December 1996: Volume 9, Number 2

Gender Distribution and Hiring Goals for IUB Staff

How is our university community doing in meeting its declared goals of providing equal employment opportunity to women and minorities? The table at the right offers some answers to the first part of that question. This data, which IU's Office of Affirmative Action uses to establish hiring goals for women on campus, provides a gender breakdown for all staff employment categories at IUB.

Job titles in the column titled "Nonacademic Staff" identify full-time employees who have similar skills, duties, pay, and upward mobility. The second column of the table provides the total number of male and female staff members in each category. The third column, "% of Avail.," indicates what part of the available group of qualified, possible applicants are female. The Office of Affirmative Action uses a complex statistical analysis to compute availabilities.

The geographical area from which the availability pool is determined varies from position to position. Clerical and Service/Maintenance positions could be limited to local recruiting, whereas Professional positions are announced as statewide or possibly nationwide searches. For instance, IU typically hires science technicians from a local or sometimes a statewide pool. About 47.5% of this pool of applicants qualified to do that job are women. But herein lies the problem: only 24.4% of the science technicians employed at IU are women. Thus women are under represented in this job category. The Office of Affirmative Action compares availability and utilization numbers for each academic and nonacademic job at IU in order to establish hiring goals that will offer equal opportunity to all the qualified applicants. In the instance of science technicians, as of October 1, 1995, IUB would need to hire eighteen or nineteen female science technicians to meet its affirmative action goals.

Hiring Goals Aren't Quotas

If you decide you want to lose weight, you begin by setting what you consider a reachable goal--maybe you want to lose ten pounds. After you set your goal, you take various factors into account--such as how frequently and how strenuously you intend to exercise, how long a period of time you will work on losing the weight, and how much chocolate you will allow yourself while you are dieting. People worry that affirmative action hiring goals are actually quotas that disadvantage white males in favor of women and minorities. But affirmative action efforts are really a lot like the diet plan outlined above: they take a variety of important factors into account and involve realistic goals that are intended to be achieved over a specified period of time.

Where are the Problem Areas?

Comparison of the availability and utilization percentages in the chart at the end of this article indicates that some jobs at IUB (i.e., education administration, plant and facilities administration, engineering and electronics, drivers and deliverers, and grounds workers) utilize less than half of the available pool of qualified female applicants. By far the most consistently under represented category, however, is Skilled Crafts. For these jobs, many of which involve apprenticeship programs, it has proven consistently difficult to recruit and retain women and minorities. Associate Director of Affirmative Action Laura Galloway comments that a "cooperative effort among a variety of university administration and advocacy offices is necessary to effectively address this problem."

Are Things Getting Better?

From October 1994 to October 1995, the IUB campus had an overall decline of 64 staff positions. The number of women employed in non-academic staff positions on the IUB campus declined by 1.5% or 41 positions. Overall representation of minorities increased by 3% or six positions. African Americans and Hispanics experienced an increase in representation of 4.2% and 13.3% respectively. Asian Americans had a decrease of 3.1%; there was no change for Native Americans.

In the Executive/Managerial category, women's representation dropped by 1.6% (4 positions); men's decreased by 1.1% (2 positions). Minorities increased by 16.7% (1 position), while white representation decreased by 1.7% (4 positions). In the Professional category, women's representation increased by 0.6% (5 positions); men's decreased by .7% (5 positions). Minority representation fell by 3.5% (3 positions), while whites increased by .2% (3 positions).

In the Clerical ranks, women decreased by .1% (1 position), while men increased by 8.6% (9 positions). Minority representation increased by 18.8% (9 positions), while whites decreased by 1% (1 position). Women in the Technical category decreased by 7.7% (8 positions); men's representation decreased by 6.5% (11 positions). Minority representation decreased by 15.4% (2 positions). Whites decreased by 6.6% (17 positions).

In the Skilled Crafts, women's representation remained the same. Men's fell by 1.3% (6 positions); minorities fell by 16.7% (1 position); and whites decreased by 1.1% (5 positions). The number of women in Service/Maintenance positions decreased by 7.9% (36 positions), and men decreased by 1.2% (2 positions). Minority representation increased by 5% (2 positions). Minority representation increased by 5% (2 positions), while whites fell by 5.3% (43 positions).

Our legislators and courts have determined that the use of race or sex as one factor when choosing among qualified applicants is an acceptable part of a "good faith" effort to meet hiring goals when the job group is under represented. To protect white males from unreasonable hardship, affirmative action plans apply to hiring and promotion, but not to terminations or layoffs. In setting affirmative action hiring goals the university has made a commitment to establish a workforce whose gender and minority composition reflects that of the culture in which we live.

1995 Women Staff Utilization and Hiring Goals

Nonacademic Staff Total % Avail. % IU Util. Underutilized?
Executive 232
Executive 19 47.6 26.3 YES
Education Admin. 43 58.9 18.6 YES
Business and Financial Admin. 94 51.3 29.8 YES
Plant and Facilities Admin. 11 21.2 9.1 YES
Professional 1529
Math and Computer 315 47.3 31.1 YES
Engineers, Architects, etc. 83 14.8 10.8 YES
Life and Physical Scientists 63 25.3 20.6 YES
Clinicians and Medical Professionals 42 83.5 88.1 NO
Counselors/Student Affairs 186 67.7 69.9 NO
Education Related 166 54.4 62.7 NO
Arts/Communications/P.R. 162 55.6 56.2 NO
Business/Accounting/Admin. Sup. 246 54.4 56.9 NO
Admin. Assistant 143 83.9 85.3 YES
Coaches, Athletes, Recreation 76 27.0 25.0 YES
Librarians, Archivists, Curators 37 69.7 70.3 NO
Clerical 1332
Secretaries 639 80.0 97.0 NO
Typists/Data Entry Clerks 49 77.3 93.9 NO
Other Clerks 582 76.6 86.4 NO
Tellers, Cashiers, Sales Assts. 33 72.3 69.7 YES
Clerical Supervisors 34 77.3 88.2 NO
Technical 253
Math and Computer Techs. 50 37.0 54.0 NO
Engineering and Electronics Techs. 56 32.1 14.3 YES
Science Techs. 78 47.5 24.4 YES
Health Techs. 20 52.0 90.0 NO
Technical, n.e.c. 35 39.1 37.1 YES
Skilled Crafts 472
Construction/Crafts 143 10.7 0.7 YES
Mechanics and Repairers 136 10.5 1.5 YES
Printing Crafts 23 49.1 30.4 YES
Store Attendants 27 32.8 0.0 YES
Skilled Crafts, n.e.c. 32 25.7 18.8 YES
Police Detectives 26 21.6 15.4 YES
Supervisors, Constr./Skld Trds. 57 5.6 3.5 YES
Service Maintenance 817
Food Service Related 192 47.9 87.0 NO
Cleaning and Building Services 420 44.9 40.2 YES
Storage and Supply 59 44.7 35.6 YES
Drivers and Deliverers 46 42.4 6.3 YES
Grounds Workers 27 42.2 11.1 YES
Duplicating 18 50.4 61.1 NO
Supervisors, Food Services 29 70.6 51.7 YES
Service Maintenance n.e.c. 29 45.1 51.7 NO
Supervisors, Cleaning and Bldg. Serv. 72 37.1 25.0 YES

--Susan Moke

MAJORITY REPORT INDEX

  • Rank of animator on the list of Working Woman's twenty-five hottest, highest paid careers for women: 3
  • Chances that a cartoon in the New Yorker's Women's Issue was drawn by a man: 5 in 6
  • Percentage of American veterinarians who are women: 30
  • Percentage increase of female entrepreneurs in the building trades since 1991: 19
  • Number of schools in the Monroe County Community School Corporation that have women principals: 14 out of 18
  • Percentage of male teachers in MCCSC elementary schools: 8%
  • Percentage of male teachers in MCCSC high schools: 59%
  • Ratio of male to female math and science teachers in MCCSC high schools: 1:1
  • Ratio of female to male artists included in all editions of H. W. Janson's History of Art before 1986: 0:3000
  • Number of women artists included in the 1995 edition: 38
  • Percentage of American art museum acquisitions that are produced by women artists: 4
  • Percentage of all visual artists who are female: 50.7
  • Percentage of the available visual arts grants and fellowships that go to male artists: 73
  • Total amount of money spent in the 1996 presidential campaign: $800 million
  • Amount Americans spend on Halloween candy, costumes, and pumpkins in the weeks before the election: $2.5 billion
  • Percentage of women who voted for President Clinton in 1996: 54
  • Percentage of men who did: 44
  • Percentage of women who voted for Clinton in 1992: 45
  • Number of women in the House of Representatives of the 104th Congress: 47 out of 435
  • Number of women in the House of Representatives of the 105th Congress: 49 out of 435
  • Number of women senators in the 104th Congress: 9 out of 100
  • Number of women senators in the 105th Congress: 9 out of 100
  • Ratio of private women's to men's colleges in the U.S.: 28:1
  • Percentage of U.S. families with a husband who is the sole wage earner, a wife who is a full-time homemaker, and children: 10
  • Percentage of top U.S. executives who are male: 96
  • Ratio of women to men employed at the IU Press: 41:17
  • Total number of books produced by IU Press in 1996 that were written by women authors: 50 out of 119
  • Percentage of coaches of Division I women's basketball teams who are women: 75
  • Percentage of female coaches of Division I women's basketball teams who receive an annual salary of $60,000+: 32
  • Percentage of male coaches of Division I women's basketball teams who do: 88

    December M.R. Index Sources:

    1 Working Woman(jul./Aug. 1996); 2 Harper's (May 1996); 3, 4 Working Woman (Jul./Aug. 1996); 5, 6, 7, 8 MCCSC Central Office; 9, 10 Women Artists Archive web site (http://www.sonoma.edu/library/special/waa/); 11 Guerilla Girls web site (www.voyagerco.com/gg/gg.html); 12, 13 Gender Discrimination in the Art Field; 14, 15 The New Republic (11/18/96); 16, 17, 18, 19, 20, 21, 22 Lifetime Online and Women's Wire web site (http://more.women.com/news/govote/news.html); 23 New York Times (8/21/96); 24, 25 Guerrilla Girls web site; 26, 27, 28 IU Press; 30, 31 Gender Equity in Sports web site (http:/www.arcade.uiowa.edu/proj/ge/).

    In the last issue of the Majority Report, we sent up as a trial balloon a new feature, the MR Index, intended to shock, amuse, and educate. We succeeded, perhaps beyond our intentions. You were probably shocked to read in our September Index that the ratio of credit-hour enrollment to full-time faculty at IUB is 1:294, 1:445 at Ft. Wayne. This is, of course, an error; the correct ratios are 294:1 and 445:1. Similarly, you may have been amused by our claim that the number of women on the chemistry and computer science faculties increased by 100% when it went from 0 to 1. Of course, increases from 0 cannot be meaningfully expressed in percentages. Our apologies--we hope this issue's Index will entertain without errors.

    --Leora Baude, Research Assistant

    From the Dean

    Last month Sherry Stringfield, who plays Dr. Susan Lewis on NBC's ER, walked away from her starring role on the most popular show on television. According to the New York Times, she wanted to leave the grind of weekly television, and she preferred to spend more time with her significant other, a businessman in New York. One of her co-workers on the series was quoted as saying, "She's probably offending some people's conception of what constitutes the American work ethic but all this is about is wanting to enjoy her life more."

    Robert Reich, Secretary of Labor, explained in a recent oped piece in the New York Times that he was leaving President Clinton's cabinet to spend more time with his family. He discussed the issue of balancing family and work and suggested that posing the issue as one of balance presumed there was an appropriate equilibrium-more time at work and less with the family or less time at work and more with the family. "But what to do," he asks, "when you love your job and you love your family?"

    While these two people have unusual jobs, they express a commonplace concern. After years of worrying about time (having enough, wondering where it went, or always feeling behind), I find myself among a growing number of women who are desperate for time management information. Years of trying to do it all and wondering why we are so tired has not been the answer. Keeping our expectations low or trying to hide the fact we are women hasn't worked either.

    So we are looking for good advice, strategies from those who have made it. I check the new book displays, read reviews, and ask friends for book suggestions, hoping for the secret to a more manageable life. Suggestions from successful executives are probably familiar: delegate, handle a piece of paper only once, or focus on only a few important issues. My current favorite, heard at a recent CIC conference on academic leadership, is an adaption of former Republican Senator George Aiken's (Vermont) admonition about the United States' strategy in Vietnam-Declare victory and get out.

    Our reluctance to adopt any of these strategies no doubt stems from a variety of sources. Some of us have searched for more women-friendly management style. Others reject the more typical hierarchical styles suggested by most books on management. Still others of us doubt that we are in the management class, or we doubt that management problems and their solutions are the same as our problems. To whom does the graduate student delegate her work? How does the office secretary handle a piece of paper only once when she is retyping the letter for the fifth time? On which important issue does the working mother focus and which does she ignore?

    While we are concerned with having enough time to do everything, we are also concerned with "getting it right." But there is not just one solution; many ways can work. The challenge is to find one that fits.

    Nominations Sought for 1997 Awards

    The Office for Women's Affairs asks for your help in nominating noteworthy members of our campus community for out annual spring awards. The award ceremony is scheduled for Wednesday, March 26 at 4:00 p.m. in the University Club. Please note that the Athletic Awards will be presented on Wednesday, April 23 at the IU vs. Purdue softball game. More detailed information on these awards is available by contacting our office (855-3849) or e-mail (owa@indiana.edu).

    The OWA Distinguished Scholar Award recognizes a faculty member's outstanding scholarship or creative activity and contributions to women's lives in the university community. Any member of the university community may submit a nomination by letter. The candidate's current curriculum vitae and a statement of support from the nominee's department chair or dean are also required. Send information to OWA Distinguished Scholar Award Committee, Memorial Hall East 123 by Monday, January 20, 1997.

    The Eva Kagan-Kans Memorial Award acknowledges excellence in a graduate research paper in Women's Studies or in any area of Soviet, Russian, and/or East European Studies that reflects women's concerns. Please contact OWA for paper guidelines. Essays should be submitted to EKK Paper Award, Memorial Hall East 123 by Friday, January 31, 1997.

    The OWA Outstanding Staff Award recognizes the staff person on the Bloomington campus who has done the most to advance the status and concerns of women. All full-time IUB staff are eligible for the award. Nominations should include a brief description of how the individual's contributions have advanced the status and concerns of women. Nominators may include additional letters (not more than five) in support of a nomination. Send information to OWA Staff Award Committee, Memorial Hall East 123 by Friday, January 31, 1997.

    The Fifth Annual Award for Support to Women's Athletics honors IUB faculty and staff members who have worked to encourage women's athletic and academic excellence at IU. Major consideration is given to individuals who currently give generously of their time and energy to support greater athletic opportunities for women. Nominations should be submitted to Athletic Awards Committee, Memorial Hall East 123 by Monday, February 17, 1997.

    Extending the Boundaries of Scholarly Publishing

    Did you know that IU Press has one of the most internationally distinguished women studies publications lists among academic presses? Many of her colleagues credit Joan Catapano, the Press's Assistant Director and Senior Sponsoring Editor, with having single-handedly built the Press's list and its widely noted reputation in this area. Catapano, who recently received OWA's Outstanding Staff Award, comments that "no one does anything single handedly. These sorts of endeavors always rely on a group effort."

    In their letters nominating her for the OWA Award, Catapano's colleagues praised both her leadership and her consistent support of women scholars' work. One woman author who has worked with Catapano on numerous book projects notes that "Catapano championed books about women's issues before, during, and after it became politically correct to do so." Another nominator writes, "Today women's studies, and especially women's history, is a recognized and legitimate area of scholarly inquiry. This was not always the case. It took decades of judicious publishing, of leadership by visionary editors who sought and cultivated quality works. Joan Catapano exemplifies the best characteristics of great editors."

    Catapano started out at the Press twenty years ago as a graduate student. She worked her way up from being a "marketing gopher," through sales, textbook promotions, and advertising, then started working part-time in acquisitions while still doing part of her marketing job. When Catapano began working in acquisitions, she built on a small but existing list of Women's Studies publications. "In part as a result of pioneering feminist scholarship that was being done at Indiana," notes Catapano, "IU Press was among the first publishers in women's studies."

    At this point in her publishing career, Catapano's extensive list of acquisitions ranges from contemporary classics of feminist analysis such as Teresa de Lauretis's 1983 book Alice Doesn't: Feminism, Semiotics and Cinema to Linda Lopez McAlister's Hypatia's Daughters: Fifteen Hundred Years of Women Philosophers. In answer to questions about the current direction of publishing in women's studies, Catapano notes that many authors of feminist analyses are becoming part of the general academic publishing trend toward more traditional approaches and away from highly theoretical work. She comments that she would like to see the Press develop some more synthetic women's studies publications that would perhaps be used as texts in women's studies programs.

    In addition to her impressive list of individual acquisitions, Catapano has also developed an extensive collection of book series. These include Blacks in the Diaspora, and interdisciplinary black studies series co-edited by Darlene Clark Hine, John McCluskey, Jr., and David Barry Gaspar; Women of Letters, a feminist literary series edited by Sandra Gilbert and Susan Gubar; and Midwestern History and Culture, an interdisciplinary series dealing with Midwestern states, edited by James Madison and Thomas Schlereth.

    When she developed the Blacks and the Diaspora Series, Catapano established the Press's first African American Studies list, now more than a decade old. Because she is a "firm believer in multiculturalism," Catapano felt the Press should be publishing in that area. One of the contributors to the series comments that Catapano's "definition of women's studies is inclusive of minority women" and notes that the editor has been "a major player in formulating publication projects related to African-American women as well as involving African Americans in discussions about general women's issues in need of scholarly research." Catapano's vision, direction, and commitment to inclusiveness have brought notoriety to IU Press in ethnic as well as women's studies.

    In addition to championing the dissemination of women's scholarship, Catapano is known in the IUB community as a consistent advocate for the inclusion of women's voices in decision-making discussions. One of her colleagues at the Press comments on the senior editor's generous interest in mentoring younger women scholars and would-be editors. Acknowledging that the academic publishing industry rests largely on the staff work of women, Catapano is careful to advocate for, support, and include her female co-workers on committees and projects. Commenting on Catapano's consistent advocacy for women on a local level, another of her nominators notes that Catapano was "unique among staff in her early and constant engagement with women's issues, from supporting proposals on child care and partner employment in Bloomington, to encouraging the development of a strong women's presence on departmental committees, in curriculum, and in our texts."

    Catapano is the first recipient of OWA's Outstanding Staff Award, which was established this year to recognize the staff person on the Bloomington campus who has done the most to advance the status and concerns of women. Catapano enthusiastically endorses OWA's initiation of the award: "I think the establishment of the award is long overdue. I think that staff women on this campus and on campuses across the world often don't get the recognition that often is given to faculty women. I think the award is terrific and I'm honored and thrilled to have received it."

    OWA Celebrates Women's Humor

    There's a widely held view that women in general and feminists in particular don't have a sense of humor. As part of IUB's programming for Arts Week, the Office for Women's Affairs sponsored two events intended to demonstrate that women's humor is alive and well and bears its own distinctive qualities.

    Getting in the Frame

    Our cartoon contest, Getting in the Frame, received a wide variety of submissions from both male and female artists. The contest judges included nationally syndicated cartoonist Dave Coverly (creator of Speed Bump), Assistant Professor of Fine Arts Christa Erickson, and Majority Report Editor Susan Moke. All entries were exhibited during Arts Week in the IMU Gallery.

    First prize for the competition went to Irene Joslin. A Nashville resident, Joslin is a self-taught, freelance artist. She does sign painting, business logos, illustrations, cartoons, and portraits. Our second-place winner, Erica DeSantis, is a recent Law School graduate who is active in a number of gay, lesbian, bi-sexual, and transgender advocacy groups. Emily Crandall, a freshman English major who lives at Collins, and Karen Kovich, a single mother and part-time student, received honorable mention. Cash prizes presented to the first and second-place winners were provided by a grant from the Bloomington Area Arts Council and the Indiana Arts Commission.

    Women Artists'Use of Humor

    In addition to the cartoon contest, OWA sponsored a panel discussion of the uses of humor in women's visual, written, and performance art. Panelists included animator Bonnie Willette, actress and playwright Marcia Berry, and visual artist and Assistant Professor of Philosophy Peg Brand.

    Opening Doors/Settling Scores--

    Animator Bonnie Willette, who was a visiting artist in residence at Collins Living Learning Center during Arts Week, discussed stereotypes of women historically presented in animated films and explored the ways women's humor differs from she calls the "smash and bash" humor in many mainstream cartoons. Willette demonstrated the ways women animators use humor vehicles such as allegory, satire, and spoof and capitalize on the characteristics of animation to pursue their visions of the human condition, women's roles, and relationships. She showed clips of such films as Nicole Von Goethem's A Greek Tragedy, Joanna Priestly's All My Relations, and Emily Hubley's Enough.

    What's So Funny--

    Actress and playwright Marcia Berry provided an historical tour of our century's dramatic depictions of African-American women. She noted that by and large dramatists' humorous treatment of black women characters has promoted and refinforced comic stereotypes. Berry discussed how African-American women are typically depicted as either simple, comic, bovine mammies or as dark temptresses who represent unbridled, animalistic sexuality.

    In the second part of her presentation, Berry discussed playwrights such as S. K. Booker and Cheryl West, whose characterizations of African-American women as agents rather than objects of humor present a striking contrast to the typical comic stereotypes.

    Feminist Visual Parodies: Are They Funny or What?--

    "A feminist satire," noted Peg Brand, "is a work of art that expresses and values a woman's point of view as it makes fun of prevailing artistic conventions and societal norms established by men." According to this definition, satire can be used to "turn the tables," but does not necessarily have to be funny. As she examined why and how some visual parodies are funny. As she examined why and how some visual parodies are funny, Brand showed several examples of successful feminist satire. These included amusing parodies such as Mary Beth Edelson's Some Living American Artists that portrays women artists seated at a table resembling the dining arrangement of Leonardo da Vinci's Last Supper; Sylvia Sleigh's The Turkish Bath that portrays men rather than women luxuriating on oriental rugs and pillows after the style of Eugene Delaroix's, Women of Algiers; and Sally Swain's parody Mrs. Turner Turns on the Vacuum Cleaner that spoofs Joseph Turner's Burning of the Houses of Parliament. Brand is teaching a women's studies course on feminist visual parodies this spring.

    --Susan Moke

    Campus Staff Recognized

    Vice President Kenneth R. R. Gros Louis recognized the 1996 Staff Merit Award winners for IUB at a recent reception. Approximately 85 nominations were received for staff members in the categories of SM/FS, CL/TE and PA/PB/PC job classifications below level 16. Judging was based on exemplary job performance and special efforts to improve Indiana University. Among the winners were Barbara Hawkins (Mail Clerk, School of Business); Eve Russell (Administrative Secretary, Center for Excellence in Education); and Edda Callahan (Assistant to the Dean, Office of International Programs).

    Wilson Joins OWA Staff

    Lynn Wilson joins the Office for Women's Affairs as the new Coordinator of the Women in Science Project. The project's long-term goal is to create a positive learning and working environment in which women in science and mathematics can thrive and succeed.

    Wilson, who received a B.S. in Home Economics and an M.A. in Communication Studies from Texas Tech University, is a Ph.D. student in Speech Communication. She uses both quantitative and qualitative analysis to study representations of American women and their identity construction through communication. Her research emphasizes women's leadership roles and power relations in the public sphere. Wilson has published and presented conference papers on discourse analysis, gender differences in communication, and women's rhetorical construction of their work. She previously served on the Board of Directors for the Don Harrington Discovery Center, a hands-on science museum and planetarium.

    News of Note:

    This spring OWA continues its workshop series In the Company of Women. All session meet from 6:30-8:30 p.m. in Memorial Hall E127. Topics include the You Can Have It! (January 30); Facing the Monster: Natural and Learned Fears that Limit US (February 13); From External Control to Inner Guidance: Listening to Your Best Advice (February 27). For more information, call (855-3849) or e-mail: OWA (owa@indiana.edu).

    The Campus Child Care Support Office for IUB opened its doors on October 1. The newly created office has a three-part mission: to coordinate and oversee all IUB child care services, to serve as a single point of entry into the IUB child care system, and to advocate for more accessible child care at IUB. For more information, contact Tim Dunnuck (dunnuckt@indiana.edu), Coordinator of Child Care Services at 855-5053, Poplars 231.

    Last year the Women's Faculty and Staff Club expanded its membership to include all appointed women faculty and staff members. Contact Marsha Scully (mscully@indiana.edu) for membership information or for an application.

    New Women Faculty Round II

    Wendy Hesford (Ph.D. from New York University) joins the English Department as an assistant professor. Her forthcoming book Reframing Autobiography: Critical Pedagogy and the Politics of Identity focuses on the role of autobiography in the formation and enactment of institutional policy on sexual assault speech codes, student activism, and writing and literacy pedagogy. Current projects include a second book tentatively titled Writing Through Loss: A Cultural Analysis of Trauma Narratives.

    Anne Massey (Ph.D. from Rensselaer Polytechnic Institute), assistant professor of Accounting and Information Systems, teaches telecommunications and decision-support development and applications. She previously taught at North Carolina State and Clarkson Universities. Professor Massey's research addresses individual and group communication, computer-mediated communication, decision-support applications, and intra-organizational coordination and communication systems.

    Assistant Professor of Criminal Justice Katherine Beckett (Ph.D. from the University of California at Los Angeles) teaches courses on criminological theory, drugs and society, and social control in theory and practice. Her forthcoming book, Make Crime Pay: Law and Order in Contemporary American Politics discusses the impact state officials have on media depictions of societal drug problems and the changing nature of media discussions of child sexual abuse. Professor Beckett is currently researching the resurgence of biological theories of crime and the political/economic conditions that underlie expansion of the social control apparatus.

    Assistant Professor of Chemistry Martha Oakley (Ph.D. from the California Institute of Technology) comes to IUB from the Whitehead Institute for Biomedical Research where she served as a postdoctoral fellow. Her teaching and research involve studying the basic mechanisms for specific interactions between biomolecules which include protein-protein, protein-RNA, and protein-lipid interactions.

    Assistant Professor of Comparative Literature Angela Pao (Ph.D. from the University of California at Berkeley) was assistant professor of English and Theater at George Washington University before coming to IU. Her work addresses theater and performance theory, cross-cultural relations and representations in performance, racial and ethnic identities, and Asian-American cultural studies.

    Yanghong Annie Liu (Ph.D. from Cornell University), who joins the Department of Computer Science as an assistant professor, does research in the areas of programming languages, compilers, and software systems. She is also interested in database and information management, document processing, and distributed computing.

    Assistant Professor of Psychology Kelly Mix (Ph.D. from the University of Chicago) does research on the development of number concepts. She examines the extent to which children achieve numerical competence prior to mastery of conventional symbol systems such as count words or base-ten notation. Professor Mix also investigates the ways prior concepts interact with learners' acquisition of conventional symbol systems.

    • Last Updated: June 4, 1997
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