and household finance. ed the 2017 Mincer Award in Elizabeth Klee, 80840-6299 The award is given biennially by recognition of a lifetime of con- Margaret Levenstein, at-large (719) 333-2597 Fax: (719) 333-7137 the Yrjö Jahnsson Foundation tributions to the field of labor Associate Chair, Survey Assistant Director of Research Professor Program Direction katherine.silz-carson@ to a European economist no economics by the Society of University of Michigan Division of Monetary usafa.edu older than 45 who has made Labor Economists. Institute for Social Affairs Petra Todd, at-large a contribution in theoreti- Research Board of Governors of the Professor of Economics The 8th edition of The Ann Arbor, MI 48106-1248 cal and applied research that Federal Reserve University of Pennsylvania Economics of Women, Men, (734) 615-9088 20th Street and 3718 Locust Walk, is significant to economics in [email protected] and Work, by Constitution Avenue N.W. McNeil 160 Europe. Awardees are jointly Francine Blau (Cornell University) and Terra McKinnish, Washington, DC 20551 Philadelphia, PA 19104 selected by the Yrjö Jahnsson Associate Chair, Director (202) 721-4501 (215) 898-4084 (University of Foundation and the European Anne Winkler of Mentoring [email protected] [email protected] Missouri–St. Louis) was re- Professor of Economics Economic Association (EEA). Amalia Miller, at-large Anne Winkler, cently published by Oxford University of Colorado– Associate Professor of Midwestern The award will be presented to Boulder, CO 80309-0256 Economics Representative University Press. (303) 492-6770 Michèle during the annual EEA University of Virginia Professor of Economics Congress in Lisbon, Portugal. terra.mckinnish@colo- P.O. Box 400182 University of Missouri– rado.edu Charlottesville, St. Louis Catalina Amuedo- VA 22904-4182 One University Boulevard We want to hear from you! Dorantes, Western (434) 924-6750 St. Louis, MO 63121 Representative [email protected] (314) 516-5563 Send announcements to cswep@econ .ucsb .edu. Professor and Chair of Ann Owen, Ex Officio [email protected] Economics Board Member Justin Wolfers, San Diego State University Professor of Economics at-large 5500 Campanile Drive Hamilton College Professor of Economics, San Diego, CA 92182-4485 198 College Hill Road College of Literature, Phone: (619) 594-1663 Clinton, NY 13323 Science and the Arts, and Upcoming Regional Meetings [email protected] (315)859-4419 Professor of Public Policy, [email protected] Gerald R. Ford School of Martha Bailey, Ex Officio CSWEP sponsors paper sessions, professional development Board Member Ragan Petrie, Southern Public Policy University of Michigan Representative University of Michigan panels & networking events at the meetings of the four region- Department of Economics Associate Professor of Room 319 Lorch Hall, 611 al economics associations. Visit CSWEP .org for more info. 611 Tappan Street, 207 Economics Tappan Street Lorch Hall Texas A & M University Ann Arbor, MI 48104 Southern Economic Association Ann Arbor, Michigan, 4228 TAMU (734) 764-2447 48109-1220 College Station, TX [email protected] https://www .southerneconomic .org/conference/ (734) 647-6874 87th Annual Meeting, November 17–19, 2017 Join the CSWEP Liaison Network! Tampa Marriott Waterside Hotel and Marina Three cheers for the 150+ economists who have agreed to serve as Eastern Economic Association CSWEP Liaisons! We are already seeing the positive effects of your https://www .ramapo .edu/eea/ hard work with increased demand for CSWEP paper sessions, fel- lowships and other opportunities. Thank you! Dissemination of 44 Annual Meeting, March 1–4, 2018 information—including notice of mentoring events, new editions Boston Sheraton, Boston MA of the CSWEP News and reporting requests for our Annual Sur- vey and Questionnaire—is an important service to CSWEP. For Midwest Economics Association this key task, we need your help. Visit CSWEP .org to see the list http://mea .grinnell .edu/conferences/conference-2015 of current liaisons and departments for which we’d like to identify a liaison. We are also seeking liaisons for organizations out- Annual Meeting, March 23–25, 2018 side the academy. To indicate your willingness to serve, send an Hilton Orrington, Evanston, Illinois e-mail with your contact information to cswep@econ .ucsb .edu.