Helping Women Achieve in Academic Science

Hiring Faculty

1600px-Solvay_conference_1927Although hiring for your own research group is a difficult task, most people you bring on to do research with you will have a limited lifetime in the group. Oppositely, hiring faculty colleagues can have a lifetime impact on you, the department, and the college. Having great colleagues can be inspiring, uplifting, and enhance your creativity and science. Having terrible colleagues can make you anxious, depressed, and unwilling to go to work each day.  All departments have a mix, and not everyone feels the same way about all colleagues. Further, much of these issues come down to personality, which can be hard to evaluate during even long, 2-day interviews that faculty candidates must endure.

There is another issue, which is the gender and race gap in most STEM departments. We are certainly no where near parity on diversity with the population at large in this country. Most STEM departments have the same racial make-up that they did in 1950. That is to say, they are very white. We are doing a bit better with women, although most of them are white, too.

I am very proud of my department this year because they overcame some bad behavior to do things in a better way and actually get some diversity during their hiring this year. First, I am going to bag on them a little. Just know that I feel like they saw the error in their ways and course-corrected for this year. Learning from your mistakes is something that my department can do, but I am not sure all departments even recognize their mistakes.

Not so good behavior: Last year, we had only one “token” woman in our searches. To me, this is not enough, especially when we are so far down on the percentage of women in the department. We did have some non-white candidates. Most were Asian of some sort. The top candidate of the search was actually non-white, but he took an offer somewhere else.

When we closed the search, we had to write a memo about the people who did not make the cut (most of the candidates including the one woman). The faculty were presented the reasoning outlined in the memo. The male candidates were lauded for their credentials, despite the fact that they were not chosen. Sometimes the reasoning for not being chosen was also forgotten. The description of the woman was very different. Her credentials were not lauded quite so much. Odder than that, the reason why the woman was not made the offer was stated that “she did not know enough physics.” I had to step in here, since this is not exactly specific or clear. It is definitely the kind of vague critique people use to bash women’s competence when there is no good reason. Further, I felt that the higher-ups might be suspicious of this logic. Truly, if the candidate did not “know enough physics” why did we bring her here in the first place?

Second chance at good behavior: This year, we were allowed to try the search again. The search committee did several good things to help prevent some of the problems from the last year. The chair of the search attended, and paid attention to, the information from the equal opportunity office. *YAY*

Before the candidates files were downloaded and examined, the committee came up with an agreed-upon set of criteria for the candidates. Using this criteria, they judged the files and invited two women in the pool this year. *YAY*

Next, when the candidates came, they were treated as equally as possible. *YAY*

When the candidates were evaluated, they were judged against the criteria already established. *YAY*

Both of the female candidates were placed above the bar and many more of the male candidates faired better was well. Perhaps it was a special year with an exceptional pool? Either way, I felt the process was more equitable and resulted in a better outcome for the women.

Side Effect: The side effect of this process is that I am feeling much better about my department and about my place as a woman in that department. Good scientists should be able to learn and understand that random metrics are not a good way to evaluate candidates. My colleagues showed that they can learn and be better people and better scientists. For me, it is more than just the possibility of hiring more women in the department. There is a collegiality and respect that I feel to/from my peers that makes going to work much nicer these days.

So, what do you think? How does your department make hires? Do you feel the process is fair? Does it bring in the best candidates? Comment or post here with more ideas on best practices for hiring and helping with diversity.

 

catenary_bikeI swear, I do not ask for these things to happen to me. They just do. I am simply reporting the facts as they occurred…

It seemed to be a perfectly nice visit to a school with a good reputation who has enough money to purchase national academy members in order to increase their prestige. I was happy to have been invited to give a talk to this school. I was looking forward to impressing the scientists there with my cool science and my fast wit.

For those of you who don’t know, when you go to give a seminar, they put you through your paces. Not only are you there to perform for the people of the university who might happen to have the time to come to your seminar, but you also have 30 – 45 minute, back-to-back meetings all day with various faculty members. You typically eat lunch with students or faculty and then also have a dinner with faculty members. At each meeting you typically discuss the science of the person with whom you are visiting. It is possible to be talking about all matter of science within the span of 20 minutes, so you have to bring your A-game. I was ready for my long, exhausting day of fast-paced science. I wore a smart outfit and had updated my talk with some new data and cute animations and movies. I had great meetings all morning. The seminar is over lunch, but they gave me my food early, so I could eat (this sometimes doesn’t happen, so you should always bring snacks in your bag just in case). By the way, this is the same way an interview goes except for 2+ days.

So, I was having a good day. I got up to give my talk and just before it started an older gentleman came and sat in the second row. It was clear that he was a big deal. A national academy member (NAM). This group had three, and I know two of them pretty well. Of course, the two guys I know were out of town that day. I had never met this guy before, but the other two were pretty nice to me and liked my science. I began my talk with my usual quiz. See, I do a lot of active learning in my talks because (1) people remember it, and (2) people don’t fall asleep, and (3) people like it. Seriously, it is much more entertaining when you break the 4th wall (see post). 99% of people who hear one of my talks, love this style. At about the 3rd slide, NAM leans over the his neighbor and whispers something. Not too loud, but obvious to me what he is doing. I explain to the audience that I am using active participation of the audience to engage and to keep you from sleeping during my talk. That gets a few laughs.

The next time I have an activity for the audience, NAM does it again – he whispers. It is clear that he isn’t digging my talk style. But, I dig in. This is my talk, and I am not going to let him passively bully me… I didn’t have to wait long for him to stop being so passive about his bullying. About 20 minutes into the talk, I ask something of the audience like, “What do you think this means?” And NAM says very loudly, “Why don’t you just tell us instead of making us answer?” I get embarrassed. My face heats up (apparently red to match the temperature). My heart is pounding. I want to burst into tears.

I make a comment about how this style is the best way to learn. NAM responds by saying, “Yeah, yeah. I know the literature, and that’s fine for a class where you want the students to remember what you say 5 weeks later for an exam, but this is a seminar.”  WTF? Like, I don’t want people to remember my talk 5 weeks later? I want them to remember my work a year later. And, of course he knows the literature. The effing National Academy literally wrote the book on best practices in the classroom.

I respond with something like, “Well, this is how I made my talk, so I guess we’ll just have to continue on.” The very next slide has another quiz. I say, half apologetically, “Well, there’s another one. I guess we need to do it.” The students still give answers and respond. The next quiz I look at NAM and say, “Oh no, I know you don’t like this, but here we go again!” I make it into a joke that he doesn’t like what I am doing and I keep doing it. Making light of the situation does make me feel better, but I feel like total shit. This creep just fucked up my awesome talk.

Prior to this talk, only one person had ever criticized my “active learning” talk style. I gave a talk at a Gordon Conference and used candy as props to talk about a subject everyone in the room already knew and understood. Afterwards, one woman came up to me and say, “I thought that using active learning was really bad for a seminar or conference talk. Don’t get me wrong, I teach at a liberal arts school, and I use active learning in the classroom, but I just think it doesn’t have a place in conferences.” I was surprised that someone who is clearly an up-to-date educator would say that, and my face must have betrayed it, because she continued to say, “But you know what? Your talk is the only one of the morning session that I remember. So, I think I was wrong. I think active learning is useful at conferences, and I am glad you did it.” So, although she gave me crap for active learning at a conference, I actually changed her mind!

Of course, my day wasn’t over. In fact, I had a whole slate of meetings for the entire afternoon. The meeting just after my talk was with my host. He apologized for his NAM colleague. He told me some terrible stories about how he is like that to everyone, in the hopes that I wouldn’t feel like it was personal. But, it was personal. Just because he is a personal jack-ass to everyone, doesn’t mean it isn’t personal.

My next meeting was with the NAM. The first thing he does, is exactly what I expect. He fake apologizes for his behavior. He knows he was unacceptably an asshole. His apology is something like, “I’m sorry I spoke up and was rude, but that style is not good.” I said, back, “You are the only person I have ever met who thinks that.” He said, “Well, I’m not wrong.” I can’t help it anymore. I try to hold back, but the tears come. They fill my eyes. He avoids eye contact. I find an old tissue in my bag and try to dab away the tears of anger and unsaid words when he isn’t looking. But, part of me wants him to see. Part of me wants him to know that his words are hurtful. That I am a human. I sit there and I am crying at you. I do not run. I am not weak for crying. I am strong. Are you strong enough to see me cry? No, you are not.

He spent 3/4 of an hour mansplaining my research back to me. I didn’t get to talk at all. He gave me reprints in a little folder. Homework for me to read and educate myself on his brilliance in my field. He’s not actually in my field, but he has dabbled. My tears dry up within about 15 minutes, so 30 minutes are spent with me listening and trying to tell him what the latest in what he is saying is. Or explain why what he is saying isn’t right with what we know now.

The rest of the visit is good. Only 3 students show up to my student time (all men). I have lots of advice, but only three have time to hear. I worry that it is because I was publicly shamed about my talk. I wish his critique had been about science, so I could fight back. It was about style. How do you fight back against that? It’s like standing up in someone’s talk and saying you don’t like their voice or haircut.  The students who showed up apologized for NAM. They said he is a dick and he does that to everyone. They said that they liked my talking style. We talk about two-body problems and how to get jobs after grad school. Typical stuff young people are concerned about.

Other faculty apologize for NAM. I get a couple emails upon my return apologizing for NAM. I certainly don’t blame any of these other people. But, none of them calls NAM out. I put up the most fight against him of anyone. It definitely altered my visit. I message some WoS friends. I post about it on FaceBook. People are flabbergast that someone would say something like that. I don’t out NAM at first, but people can figure out where you are talking, and they can figure out who’s the asshole at that place.

So, here is a question. How do you handle this situation? And how do you handle the standing up for yourself. I did go to social media, but I kept it low and of course, my FB page is closed to friends only. I do not believe that any one asshole’s comments of this nature should get them grilled in the arena of public opinion (outright sexist or racist comments are very different). I do want to let people know who is an asshole, so they can prepare to defend themselves. I do want to learn from this event – what would you do? How can you fight back? Was it sexist? I don’t know. I’m sure he was more likely to be an asshole to me, but I would have thought he would attack my competence as a scientist – not as a presenter. Plus, who attacks someone’s strength? Maybe that means I showed no other weakness? That’s a nice way to read this.

I hope to hear back from you. Comments, suggestions, ideas are all welcome. Post or comment here. If you want to get an email every time I post, push the +Follow button.

Hiring – Better Advice

HelpWantedI have tried to write about this before (post), but I think I was asking more questions and had fewer answers. After almost a decade of doing this, I think I have now learned some things – or at least made enough mistakes – that I can speak relatively intelligently about how best to hire. As always, there are multiple types of people you can hire for a research group. Undergraduates, technicians, graduate students, postdoctoral students, research scientists, administrative assistants, etc… Of course, as a faculty member, you will also have the opportunity to have a say about other faculty and staff hires in the department. Those are typically done by committee, and I have opinions about that process, too (more to come in future posts). This post is about some recent new practices that have been successful to hire people for your research group.

  1. Undergrads. OK, I don’t have much of a bar for undergrads. I do have a small hurdle. They have to fill out an application to be in the lab. The application is available on my website, or I send it to them when they request information about how to join the lab. When they turn in the application, they have to make an appointment to see me.  At that meeting, I describe the lab, some of the science, and how we run things. If they are still interested, they have to fill out an undergraduate contract. The contract has more specific expectations for hours and work. On the front, we decide together on how we will compensate the student: money via work study, credit via independent study, or volunteering. I am specific about the weekly hours, compensation, and I email the undergraduate program director or the personnel person in charge of getting the students paid at that meeting. We flip the contract, and outline the science that the student will do during their semester. I photocopy the contract – front and back – and keep the original, signed by both myself and the student, and they keep the copy. I have outlined this in previous posts, but it was a bit buried (post). Basically, if you are interested enough to fill out an application and make a meeting with me, you can be an undergrad in the lab.
  2. Grad students. I am apart of two different graduate programs because what I do is interdisciplinary. One program has formal rotations. The students actually work in your lab for a semester, and get to know how you work and vice versa. After two rotations, they pick an advisor, and that is where they stay until they graduate (or leave the program). The other program I am in does not do rotations. In fact, there is no formal, helpful mechanism for students to find their advisors. They basically have to try a couple, have some false starts, and then decide. It is like the most awkward dating game ever (previously described here).  They usually decide based on science, which I do not advocate (see post). For the students from the second program, I basically make them do a rotation over the summer for three months that I pay for out of pocket. At the beginning, I explain that it is a trial period, I even put it in writing. I pay them for their summer work, but that is the only commitment I make until the end of the trial. After the trail period, we have a meeting to discuss if they would like to continue to work in the lab.
  3. Postdocs. I recently hired a few postdocs. I had trouble getting good applicants for one, but had several reasonable applicants for the other. For both positions, I put out ads online. I think that was good because figuring out who has openings can be hard for recent grads who are applying (see post). In order to post an ad, I have to go through a formal process through my university equal opportunity office. Honestly, it totally sucked. They made it really long and difficult to get my ad out and to complete the hiring process. It basically took 6 months to fill one of the positions. This is terrible if you have to have results within a year for a grant. Once the ads were official and posted online, I started getting applications, and I definitely think I got applications from candidates who would not have applied if I had gone through the grapevine only. I made a spreadsheet for the applicants and set up a series of requirements including minimal requirements (which eliminated some applicants, but not many), and then preferred requirements. All the applicants who made it past that point were contacted to have a Skype interview, and I contacted all their references. In the Skype interview, I asked them about their work and described the lab. I basically tried to tell if they had some sort of red flag, but it is difficult to determine. The most important thing was to contact the references and ask them very direct questions about the applicant. I had a two-page set of questions (it really only took 30 minutes) where I asked about their research abilities, communications skills, work ethics, goals, and their personality and ability to get along with others. The last two questions I ask are: 1. Would you hire this person in your lab as a postdoc? and 2. Are there any red flags? You would be surprised at the number of people who say “no” to the first question. For the second question, this is important to make it clear that I cannot tolerate having a bad personality in a small lab, and I need to know if the person has issues. Honestly, every time I have called the references, and asked these questions over the phone, I made good hires. When I didn’t, I made bad hires. So, the most important thing in my mind is to CALL THE REFERENCES! After the references were good, and when possible, I had the applicant interview in person in the lab. I set up a whole day where they talked to other professors, gave a one hour talk on their research, and had lunch with the lab members at the faculty club without me. This last step was the most crucial because it was a litmus test of personality for the lab. I did not hire people based on this test if the people felt the interviewee was a jerk. In a small lab, the personality is crucial, but difficult for me to judge. The lab is a better judge, and I have to remember to always listen to them, no matter how good an applicant looks on paper.
  4. Technicians. I have hired a couple technicians/lab managers that didn’t work out so well. I now use the same process as for postdocs, and I think that will work better. Currently, I have a new technician who “grew up” in my lab starting as an undergrad and then a master’s student. This is a really great way to get a technician, but it is not exactly easy or common to find an excellent undergrad who wants to go this route.
  5. All. Lunch with current lab members. The lunch with the lab is the most important part of any interview, I think. I can’t tell you the number of interviewees who say stupid shit to the students when covering up their crazy for me. Plus, the personality meshing is so important, especially for a small lab. There could be a concern about racism or sexism, but educating students about their cultural biases, they can work to overcome them, as we all could and should.

So, what do you think? Any good advice on how best to hire people for your research group? Comment or post here. o get an email every time I post, push the +Follow button.

indiana-jones-last-crusade-grailRemember that scene in Indiana Jones and the Last Crusade when he makes it through all the trials to the room full of “Holy Grail” cups? When the old knight who kept watch on everything tells them to choose a cup and cautions them to “choose wisely,” and the Nazi totally screws up and picks the prettiest cup, and he basically melts into a puddle of Nazi-scum. Then the knight says, obviously, “He chose poorly.” Then Indie comes along and chooses an ugly, small, little cup, and he drinks and is fine, and Capt. Obvious lauds Indie for choosing wisely? Why am I bringing this up? Because, you need to choose wisely when choosing an advisor. There are many time points when you will choose an advisor including undergraduate, graduate, and postdoc. Interactions with your advisor can make your job a joy or a living hell. So, choosing wisely is very important.

I was asked to write this post months ago, and I went out to a number of students and postdocs to get their opinions. Unfortunately for you, dear readers, none of them responded. So, you will have to hear my personal opinions. Maybe by writing things, some of which they may or may not agree with, they will be prodded into the act of writing? Maybe not.

OK, so here are my *pearls of wisdom* for you.

  1. Work-Life Balance. If you want to have work-life balance, make sure that the advisor you pick has work-life balance.  If they do not, they will not allow you to have it. Warning – just being a woman or having kids does not mean the person has work-life balance. My first time out, I picked an advisor who was a woman with a kid, and she had no concept of work-life balance. She was also very unsympathetic toward people without children trying to have work-life balance (see this recent post). She felt like people without kids should just work all the time.
  2. Type of criticism. Science is critical. See this post about taking criticism (post). Different advisors deliver critique in different ways. You need to find one that you can tolerate. Advisors are like coaches. You should see them that way. Like a coach or piano teacher, they will always find something wrong, even when you do it great. There is always room for improvement in science – especially when you are still learning. But, if someone delivers the criticism in a way you cannot tolerate, you will have a very hard time taking it.
  3. Time to degree/completion & post-job placement. How long is it going to take for you to get your Ph.D? How fast did previous students graduate? Do they have one paper? Several papers? What do they do when they leave the lab? Do they get good jobs? Do postdocs get jobs as faculty, if that is what they want? Do they go to industry? Where? Do grad students get good postdocs? Do undergrads go to good grad schools?
  4. Funding. Some people put this as the most important thing. I agree that if you have to TA the entire time as a grad student, it will limit how fast you can get your thesis done. And, if a person doesn’t have money for a postdoc, they obviously can’t hire you for one. The advisor needs to be successful at getting funding. Will they train you at getting funding yourself (fellowships or scholarships)?
  5. Resources. Funding is one type of resource, but are there other resources available? Is there time on the equipment? Or too few instruments to get on to do your experiments? Is there money to go to conferences? What about other knowledge or skills? What happens when the advisor wants to do learn something new? Do they let you flounder? Or send you to learn it from another lab?
  6. Other students. To me, this is the most important thing to do when visiting a lab. You must talk to the current students about the lab. They will likely be very frank with you about what they like and dislike. How happy are they? Do they have work-life balance? What do they not like about the advisor? When trying to decide about an advisor, I would definitely try to have lunch with the people already in the lab to see how they like the advisor. Ask about how the advisor gives criticism? How well other previous students have done with finding jobs after? How well is the lab managed for resources? Is there enough equipment? The right equipment? If you have to do something new, does the advisor let people flounder? How are new skills brought into the lab? How are the lab meetings run? Do people cry or get upset often? How does the advisor handle conflict in the lab? Avoidance? Do they micromanage? Does the advisor listen to complaints and criticism themselves? How does the lab operate? How do they give instruction? How do they set expectations? What is the make-up of the lab? How many undergrads, grad students, postdocs? I recommend having a list of questions for the lab members and making sure they answer all your questions.
  7. Advisors are not perfect. They make mistakes. If you found someone who is genuinely interested in your development as a scientist, they will probably still have a lot of other aspects you don’t like. As they say in the Muppet Movie, “peoples is peoples.” To me, that means that everyone has strengths and weaknesses. You are not entitled to a perfect advisor. Nobody is perfect. You are entitled to a certain level of respect and civility from your advisor. You are also entitled to expectations being set. You are entitled to progressive discipline if you make a mistake. The advisor is also entitled to respect because they have achieved a lot to make it to the professoriate. They are able to fire you if you are insubordinate – not even a union can protect you, if you do not do what is asked of you.
  8. How to work with a difficult advisor. I should write a whole post about this – hell, I should write a whole book about this – and I probably will someday. Let’s be honest, even good advisors can say and do stupid shit that pisses you off and is disrespectful. I apologize for anything I have ever done like this, and I know I have done it. If the advisor is mostly good, you can forgive these transgressions.  If you are having a hard time with your advisor, I suggest speaking to them in private about what is bothering you. But, you don’t want to come off as entitled or complaining. I suggest trying to come up with a solution and bring that to the meeting, as well as your complaint. Believe me, I have tried other things, and this works best. It can be hard to do, because they have power over you, in the form of your letter for future jobs. It can also be hard because many advisors have egos and some are really big egos. A bad advisor will not care what you think or have a problem with regarding the lab or his/her management style. A good advisor will consider your words, and see if it is anything that can be done (sometimes there is nothing that can be changed). But, letting something that is bothering you go and fester can make everything worse. Also, remember that your advisor is not thinking about you all the time. Remember, professors have all-consuming jobs, so they really cannot and should not be thinking about you all the time. So, return the favor, and don’t worry about what they think about you all the time. This will help your relationship.

Notice what isn’t on my list? Science. Because, basically, I think the type of science you do is irrelevant. Yet, when I talk to grad students, they often say the most important thing is the science that is being done in the research group. I think this is very wrong headed. Why? Because there is usually more than one person in each field doing interesting science in that field. Chances are that some of the people in the field will be BigShots with lots of money, students, and postdocs. Some of these BigShots are amazing advisors. (Yes, they do exist! I can think of several in my field.) If you get one of those, you have hit the jackpot! Sadly, many BigShots are crappy advisors. They suck in, chew up, and spit out students like it is their job (when actually, it is part of their job to advise and help the next generation of scientists succeed).  There are also lots of little guys out there, doing good science, plugging away, and often in desperate need of smart, dedicated, and hard working students. They also often care deeply about mentoring and advising. As long as they have the resources for you to succeed, you can do great things at these smaller groups. Finally, I think there are so many great, interesting science questions out there, and you can make advances on anything. Grad school is about learning how to do a long project, so you need to go to a lab that will teach you those skills. But, I’m not sure you need a paper in Science or Nature to learn those skills.

In my time, I have picked several advisors, and I have chosen poorly and chosen wisely. The thing I was most surprised about was that many professors have big egos. Now, I am a faculty member, and students make decisions about me. I’m not exactly sure how to convince them that I am worth the risk. I have been successful with students graduating in a timely manner (five years) with several papers with mostly full funding. But, alas, they often do not care about such mundane, practical matters, despite the fact that it will affect them every single day of their lives in grad school.

I am sure there are lots of things I have forgotten to add, but these are the things I thought of first. Hopefully some other people will help by writing, too. If you have a blog post, feel free to send it to me to post. I hope to hear from you! If you want to get an email each time I post, push the +Follow button.

Sabbatical-1Some updates from the sabbatical planning. OK, “planning” is basically in the past. We are actively doing now.

Last week, I packed up two boxes that contained some basic toys and clothes that were appropriate for our new location (which has different weather from where we live and work). I checked that I could send some stuff ahead of time. My landlord there said he would keep it for me. If he hadn’t, I would have gotten a PO box at the post office, so I could send stuff to myself and have them hold it. I plan to send 6 boxes total, basically 1.5 for each member of the family.

I also arranged for someone to come by the house regularly while we are away, and found some online resources from “FancyPants” magazines about how to close up your summer house for the winter. Here is one I found useful (link). I will probably do some of these things, but not all right away. It turns out I have to come back for some stuff in the first month of being away, so the house won’t be abandoned for long.

This week was a big one. I actually went to our sabbatical spot. I was able to hook it onto a conference that was within a driving distance. I swung up for less than 2 days. I stopped by the house and said hi to the landlord. I walked to the elementary from the house to trace the route we will likely take every day. I turned in my pre-filled paperwork to register my oldest for school. Next, I went to the daycare my youngest will be attending to get a tour and sign him up. It was pretty sweet, and I can’t wait to hear what he thinks about the school, kids, and toys I saw there.

This trip got me really excited. It also made me think about new things including health care for my kids. My oldest is almost never sick, but the younger one is accident prone and has allergies. This made us check up on our insurance. It turns out they are affiliated with a network of providers in our sabbatical location. If they hadn’t been, I had two possibilities. Pay out of pocket and send receipts for 80% reimbursement from our insurance for using a provider out of network. Another option would have been to sign-up for supplemental insurance using “ObamaCare” so that we have in network coverage. I would have had to weigh the costs of each. It is much easier to use a provider in our extended network for our short time there, so that is what we will do.

The thing that was forgotten – the cars. Actually, it wasn’t forgotten, just more difficult than we thought. Our plan was to sell one car (our airport car that we don’t really use much) and to leave the main car and have it driven periodically. We were planning to rent a car in SabbaticalTown. But, now, I think we are going to ship the main car and leave the back-up car for periodic driving by our house checker. I think part of my visit back in January will be to orchestrate the car pick-up for cross-country transport. I feel bad that I didn’t get this together, but frankly, there is only so much I can do while actually still maintaining my job, too.

So, we are going. This is really happening. I am trying to be calm, but sometimes that anxious feeling of butterflies in my stomach still crop up. Is there anything else I am forgetting? Do I really want to know? I have time to course correct because I will be going back, so please comment or post if I am missing anything! To get an email every time I post, push the +Follow button.

ScorpionMamaAt a recent women in science luncheon, we were talking about panels and sessions at women-centric meetings. One of the women complained that all the talk about work-life balance revolved around when to have kids, but she wasn’t ready to think about kids. That makes sense, because she was an undergraduate student. Most grad students aren’t even ready to think about kids or know if they even want them. They complained that the sessions and panels about babies were missing the point for her and were annoying and a waste of time. This is a very good point, and I want to address a different kind of work-life balance in this post – one that is specifically pointed to younger people.

Before that, I do want to defend the baby-mongering of many women’s issue forums. Why are we so obsessed with babies as the only form of work-life balance that needs to be discussed? Here are my personal thoughts (and I welcome all others to comment).

  1. Preparing you. Having a baby is a lot of work and much of that work specifically falls to women. Having a baby is a medical condition that NO MAN will ever face or understand. It starts very early with morning sickness and fatigue for many women. You continue to have crazy medical issues that are routinely checked with medical appointments. The event of having the baby concurs with a hospital stay and a surgery for many women. And then there is a long recovery afterwards. I felt like I was hit by a truck after delivering my first kid. Couple that with postpartum sleeplessness, learning curve, and perhaps even depression, and this is basically a year-long, or more, medical condition. WomenOfScience who have gone through it want to prepare others for this condition. So, they want to help you with these sessions. I am sure after that description, you will never want to have a baby!
  2. Letting you know that you can do it. Having a family is often cited by women as a main driver for their leaving STEM fields. Since many women “know” they want to have kids – just not the specifics of when, where, and with whom – the thought that a life in STEM is at odds with having them is enough to drive many women away. So, the point of these panels is to convince you that you can have children and still be a WomanOfScience. Wouldn’t it be weird if we had sessions for men about being a dad and staying in science. For a funny twitter account along those lines, I recommend: @manwhohasitall. Funny stuff.

So, what kind of work-life balance do young people need? Many older people with kids might say, “You should work all the time! It’s not like you have kids to take up your time.” A lot of my friends without kids hate it when people with kids say that kind of thing, and it is no less annoying to young people. So, if I had to do it all over again, here is what I would do (BTW – as I was writing this, I realized that I already did most of these things and had fairly good work-life balance even as an undergraduate).

  1. Basics. You need to get your basics covered for your health. There are four things you need to do to be healthy and balanced as a young person:
    • Sleep. I know this is hard to do. You have 4-5 classes and each demands a lot of time to devote. STEM classes are notoriously bad about this. Sometimes it seems like professors think that their class is the only one in the world. If there is a perfect storm of lab reports, term papers, and midterms, it can be hard to get a good amount of sleep. But, you really need to try. It is so important to help you to remember and make new connections. This is what you need to actually learn something. You are in college, doing a science major to learn, right? How can you learn, if you never give your brain time to process and cool down? When I was your age, I slept ~8 hours per night. I only pulled one all-nighter in all of undergraduate – for studying. (I pulled other all-nighters for fun – see below). I would have all sorts of dreams about science and math. I once dreamed my legs were test tubes when I was taking organic chemistry. These crazy dreams were my brain’s way of processing the science I was learning.
    • Eat. Along with sleeping, eating regularly and healthily is essential to your learning. Why? The brain uses up a large amount of your calories each day. You know when you have low blood sugar, and you can’t process and you might even get “hangry” (hungry + angry)? That is because you actually do not have enough calories for your brain to function properly. Your higher-order functions that control your impulses and emotions go bye-bye, and you snap at people. Your brain uses a ton of fuel, and is the number one user of calories. So, you need to feed it often with good food. A large number of undergraduates don’t go to lunch, or eat breakfast. They substitute caffeine for food. This is not good for you, and it really won’t work. You need to eat. Schedule your lunch and dinner times. Breakfast is a lifestyle choice, but you will be low of fuel in the morning. When I was in college, I did a good job of eating lunch and dinner every day. I did schedule it. I also often ate a late snack and went without a significant breakfast. That was a choice I made, and you have to do what is right for you. I could do that, because I was more of a morning person. I needed less uppers in the morning than in the evening to get work done. Food is an upper.  BTW – your brain can survive on both protein and carbohydrates. If you need to fast for some reason, it will take 4 days for your brain to switch from incoming fuel to using your own stored fat to function. You will be very stupid for 4-5 days, so do not do anything drastic or important!
    • Exercise. I am super impressed by the number of undergraduates I see regularly going to the gym. I totally didn’t do this when I was an undergraduate, so me telling you to do this is a bit hypocritical.  Anyway, it would have been good, if I had done this.
    • Bathe. OK, I know it sounds weird to have to tell adults to shower, but the number of scientists and engineers who are too stinky to stand next to is alarming. So, for the love of yourself and everyone else around you, please take showers (and wash your clothes) regularly.
  2. Explore, try, have fun.
    • Try new stuff. When you are an undergrad you should make time to try new things. This is one of the times in your life where people expect you to try new stuff. Do you like sushi? How do you know if you never tried? If you don’t give yourself the opportunities to try new stuff, you will never know what you like and do not like. How can you decide to go to grad school and devote yourself to a life of science if you haven’t ever done anything else? I used to DJ on the college radio station and go to see shows with my friends. I also programmed events for campus. It was fun, and I met a lot of people outside of science I never would have known who were super awesome. After trying those things, I decided I didn’t want a job in the music industry, and wanted to stick with science, but at least I knew there were other things out there. College is also where I tried Thai food for the first time (it wasn’t as common back then) and learned to dance like a mod.
    • Take a day off every week. In college, I tried (and mostly succeeded) to take one day off each week. It was usually a Saturday or Sunday. I wouldn’t work on problem sets or read for Japanese literature class. I would just hang out, go into town, catch a movie with friends. The other day of the weekend, I had my nose in a book working on problem sets for my science and math classes, so I would have them mostly done before our week-night study sessions. But I always took one day to relax and try new stuff. When classes and midterms got to be too much, I would work on that day of rest, and I would always turn into a raving bitch for the next week because I never relaxed and destressed. I actually still try to do this even now. It is very important for my psyche to have a day to lounge around and goof off with my family.  Starting these habits early help to cement them in later.
    • Who are you? Most importantly about all this is being open to exploring who you are and what you want. If you think you might be someone who wants a significant other in their life, the first step is knowing who you are and what you want in life. In order to know yourself, you have to try things and figure it out. Once you know yourself and what you want to do and what you want out of life, then you are ready to get to know someone else to share your life. Typically, the best relationships are between people with the same values and want the same things out of life. If you are the jealous type, you probably should: 1. know that about yourself, and 2. not date someone who is into open-relationships.  If you never want kids, you should probably: 1. know that about yourself, and 2. make sure your significant figure agrees with that.

I hope this was helpful. And to the young women out there: yes, there is way more to work-life balance than having kids. Half of work-life balance is having a life. So, go out, explore and determine who you are and what you want out of life.

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Sabbatical-1In the spirit of travel blogging, here is part two of my N-part series on planning and being on sabbatical. Sabbatical seems glamorous and exciting, but I just  spent 2 hours last night on paperwork. Ah, paperwork. Essential parts of bureaucracy and essential for you to go where you want. The paperwork I filled out last night included:

  1. Paperwork to have a complimentary appointment at the university I will be visiting. This wasn’t so bad, just a page or so.
  2. Paperwork to enroll my eldest in public school. This was a lot of paperwork. Plus, they wanted a birth certificate, immunization records, and three people to contact who were not me or my husband in case of emergency. These people must be local, and I am lucky that I know three people there already.
  3. Paperwork to enroll my youngest in pre-school. This wasn’t a big deal yet. It was just name and our names and what days of the week we want. I will have more paperwork to fill out later.

This paperwork is all important and needs to be filled out so I can work and my kids can go to school. It is about a month and a half before we arrive there, and the paperwork had to be done. But, I also had to get the paperwork. In order to get the paperwork, I called the schools about 2 weeks ago to inform them of our impending move. This timing seemed good, so I would say that you should call the public school about 8 weeks ahead of time to inform them about registering your kid for public school. You must have your rental set up before this. They won’t register your kid unless you have proof that you will actually be living within the district. In fact, we had to send a copy of the contract for our rental as proof of address. As for the private preschool, I called them 6 months before because I wasn’t sure about availability. Sometimes daycares – especially if you are trying to get into university schools, are difficult to get into. Infant care might be close to impossible because many places need to be on the waiting list several years in advance to get a spot – and by that time, you aren’t an infant anymore. Preschools often have more availability because the student to teacher ratio is larger.  Our new preschool costs significantly more than the one we are leaving – adding a big expense to our sabbatical costs (on top of double housing costs!).

Once we contacted the schools, they sent the paperwork either by email or in the mail. I got it all, and decided to spend a couple hours filling out the paperwork. After filling it out, I scanned each document in and saved it as a pdf. I scanned everything I filled out, so I could save it for my own records in case it got lost in the mail.

The next step is to actually go to visit and register my kids for their schools. I will do this in about a month. I could probably do this via email completely, but I am going to be somewhat close for a conference, so I am going to swing by and visit in person.

Another thing I am doing now is getting our tickets for our actual trip to our sabbatical location. It is far enough that we will need to fly, and we will not be taking our car. I am starting to figure out how we will get our stuff to the new place. Also, the new place’s climate is very unlike the climate we are leaving behind.  I think I am going to request to ship some of our stuff to our new place before we leave so we have the right kinds of clothes there.

What am I forgetting? I am sure there is something. I have a dinner planned with a family who went on sabbatical a few years ago, and I am planning to grill them to figure out how best to “close-up shop” in my house. I have never, nor has my family, ever owned a second house that needed to be opened and closed for specific seasons. I certainly haven’t gone away from my home for such a long time before. I am trying to figure out how to ensure my electrical doesn’t blow up my house and my plumbing doesn’t freeze and crack pipes while we are away. One thing that makes me feel a little better is that our house manager will continue to be around and manage. So, the house will (hopefully) not truly blow up, nor be abandoned.

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