Female scientists are likely to receive lower salary offers and smaller research start-up grants if hiring panels know that their partner has been offered a job at the same institution, research indicates.

With more than half of all US scientists believed to have a spouse or partner who is also a faculty member, many universities have begun to take into account the ¡°two-body problem¡± faced by academic couples who wish to work in the same institution or region.

However, a published in the journal Equality, Diversity and Inclusion suggests that women may be disadvantaged, rather than advantaged, if selectors are aware that their partner is taking a job at the same university.

In a test to determine whether such ¡°dual-career¡± candidates are treated differently, researchers asked 60 health science faculty members involved in recruitment to assess a range of applicants for an assistant professor position, explains the paper, written by Jill Allen, Jessi Smith and Lynda Ransdell.

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The only difference between the applicants, who had near identical education, experience and publication records, was the inclusion of a note from a different university department stating that the candidate was ¡°a?partner of our finalist, who informed the committee of the need for an academic partner accommodation¡± before they could take a role at the institution.

While the note did not influence the male or female selectors¡¯ willingness to make a job offer to the applicant, male selectors recommended lower salaries to them than they did to solo candidates, on average about $2,000 (?1,530), or 7?per cent, less.

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Male evaluators also offered less generous research start-up packages to candidates with academic partners, recommending 40?per cent more on average to equally qualified solo candidates.

These differences in pay or start-up packages could ¡°result in an accumulation of disadvantage¡± if the same bias is replicated over time, leading to a ¡°death by a?thousand cuts¡± in terms of career advancement, the authors argue.

Bias could be explained by the fact that some departments resented a faculty hire being ¡°forced?on¡± them as part of a ¡°two-body hire¡±, despite the candidate¡¯s suitability.

With some 84?per cent of female academic scientists and 54?per cent of male scientists having an academic partner, according to a 2008 study by Stanford University professor Londa Schiebinger, the paper suggests that bias training is needed to change ¡°implicit attitudes¡± towards two-body appointments, ¡°especially among men who are most often in positions of power to transform their institutions¡±.

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Dr Allen, assistant professor of psychology at Drake University in Iowa, told ³ÉÈËVRÊÓƵ that the findings were ¡°a?call to action for academic science, including universities that are interested in attracting (and retaining) a diverse STEM faculty through dual-career and affirmative action hires¡±.

¡°When you consider the issue of dual-career hires as a two-body ¡®opportunity¡¯ rather than a two-body ¡®problem¡¯, the entire narrative shifts,¡± Dr Allen said.

¡°Such systemic change to reduce bias begins with policies and procedures that are consistent with institutional diversity initiatives, directly influencing individuals involved in the hiring process.¡±

jack.grove@timeshighereducation.com