An examination of gender difference in advancement and salary for Marriage and Family Therapy faculty members working in public universities

Evidence for inequitable advancement and salary disparity for women in academia is compelling, but only a marginal amount of research has explored this in the field of Marriage and Family Therapy (MFT) specifically. Current research provides preliminary evidence that women remain underrepresented at the Full Professor rank and are paid less than men MFT faculty. This study collected publicly available data for MFT faculty in public universities to explore gender differences in advancement between ranks, salary disparity, and the representation of women and men in the highest and lowest paying niches of MFT academia. Results showed that, despite being 60.15% of MFTs in public universities, women were paid an average of $5596.25 less than men. Men were 1.40 times more likely than women to be promoted to Full Professor on time—within 13 years of their terminal degree. Implications for addressing inequitable advancement and salary disparity for women MFT faculty are discussed.     

人工智能时代的新文科建设——基于新时代教育评价改革背景分析

破"五唯"是新时代高等教育发展过程中面临的新问题，也是新文科建设及评价必须面对的新课题。教育评价改革视域下新文科建设依赖于最前沿的人工智能技术，人工智能时代新文科建设的逻辑理路表征为：知识论逻辑——人工智能促进文科学科专业生成，新生成专业的发展评价要坚持"问题+需求"导向；教育观逻辑——人工智能将改变文科学生培养目标，人工智能时代新文科人才培养目标的评价应避免专业和培养范式的"碎片化"；教研方法论逻辑——人工智能将改变文科教学方式，新文科借助人工智能技术，能够打造更加科学与合理的"教"与"学"的评价体系。构建教育评价改革视域下人工智能时代的新文科评价的应然图景，需要坚持：评价目的彰显立德树人、评价主体交互多元、评价标准科学多样、评价方式多维联动、评价结果全息直观和评价支持系统的"智能介入"。人工智能时代新文科建设和创新发展的现实需求有四个方面：造就时代新人，落实立德树人根本任务；打破学科界限，推进学科专业融合发展；树立"全人"发展理念，培养学生大数据能力；培养复合型人才，增强学生可持续发展能力。要实现教育评价改革视域下人工智能时代新文科建设目标，需要构建四个实践路径：课程体系设置"文理融合"，打造立体的专业课程体系、优化通识教育课程模块、拓展专业课程设置内容；教学模式创建"理实并重"，创新理论教学和实践教学模式；教师队伍建设"校内外协同"，创建高水平的教学团队；文科评价要打破"五唯"取向，坚持"新理念"引领。