Dual career partners in Student Affairs


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Presented with Dr. Julie Payne-Kirchmeier at the NASPA IV-E Women in Student Affairs (WISA) Conference in 2013.

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Dual career partners in Student Affairs

  1. 1. +Two-body problem: Dual careerpartners in student affairsCarolyn Golz, Lake Forest CollegeDr. Julie Payne-Kirchmeier, NorthwesternUniversity
  2. 2. +Why is it important to understandchallenges facing dual-career partners? Limited research on dual-career partners in student affairs. More research related to academic-career partners, butresearch still lacking 36% of professorate = dual-career academic partners(Schiebinger, Henderson, & Gilmartin, 2008) Dual-career hiring has major implications for job searchers Women are more likely than men to have an academic partner. Career options for partners is important for faculty Women actively refuse jobs if they do not see quality jobopportunities for their partners
  3. 3. +Challenges facing dual career partners Job searching Whose job search takes priority? Balancing a dual career job search Strain of long-distance Feelings of competition in the field Irregular or on-call hours Children(Greer & Poe, 2005)
  4. 4. +Challenges facing dual-career partners Gay/lesbian partners face additional challenges Workplace homophobia Whether (and how) to acknowledge the relationship How to characterize the relationship How introduce one’s partner How to deal with social events(O’Ryan & McFarland, 2010)
  5. 5. +Dual-Career Partners Torry Brouillard-Bruce and Melany Crews (Univ. of the Pacific,Univ. of California, Merced) Peter Pereira and Nina Pereira (Texas State) Tamara Yakabowski and Matt Birnbaum (Northern Colorado) Carolyn Golz and Cliff Golz (Lake Forest, Loyola) Julie Payne-Kirchmeier and Tony Kirchmeier (Northwestern) Patty Martinez and Dino Martinez (NIU) Brent Paterson and Janet Paterson (Illinois State)
  6. 6. +Advice from Colleagues Decide together to go into a job search – and ask the tough questions beforeyou start Identify geographical locations that afford opportunities for “lagging” or “trailing”partner Discuss distance as an option Be realistic about job opportunities in any area Be honest about your “must haves” and your “absolutely nots” There will be sacrificing - prepare yourself for impact on your relationship Know policies and benefits Open your mouth and ask – Negotiate!
  7. 7. +Implications for hiring managers Helping candidates network with area schools can beextremely helpful. Consider a policy that supports hiring of partners withininstitution. (check out Virginia Tech’s Dual Career Program ason example) Family friendly – what does that mean? What does it look likein practice?
  8. 8. +Implications for partnered professionalsconducting a search Flexibility is key Look for opportunities to expand your skills/ experience Ask the tough questions of each other, and of institutions Things to consider: commute, job opportunities in the area,long-distance options, …
  9. 9. +Discussion
  10. 10. +ReferencesGreer, R. M., & Poe, R. E. (2005). Developmental aspects of dual-career relationships: Reflections and issues. The College StudentAffairs Journal, 24(2), 162-168.Kelly, B. T., Eberly, J. E., & Chomanics, L. (2012). Job searching instudent affairs: Understanding the impact on dual career couples’relationships. Manuscript submitted for publication.O’Ryan, L. W., & McFarland, W. P. (2010). A Phenomenologicalexploration of the experiences of dual-career lesbian and gaycouples. Journal of Counseling & Development, 88, 71-79.Schiebinger, L., Henderson, A. D., & Gilmartin, S. K. (2008) Dualcareer academic couples: What universities need to know. MichelleR. Clayman Institute for Gender Research Report. StanfordUniversity: Stanford, CA.