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Question: Do you feel that the higher education climate is changing and it is becoming harder for women with children to work in student and academic affairs? I am seeing this at my institution and am wondering if this is an industry-wide trend or just the climate at my institution.
Answer from Sheila Murphy: There is no doubt that the higher ed climate is changing for many well-documented reasons. It is a more complex and demanding environment for anyone who works on a campus, particularly in a student-facing role in academic affairs and student affairs. And there is also no doubt that managing all the pieces of family members’ needs, demands, and schedules, no matter the age of the children, is not for the faint of heart. In combination, these create challenging conditions, as evidenced by the number of people who are leaving (in particular) mid-level jobs in higher ed in student affairs and academic affairs and seeking roles with more flexibility and less crisis response and emotional exhaustion.
Your question seems to be asking about intention. Are the policy and procedural issues that are particular to student affairs and academic affairs making those areas more complicated and perhaps less “friendly” to employees who are balancing the demands of their jobs and their family commitments? According to Christine Schneikart-Luebbe, formerly the vice president for enrollment management and student success at Newman University (Wichita, KS), the issue is real. “I discuss this issue all the time with my colleagues,” Schneikart-Luebbe said. “I can see this both ways, as, I suspect, can many higher education leaders. The pandemic illustrated the fact that some meaningful work is possible from remote locations. I think those of us who were fortunate enough to have supportive workplaces when we were juggling young children and big careers recognize that there are inconsistent standards, cultures, and expectations across higher education. I do admire the move toward self-care and family-centeredness, but at the same time, I recognize that team members who don’t have family commitments often absorb an unfair share of the workload — and that does not seem right or equitable either. On balance, I would not say that it is harder. I think that there may be higher expectations for employer flexibility, and it is not always possible to accommodate that.”
One of the complicating factors is the “dissonance” that can exist between perceptions of the need and value of in-person interactions with students. That need is often contrasted with interactions that are principally transactional and where efficiency and convenience should be paramount. Both academic affairs and student affairs operations have plenty of both kinds of roles. The development of highly effective online learning platforms and correspondingly robust student support services have broadened the definition of “student-facing” in academic and student affairs. At the same time, many institutions have a clearly defined and articulated brand (and often corresponding price tag) that emphasizes individualized attention, robust community engagement, and high levels of campus participation in athletics, arts, and leadership opportunities. These kinds of institutions make the idea of remote work, perhaps the most “family-friendly” arrangement currently available, increasingly difficult to arrange.
While there is no “one size fits all” answer to your question, it is important to be upfront and clear about needs and expectations when considering a change of employment.
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