1. + Caregiving, Gender and Professional Flourishing Clare Counihan, Ph.D. Program Coordinator, Faculty and Staff Carolina Women’s Center “If universities ever really want to understand the conundrum of why so many female graduate students, post-docs, and junior faculty opt out of academia, they should begin by providing better childcare arrangements.“

2. + Conventional assumptions about gender: M AN /M ASCULINITY (rational, stoic, controlled, independent, physically strong, assertive, initiates sexual activity, active, LEADER, THEORETICAL, ABSTRACT ) W OMAN / FEMININITY (emotional, nurturing, pretty, physically weaker and vulnerable, demure, sexually submissive, passive, TEAM PLAYER, HARDWORKING, SUPPORTIVE ) (T RANSGENDER DOESN ’ T EXIST EXCEPT AS A “ DISORDER ” OR “ PATHOLOGY.”) 2

3. + Frame of Analysis (at least for the next 30 minutes) Gender: Spectrum of historically variable, culturally specific, socially constructed, and contextually shaped behaviors, social roles, expectations and norms; includes masculinities, femininities, trans- masculinities and -femininities, and genderqueer identities. 3

4. + Frame of Analysis (at least for the next 30 minutes) Intersectional analysis: Understands individuals’ experiences and systemic privilege and oppression through their multiple locations in intersecting, structural identities (race, gender identity and expression, dis/ability, sexuality, class, nationality, etc). These multiple identities are not additive, and their impact and expression is contingent on context. (Woman ≠ women) 4

5. + “I used a classroom space and occasionally a bathroom for pumping.” “I had to use a shower room as a lactation room and was even forced to pump in someone’s office because they needed a shower…” Lactation Resources “… a bathroom stall is just not a comfortable, clean place to pump.” 5

6. + LactationSpaces:Existing (+NC Botanical Garden)UnderConstruction(+ AOB) 6

7. + Caregiving and Professional Success “I can't compete with my peers if I can't afford child care and nobody will hire me after my phd if I am pregnant or have a young child.” ”One [acquaintance] had a child before getting tenure and her career was over.” “My mentor told me it wasn’t possible to be an Assistant Professor and have small children.” 7

8. + Precarity and Promotion Data courtesy of Fixed Term Faculty Committee and OIRA. 8 UNC Faculty by Gender and Rank

9. + Department Culture “I took 6 weeks [parental leave] and even then was required by my department to participate in classes/classwork/ admin while on leave.” “My department, and especially my closest colleagues, have always been supportive when I needed to be at home, or bring my kids with me, etc. This has been invaluable in combining parenting with work.” “The culture of my school is not particularly supportive of parents, particularly mothers.” 9

10. + Climate Evaluation (Redux) Who talks at meetings? Who doesn’t? Who interrupts/ is interrupted? Whose ideas and suggestions are recognized? Who serves on committees? The logistics and planning committees? The prestigious committees (e.g., nominations)? Who does the bulk of department service? What are your unit’s “unwritten rules”? Who has access to that information and through what channels? 10

11. + Next Steps Undertake conversation about department climate. Examine how implicit stereotypes and bias shape your expectations. Examine your mentoring practices through intersectional lens and undertake mentoring in ways and venues that are available to all junior colleagues and students. 11