All-female Philosophy of Mind Syllabus

Here, by Zoe Drayson:

I created this syllabus largely to show that it can be done, and to create a resource for other philosophers looking to add female authors to their syllabi. (I did not create this syllabus in an attempt to rid the philosophical world of men.)  I was also inspired by finding this personal ad on Google.

Why do undergraduate women stop studying philosophy?

UPDATE: We’ve decided (in consultation with Morgan) that it would be a good idea to open discussion here as well, so we’re doing so.  Please do feel free to comment!


An important blog post by Morgan Thompson, about an important paper.

In early 2012, Toni Adleberg, Sam Sims, Eddy Nahmias, and I began a project to gather empirical support for explanations of the gender gap in philosophy, focusing on potential causes of the early drop-off of women in philosophy between initial courses and choosing to major, since research shows that this is the most significant drop-off. If the proportion of women majors remains stuck under 1/3, as it has been for decades (National Center for Education Statistics 2013), then it will remain difficult to improve the proportion of women graduate students and faculty.

Our paper describing our surveys, results, and suggestions is now published in Philosophers’ Imprint here. We hope people will find it useful, especially for generating more hypotheses, research, and solutions. Below, we offer a few highlights and welcome discussion here at Daily Nous.


Diversifying a Discipline

I haven’t been able to read this yet because it’s behind a paywall, but I’m going to find a way around that because it’s important.

In 2015, Penn State produced an unprecedented number of black, female Ph.D.s in philosophy. Here’s how.


Women in various subdisciplines of philosophy

Important new research from Eric Schwitzgebel and Carolyn Dicey Jennings.


We leave speculation on causes and possible remedies to others. However we emphasize four features of our findings that might be especially relevant to policy:

A. Journal editors and conference organizers in ethics should not assume that a proportion of women consistent with the proportion in philosophy as a whole (say, in the low 20%’s) is representative of the proportion of available philosophers in ethics.

B. Although the gender disparity in philosophy is large, it is even larger outside of ethics than it is in ethics. Non-ethics fields might be in even more need of intervention than would appear to be the case looking at the numbers in philosophy as whole.

C. Although the younger generation appears to be closer to gender parity and ethics is somewhat closer to gender parity than other subfields, ethics remains far from gender parity in junior hiring; and it remains the case that the vast majority of authors of ethics articles in elite Anglophone journals are men.

D. If it is true that the 20th-century trend toward less gender disparity has slowed or stopped, then current practices to encourage gender parity might not be enough to ensure further progress toward that aim, and more assertive action might be required.

CFA: Reconsidering the Philosophical Canon (Duquesne)

April 23, 2016
Duquesne University

Keynote Speaker: Penelope Deutscher, Professor of Philosophy, Northwestern University

Duquesne Women in Philosophy (D-WiP) and the Duquesne chapter of Minorities and Philosophy (MAP) invite philosophical papers on the question of reconsidering the philosophical canon. Given the recent discussions on the limitations of the philosophical canon, we aim to facilitate a discussion on the future directions of philosophy, how we may reconsider our reading of the history of philosophy and the question of canonicity. Papers are welcome from historical perspectives as well as from within contemporary philosophical discourse. We invite abstract submissions of maximum 500 words to by March 7, 2016. Allotted presentation time will be 20 minutes.

Possible areas of exploration include:

  • women in the history of philosophy
  • philosophy done from minority perspective in the history of philosophy
  • intersection of race and gender in the history of philosophy
  • attempts in contemporary philosophy of reformulating the North American and European philosophical canon
  • historical or critical approaches to the modernity in terms of canonization of philosophical texts
  • feminist writings on the philosophical canon
  • problems of race and racism in Modern philosophy

This conference is generously sponsored by Minorities and Philosophy (MAP), Duquesne Programming Council (DPC), and the McAnulty College and Graduate School of Liberal Arts.

Thoughts from an assault survivor in philosophy

An anonymous guest post:


Over the last few years, the the philosophical community has begun to take public notice of sexual harassment and abuse in our profession. On the whole, this is A Good Thing: It’s hard to address as a profession a problem we pretend doesn’t exist.


But, as is so often the case when the topic of the abuse of women is raised, not all of these discussions have been constructive. There has been a lot of skeptical speculation: “The allegations can’t be true because Professor is clever, well-educated—he’s too smart to put himself at risk”, “they can’t be true because he’s too good-looking, too well-situated in life. Why would he harass someone, rape someone? He must meet loads of interested women”, “the alleged victim has a boyfriend, a husband—she’s lying to cover up a consensual relationship”, “she’s probably just mad he dumped her”, “the alleged victim didn’t complain to the university right away, didn’t call the police—a real victim would never do that”, “I know Professor; he’s a good guy. He would never do a thing like that; if he had, I would have known, there would have been some sign”, and on, and on.


Listening to these discussions, online, on the various blogs and on facebook, at conferences and other professional/social events, I often find myself wondering what impression such speculation makes on victims, who are there among us, whether we know it or not. My speculation, though, isn’t entirely idle. You see, I am a professional philosopher, a senior woman. And when I was in grad school, I was raped by another philosopher.


For the survivors:


The single, most important thing for you to know is it gets better. I remember quite well the aftermath; the feeling of unreality, as if you aren’t quite fully connected to your body. And the feeling of incredible fragility, as if brushing up against another object would cause you to shatter into small pieces. I remember the confusion, the unwillingness to accept that this is something that really happened to you because….well, how could that happen to you? How could another human being do this to you, torture you for his sexual pleasure? And the months of brain fog, the insomnia, the sudden bouts of paralyzing anxiety. The bizarre feeling of deep shame that makes no sense. I remember.


It seems like it will never end. But I promise you, I PROMISE you, it gets better. The fog will lift. You will think again. And, if you choose, you will be a philosopher again. I count myself as a moderately successful philosopher; I am in a research-oriented department; I love my colleagues; they are generous and kind. And I love what I do; I love my students and I love my work. And there are many others out there just like me. We’re aren’t particularly heroic, we don’t have special abilities, we don’t have super strength. But we made it through this. Victims can make it through this.

In saying this, that recovery is absolutely possible, I do not mean to suggest that it is easy. Getting better can be hard work, work that is made a lot easier with the help of supportive friends and professionals. If you continue to have trouble with anxiety, depression, or insomnia, please seek the help of a professional who is trained to help survivors. The Rape, Abuse, and Incest National Network (RAINN, ) is a good place to start. Please, please take care of yourself.


For the speculators:


Gossip can be fun. I get that. I imagine a few folks in our profession enjoy gossip regardless of its consequences. But I’m betting most folks aren’t like this. Most of us, I imagine, would most like to put an end to the victimization of women in our discipline. And I bet most of us recognize that part of what is required to make that happen is for victims to come forward.


So, let me tell you what a rehearsal of the near-platitudes of dismissal I mentioned above sound like to survivors who are standing right there, I promise you, when you utter them or stand there quietly when you hear someone else do so. The translation is: “I very much doubt these allegations, despite the fact that I am not acquainted with the parties at all, don’t know the particulars, and don’t even have any idea who the complainant is. Nonetheless, I do not believe her.” When you do this, you make it rational for victims to hide. You want to know why a victim didn’t complain to the university, didn’t go to the police, or didn’t go right away? Review these conversations in your head and you have your answer. You, when you casually dismiss serious allegations or when you stand there silently while others do, demonstrate the pointlessness of speaking out. You are the reason victims do not advocate for themselves.


It is within our power to fix this problem. But we need to stand up, speak up. I hope that now you know, you do.

So You Want To Be Inclusive

A reader is asking for guidance on creating inclusive events.  Their problem?  Not every attempt to be inclusive works.  So for those with experience, what strategies have proven reliable?  What can you do if your ideal conference line-up all decline the invitation?  What do you say if the colleague organizing this year’s colloquium series has pulled together a rather marginalizing list, despite your suggestions?  How do you translate the aspiration to be inclusive into actual inclusion?

A female colleague recently reached out to me about a lack of inclusivity in an academic setting. This got us talking about a variety of things. One thing was strategies for making conference/colloquium schedules more inclusive. I asked her for advice about this. She recommended that I reach out to you (all).

Context: We were talking about how there are a variety of ways in which even progressive departments and conferences (i.e., ones run by progressive people) fail to be inclusive. E.g., one otherwise inclusive department’s colloquium schedule does not feature any non-white non-male (etc.) speakers.

My own experience: Some of my attempts to be inclusive don’t pan out. And many of my second, third, etc. attempts don’t pan out either. In the moment, I felt like I am going out of my way to be inclusive and somehow not succeeding — I am sure there was more to it than this, as will become clear in a moment.

I am interested in brainstorming ways to be inclusive when putting together, say, conferences and colloquium schedules: anything that involves inviting scholars to participate in something, really. I have searched through this blog and gathered some ideas — I particularly enjoyed reading “I Dreamt Of An Inclusive Conference,” by the way. One idea is for conferences to be held online, eliminating some of the difficulties associated with attending a conference and thereby making it easier for people who might not otherwise be able to participate. Still, I imagine that there are all sorts of things that have not even occurred to me. (And in my more anxious moments, I worry about how I might be clueless to the fact that I am the (or part of the) problem).

Any guidance/correction/resources/etc. would be very much appreciated.

It seems to me that there are at least four separate stages worth considering:

  1. How are conference funds and organizing duties distributed within a department?  Who is making invitation decisions?  Are they responsive to criticism?
  2. If you have the opportunity to organize an event yourself, how should a desire to be inclusive affect the planning stages: the conception of the topic, the kind of event and how it will convene, the keynote selection, etc.?
  3. Once the event is in the works, how do you ensure representative participation?  Where and how do you advertise the CFA/CFP?  How are you evaluating the submissions you get?  Where and how do you announce the event to encourage outside attendance?  Should you engage in outreach?  Should some funds be reserved to facilitate attendance by those for whom attendance is difficult?
  4. As the event approaches, and as it’s underway, what should you do (and what resources should you set aside) to ensure that attendees are able to participate fully?  What instructions should chairs be given on managing the queue?  What can you do if the tenor of Q&A or discussion turns exclusive?

And a difficult question raised by the reader’s concern: what constitutes a good faith effort?  What should you do if attempts to be inclusive fail?  Can you reach a point where you’ve done all you can?

Thoughts?  Suggestions?

CHE: Why getting rid of predatory faculty can be so hard: addition

Tenure and the reactions of faculty peers can be a significant part of the problem, according to the CHE (in an artcle unfortunately behind a firewall):

Even a professor who is the subject of regular misconduct complaints often cannot be easily removed from a campus. Tenure protects many professors from quick dismissal. Their faculty peers, who are often charged with assessing whether an accused colleague bears responsibility, may view the cases as attacks on tenure. College leaders, who often don’t have the power to terminate a professor without consulting the faculty, may fear damage to their institution’s reputation. Students who experience harassment may not file complaints if they feel they have little chance of being taken seriously.


Nor, as the last sentence suggests, is the victim usually keen to file charges. As Mr Isicoff, the lawyer defending the University in the McGinn case, is quoted as saying, “you’re walking in with the odds largely stacked against you,” as a student.

Part of the solution may consist in steps taken before hiring, as the philosopher Heidi Lockwood said.

…Ms. Lockwood sees it. She said colleges can take clear steps to improve how they handle claims of misbehavior by professors. She recommended, among other changes, that colleges conduct harassment-specific background checks before hiring professors.

Added: I’ve just noticed that the article is utterly silent about the role – or lack of roles – for bystanders. I’m unhappy that I didn’t notice this right away and think we might put some effort into reminding ourselves we should be thinking of taking action. In the Macy case, for example, the situation was well known to a lot of people before formal complaints were made.

Getting our sh*t together

In light of today’s news of the lawsuit against Miami, and in light of Eric Schliesser’s post from a few days ago, I wanted to open a thread in the hopes of encouraging a conversation about what we can do better as a discipline in responding to problems of equity in our community. Conversations about sexual harassment, assault, and discrimination more broadly in philosophy are difficult. They are difficult because none of us are perfect. They are difficult because the subject matter is painful. They are difficult because social dynamics are such that some feel they cannot even public offer affirmation or support for victims without inviting retaliation or scrutiny upon themselves. They are difficult because some people who want to say something don’t know what to say. They are difficult because many still do not believe there is even much of a problem to discuss in the first place. They are difficult because some of us who want to be part of the solution have been problems ourselves. They are difficult because it feels like we have the same conversations over and over and don’t get very far. But I think it’s important to keep talking because, to be blunt, we need to get our sh*t together.

(I will moderate this thread — but I do invite conversation and reflection on the issues raised by Eric’s post mentioned above, affirmations of support for victims in philosophy, queries about how one can contribute to cultivating a healthier professional dynamic in the discipline, or suggestions.)

Reflections on running a women-only summer school in philosophy

Really interesting reflections from the organisers of the MCMP Summer School in Mathematical Philosophy.

Organizing such a summer school two years in a row does not yet allow us to draw conclusions about the impact this event has on the issue of female underrepresentation. However, we collected some data to address the more general question of how female students perceive philosophy as an academic discipline and themselves within that discipline. One striking result that seems to emerge from our data is that while female students do not necessarily see the immediate need and advantage of female-only events in advance, experiencing the event and being exposed to interaction and discussion with only female studies has a positive impact on them. While they initially consider the status quo as the ‘norm’ and acceptable, being exposed to a female-only event gives them a wholly new idea of how the experience of academia could be different. The experience allows them to compare such an environment to the status quo they encounter in their everyday university setting, which makes them see things differently. Female students who have experienced such a female-only environment can make their needs and worries explicit and voice concrete suggestions about how they think the academic environment should change to make it accommodating and comfortable for them.