Navigating the academic job market is complicated. Unfortunately, the ability to acquire and adequately negotiate a well-resourced academic position may be more difficult for women and those who belong to marginalized groups such as racial/ethnic minorities, immigrants, and sexual and gender minorities. Recent data collected by the Chronicle of Higher Education (Chronicle Data, 2015-2016) highlight a persistent pay gap across all faculty ranks. In California, for example, male assistant professors make, on average, $12,000 more than females at the same rank. This initial gap also leads to a lifetime of depressed earning potential for women relative to men, evidenced by the fact that female scholars at the full professor level in California earn $20,000 less than their male counterparts. This pay gap is replicated for other marginalized groups on the basis of race/ethnicity and immigrant status, and compounded for women with these identities. This panel, comprised of chairs from top Human Development and Family Science departments from across the country (Kamp-Dush, 2017), offer expert insight and recommendations for a successful job negotiation, with explicit focus on the experiences of applicants who are from historically underrepresented and marginalized populations. Moderated by the chair of the Feminism and Family Studies section, Abbie Goldberg, the panel consists of department chairs Anisa Zvonkovic, Stephen Russell, Elise Radina, and Ethel Jones. The panel will begin with a preplanned Q&A led by our discussant (40 min) to introduce key considerations for negotiating academic positions at teaching and research institutions, followed by an audience Q&A (35min).

Objectives

Attendees will gain knowledge in: (1) The job offer and negotiation process; (2) How to negotiation an academic job offer that maximizes pay and resources; (3) How to mentor students from marginalized backgrounds in job negotiations