Different Destinations: Clarifying and Addressing Pipeline Problems for Women in Academic Archaeology

Abstract In STEM fields, women tend to leak out of the pipeline to the professoriate. In archaeology, however, robust databases and chronological control reveal that there is no leakage from earning a PhD to tenure-track positions. Nor is there a leak from assistant professor to associate professor. Nevertheless, men get hired as faculty in PhD programs more often than women. This is important because PhD programs are research-intensive and train future leaders. Furthermore, women PhD students have women as advisers more than often men and report advantages to this arrangement. Yet with fewer women faculty in PhD programs, women mentors are in short supply. Potential solutions to these problems target areas where bias can intervene. Specifically, job search committees should (1) wait until late in the process before consulting letters of recommendation, (2) standardize the valorization of coauthorship for both men and women, and (3) prioritize applicants who match the job description when creating long lists. Finally, implicit bias training is critically important, and mentoring should be continuous and enthusiastically positive.