Some people in Academia have a partner who needs to be employed as well. The links on this webpage cover placing a second person, resources for two career families, research on supporting dual career couples.
Cornell University offers a variety of work/life support programs, services, and resources for Cornell faculty members. Please refer to the PDF "Family Care Support Services at Cornell University" for a brief summary of the assistance available.
The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate. It is therefore the policy of the University of Rhode...
This document is a list of frequently asked questions. Examples include: Can the dual career status of a candidate be discussed by the search committee? and When is the best time to encourage a candidate to raise a dual career concern?
This webpage is a list of initiatives on faculty recruitment and searches. Examples include work being conducted by the New England HERC.
The University of Montana-Missoula has work-life policies that promote the diversity, productivity, and success of the faculty. Exercising these options will not negatively affect a faculty member’s ability to obtain tenure.
This work aims to represent diverse opinions and needs; and rather than reflecting current culture, it can challenge unjust social norms and cultural expectations. The goal is to make URI a workplace that is more fair and equitable, and more welcoming/productive for everyone. Following are some guiding principles that reflect this vision
This webpage is a list of resources for people who are considering applying for a job at Virginia Tech University. Example resources are "Finding Employment at Virginia Tech" and "Dual Career Assistance Resources".
The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate.
Dual Career Interview Protocol For Department Chairs
The UW-Madison has several policies designed to accommodate women in the academic system. These include: extensions on tenure clock for parental or other familial responsibilities; a program for hiring dual career couples; and support, expansion, and subsidies for campus childcare.
The policy statement above, approved by the Administration, is the beginning of a URI Dual Career Hiring Program, which was identified in the University's 2006-2009 Strategic Plan as a goal under Initiative III, Create a More Inclusive Environment. In collaboration with the President's Commission on...
Dual Career Interview Protocol For Faculty
This presentations on dual career issues covers concerns from chairs, and advice.
Webpage for Rice University Dual Career support.
Sample titles of slides in this presentation are history of URI's dual-career policy, policy statement, guidelines, overview of challenges, and where do we go from here.
Nationally, approximately 80% of women in STEM fields have an academic partner. One of our key strategies for ADVANCE-NE is to foster a family friendly university that is responsive to the needs of dual career couples. The ADVANCE-NE office, which operates independently of each department's search process, is eager to work with women in STEM fields who have an academic partner and with applicants for positions in other disciplines whose partner is a woman in a STEM field. When the ADVANCE office is notified
Recruiting first-rate faculty and staff is a top priority for Cornell and in support of that goal the Cornell Dual Career Program offers job search information and assistance to dual career spouses or partners.
Sample titles of slides in this presentation are Dual Career Research, Quantitative Preliminary Results, President’s Commission on the Status of Women
This webpage is a wiki collection on the topics of family friend policies, local employment, area colleges and universities, national job search websites, resources for academic leadership and policy makers.
MU-ADVANCE Partnership with MU Career Services provides personalized employment assistance to spouses and partners of new Marshall University faculty.
The LEADER Consortium provides dual career support to spouses or partners of new STEM faculty hired by the consortium institutions through two programs: Resume-Sharing and Neighboring Institutions.
This webpage is a list of resources with descriptions to help couples find two careers in one location. The links are organized by University of Rhode Island, Rhode Island, other colleges in the area, etc.
Presentation on Dual Career Research
Meeting the needs and expectations of dual-career academic couples—while still ensuring the high quality of university faculty—is the next great challenge facing universities. Academic couples comprise 36 percent of the American professoriate—representing a deep pool of talent (Figure 1). The proportion of academic couples (i.e., couples in which both partners are academics) at four-year institutions nationally has not changed since 1989...
The contact person in the Provost's office for this hiring category is Vice Provost Steve Stern (2-5246). Department chairs should contact Steve if you have questions or wish to initiate a dual career/spousal hire. Department chairs should contact your dean or designated associate dean to obtain approval to make a request for Strategic Hiring funds. (See Faculty Strategic Hiring Initiative memo, for details.)
The primary goal of the Career Partners Program is to recruit excellent new faculty to join the regular professorial ranks. In exceptional cases, this program may be used for the retention of current faculty. The Career Partners Program using shared FTE is not the only avenue through which a unit might pursue a partner hire. Deans may choose to set aside portions of their resource allocations to be used exclusively for partner hires.
A presentation on how the National Director of the Higher Education Recruitment Consortium helps dual career academic couples. This document is from Panel #1 on the New Norm of Faculty Flexibility: Transforming the Culture in Science and Engineering.
“The Career Partners Program was formally initiated at UCI in 1997-98 in response to the employment needs of dual-career academic partners. UCI recognizes the importance of an environment in which frequently more than just a single faculty appointment must be considered. The primary goal of the Career Partners Program is to recruit excellent new faculty to join the regular professorial ranks. In exceptional cases, this program may be used for the retention of current faculty. The Career Partners Program usi
This document answers questions like, "Can the dual career status of a candidate be discussed by the search committee?" and "When is the best time to encourage a candidate to raise a dual career concern?
This booklet on Dual Career Assistance covers policies, accommodation strategies, and guidelines.
A survey was conducted during the second semester of the 2003-2004 academic year to assess the status of the dual career partners at UPRH and the results were analyzed and presented during the summer of 2004. The questions in the survey were adapted from the American Physical Society study. The questionnaire was administered by interviewing faculty ...
AAFACWE's Library includes articles, reports, and books relevant to the advancement and promotion of women in science and engineering.
Dual-Career Academic Couples - What Universities Need to Know
The University of Cincinnati is committed to providing an environment that promotes the advancement and well-being of faculty across all departments. The mission of LEAF is to ensure that these opportunities extend to women faculty in the STEM disciplines (Science, Technology, Engineering and Math) by transforming the culture of the University into one that embraces and champions equity for women STEM scientists.
This website is one product from a PAID research study focused on examining the organizational change strategies and processes used at the universities in the first two rounds of ADVANCE Institutional Transformation grants. The Toolkit highlights 13 of the most frequently used change interventions, offering a Brief on each one that highlights the rationale and purpose of the intervention, various models and examples of how the intervention might be used, and a discussion of the associated affordances and li
The goal of TRANSFORM, Teaching-Research-Advancement Network to Secure Female Faculty for Organizational Retention and Management, is to increase the recruitment, retention, advancement, and leadership development for the Science, Technology, Engineering, and Mathematics (STEM) female faculty at Gannon.
Washington State University study of the impact of partner accommodation policies.
The Dual-Career Services Strategy at Gannon addresses the recruitment and retention objective through the formation of the Dual Career Consortium of Northwest PA (DCCNP). The DCCNP identifies regional employment opportunities for trailing partners of prospective and employed faculty; provides a cohesive process for sharing information from major, regional employers in business and higher education; and establishes cooperative agreements with regional universities and industries to create a regional job data
Integral to the coordination among the member institution is the development of a consortium website. The website includes links to Gannon University job openings as well as links to other, regional universities’ and companies’ job postings. The site collects data, such as the number of consortium applicants, the number of jobs posted and filled, and the length of time the consortium applicants used the site.
ADVANCE generates new programs, such as a family "care.com" network and dual career assistance program, and builds on existing programs, such as providing more flexible solutions for work-life integration in general and during major life transitions. This site contains information on the initiatives MSU is taking to achieve this goal.
This site contains articles and resources intended to provide information on work-life policies. Particular emphasis is places on Dual-Career Issues, Family Caregiving and Family Friendly Policies, and Men on the Tenure Track.
Information on MSU's "mini-conference" on Dual Career opportunities.
The objective of the Policy and Climate Change Initiative component is to enhance policies for faculty support and improve departmental climates at UTPA. The two main foci are on family matters policies and fostering positive and supportive climates
The University of Texas- Pan American was pleased to host a 1-day symposium on Friday February 28th (following an evening reception the night before) on dual-career policies, practices, and outcomes in academia, particularly as they relate to the recruitment, retention, and advancement of women faculty, including Hispanic women, in STEM academic fields. The program featured dual-career hiring experts and scholars from institutions across the country. The session topics included “Successes and Challenges in
Contains an archive of presentations made at the 2014 Dual Career Symposium
We plan a regional exchange for dual career couples in the Greater Cincinnati area. UC does not currently have a campus-wide, let alone a region-wide, exchange system to meet this perceived need. Similar systems have proven to be an important tool for increasing the number of women STEM scientists hired at other institutions.
A list of resources provided by UC LEAF intended to advance women in STEM fields. Links are provided to in depth resources on dual career hire, work/life integration, hiring and recruitment, retention and advancement, and department head training.