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Annual International Higher Education Dual-Career Network Conference Beyond the Trailing Spouse: The Future of Dual-Career Support in the Academy College of the Holy Cross, Worcester, MA, June 3-5, 2012

Sunday, June 3 th 2:153:15 New member registration (Hogan Campus Center, 4 floor) 3:005:00 New member orientation (Hogan Campus Center, Room 401) th 5:308:00 Welcome reception and dinner (Hogan Campus Center, Suites B/C, 4 floor) Monday, June 4 th 8:009:00 Registration and breakfast (Hogan Campus Center, Suite A, 4 floor) th 9:009:05 Welcome and keynote introduction (Hogan Campus Center, Suites B/C, 4 floor) 9:0510:25 Keynote address: E.J. Graff, resident scholar at the Brandeis University Women's Studies Research Center. She is the author of What is Marriage For? The Strange Social History of Our Most Intimate Institution (Beacon Press, 1999, 2004) and primary contributor to Evelyn Murphys Getting Even: Why Women Still Dont Get Paid Like Men And What To Do About It (Simon and Schuster, 2005). Her talk will address the current state of dual career couples from a social, political, and economic perspective. She is a regular contributor to The American Prospect, where she writes on social-justice and human rights issues, particularly discrimination and violence against women and children; marriage and family policy; and lesbian, gay, bisexual, and transgender lives. 10:3012:00 Concurrent session 1 Session 1a. (Room 304) Academic Dual-Career Situations in the Sciences and Engineering: One Size Does Not Fit All, a Case Study Panel (Rachelle Heller, Professor of Computer Science and Associate Provost, George Washington University, Mount Vernon campus and 3 dual-career couples) 90 minutes There are no easy solutions to finding two science and engineering jobs of PHD caliber in the same geographical area. Our panel of couples will discuss the their successful approaches, particular issues, overall concerns and current challenges as they continue their journeys to satisfying work/life situations. The couples: Keri Kornelson and Noel Brady, Department of Mathematics, University of Oklahoma and NSF Anna Christina Samia and Clemens Burda, Department of Chemistry, Case Western Reserve University Via skype: Kirk and Noel Schulz, President, Kansas State University and President IEEE Session 1b. (Room 320) Optimizing Your Clients Odds at Job Search Success (Marlar Kin, Dual Career Service Coordinator, Goethe University, Frankfurt and Joan Murrin, Director of Dual Career Network, University of Iowa) 90 minutes This session will offer two interesting views on how to help dual career clients prepare their job search documents to be highly competitive in a global marketplace. The workshop format will allow participants to

assess and critique CVs and resumes and also to prepare them for use in applicant tracking systems by emphasizing key words. Session 1c. (Room 328) The Evolution of the Tech Valley Connect Model (Angela McNerney, President, Tech Valley Connect) 90 minutes Tech Valley Connect (TVC) is an innovative not-for-profit made up of a consortium of Capital Region employers focusing on recruitment and retention of professionals. TVC provides detailed services to newly relocated professionals and their families, helping them with spousal employment, family assimilation and cultural transitions, and has become a strong part of the regional infrastructure helping to bolster local economies while increasing retention rates for area employers. This session will provide an overview of TVCs comprehensive services and introduce a new program for foreign nationals. TVCs Cultural Transition Program is designed to help assimilate people to U.S. culture, customs, and traditions through a variety of workshops and other supports. th 12:051:55 Lunch and Regional affinity groups meetings (Hogan Campus Center, Suites B/C, 4 floor) 2:003:30 Concurrent session 2 Session 2a. (Room 320) Initializing Dual-Career Services: Adapting for Change (NSF ADVANCE grant team from Gannon University, represented by co-PI Elisa Konieczko, Professor of Biology) 45 minutes Seeking to enhance recruitment and retention efforts for female faculty, a core group of senior female faculty of Gannon University (Erie, PA) developed TRANSFORM: Teaching Research Advancement Network to Secure Female Faculty for Organizational Retention and Management. TRANSFORM is the over-arching term for the series of activities comprising the five-year grant awarded to Gannon University in 2011 by the National Science Foundation (NSF) through its ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID) program. The goal of TRANSFORM is to increase the recruitment, retention, advancement, and leadership development of female faculty at Gannon University. Our Dual Career Services strategy is modeled after successful dual career offices implemented through ADVANCE grants at the University of Rhode Island, Grinnell College, University of Washington, University of Michigan, and the University of Oregon. Like those initiatives, the strategy focuses on the recruitment and retention of STEM female faculty members by helping accompanying spouses and partners find regional employment. This strategy establishes cooperative agreements with regional universities and industries to create a regional professional employment database for skilled personnel. As a result, trailing partners will have greater opportunities to find suitable employment. This presentation shares the planned and on-going activities for our Dual Career Services strategy. Formative and summative assessment practices as well as operational management practices will be explained. The final challenge of the strategy of developing a funding channel for its sustainability is also addressed. AAUP Recommendations for Dual-Career Couples, an Overview (Ann Higginbotham, Chair, History Department, Eastern CT State University) 45 minutes In 2009, in response to inquiries from faculty and institutions about best practices in partner accommodation, the Committee on Women in the Academic Profession of the American Association of University Professors began working on a set of policy recommendations for campuses dealing with this issue. This presentation will discuss the recommendations that the committee has developed, suggest some of the issues and problems identified with dual-career accommodation, and seek participant responses on policies that have been implemented or are being considered at their institutions. Session 2b. Demonstration (Room 328): Resources for Professionals Making Global Career Transitions (Susan Musich, Executive Director and Founder, Passport Career) Description TBD

4:005:30 Concurrent session 3 Session 3a. (Room 304) The Latest in Jobseeker Resources from (Charles Purdy, Senior Editor) 60-90 minutes This presentation will cover job-search tactics and strategies that work todayand point out some methods that may actually prevent a job seeker from making getting an interview. senior editor Charles Purdy will host a brief discussion of three topics: building a professional network, establishing a digital profile, and crafting a better rsum (which is still the foundation of a modern job- search -- whether its on paper or online). Questions are welcome and there will be plenty of time for discussion. Session 3b. (Room 320) Handling Difficult Conversations (Melissa Dorfman, Director of Dual Career Services for the Medical School and College of Engineering at the University of Michigan-Ann Arbor) 90 minutes Effective handling of difficult conversations is critical to the success of the dual career function. By design, dual career offices work at the intersection of multiple constituencies, including deans, chairs, faculty search committee chairs, faculty members, faculty recruits, faculty partners, leaders of non-academic units, the Provost, the President, and leaders of local companies. To successfully work with the wide range of constituencies, dual career staff must frequently engage in challenging, high stakes conversations, which may benefit from tools/preparation to conduct effectively. First, we will examine what may make conversations feel difficult, including the particulars of working on administrative issues in an academic environment, the emotional component of dual career work and the roles of expectations, assumptions and confusing communications. Second, we will review lessons learned from the University of Michigan dual career program and ask for input from others about process and structural elements that can ease difficult conversations. Finally, we will introduce and practice some of the tools outlined in key literature on how to successfully prepare for and engage in challenging conversations that help us to accomplish our goals as dual career practitioners. Session 3c. (Room 328) Building Your Non-Higher Ed Network to Support Your Program (Jenny Robbins, Dual Career Coordinator, West Virginia University) 45 minutes One attribute of the strongest dual career programs is often the network of non-higher education companies/industries the program builds to better serve dual-career clients. This session will provide an overview of the best practices relate to developing rich networks beyond the higher education landscape. Addressing the Work/Life Needs of the Dual-Career Couple: How Harvard Enriches Recruitment and Retention Efforts (Elizabeth Ancarana and Sarah Bennett-Astesano, Harvard University) 45 minutes Its often difficult for dual-career couples with children to prepare simultaneously for new work arrangements and new childcare supports. In the Faculty of Arts and Sciences at Harvard University, the recruitment process includes proactive attention to both the partners career and the couples children, ensuring a much more seamless and deliberate transition for the family if the recruitment effort should prove successful. This session will provide an overview of how institutions can marry their work/life and recruitment resources to enable successful transition of newly recruited faculty and their families. 5:30 8:00 Clambake on the patio, a.k.a Hogan Oval! Alternative venue if weather is inclement: Crossroads Pizza and Grill, Hogan Campus Center. (Note: shellfish alternatives will be available)

Tuesday, June 5 8:15 9:30 Breakfast (Hogan Campus Center, Room 401) 8:30 9:00 Campus tour details TBD 9:05 9:45 Presentation (Room 401): How University Partner Accommodation Policies Affect Faculty Productivity, Salaries, Tenure, and Promotion (PhD candidate Jared Woolstenhulme, presenting work co-authored with Assistant Professor Ben Cowan, Professor Jill McCluskey, and Director, Graduate Planning and Assessment Tori Byington, all of Washington State University). This presentation will investigate how university hiring practices affect the relative quality of couples within an institution. Many colleges and universities have active spousal or partner accommodation hiring programs. Using a matching model approach from economic theory, we will examine the incentives of both the university and job candidates. We empirically evaluate the effectiveness of these policies with faculty salary, tenure and promotion, and productivity measures both from Washington State University (WSU), with a focus on science, technology, engineering, and math (STEM) faculty. One of the hypotheses that we evaluate is that universities that offer partner accommodation programs can attract and retain higher quality and more diverse faculty. This is in contrast to concerns that programs offering accommodations dilute faculty quality. This line of research is especially important for many land-grant institutions as they are located away from population centers and, subsequently, tend to have fewer employment opportunities for partners. Our model predicts that, on average, academic couples are more productive than their non-academic couple counterparts in lower- and mid-tier schools and the same in high-tier schools. This is a result of the presence of mixed quality couples and independent evaluation of each member of the couple. Using WSU data, we examine how couple hires compare to non-couple hires. We find that faculty who were hired via the accommodation policy are more likely to gain tenure and earn more than their colleagues, controlling for other factors. We also find that they are more productive in terms of publishing journal articles and books. 9:45 11:15 Presentation (Room 401): Understanding the Candidates Perspective: Dual-Career as a Dimension of Decision-Making (Gertrude Fraser, Vice Provost for Faculty Recruitment and Retention and Margaret Harden, Director of the Institute for Faculty Advancement, University of Virginia). Despite the increasing attention that academia has given to search and hire processes, we still know relatively little about what actually drives a candidates decision once an offer is made. In this presentation, researchers from the University of Virginia will share the results from a candidate declination and acceptance survey that sheds light on these processes, why faculty refuse or accept offers, and whether or not these factors vary by race and/or ethnicity. They will discuss important implications for search processes and the role of the administration in both hiring faculty and supporting the work of search committees. 11:20 12:25 Business/organization/membership meetings v HEDCN business meeting (Room 402) v Regional networking (Room 408) v HERC meeting (Room 406) 12:30 2:00 Lunch and closing activities (Room 401)