I believe everybody read the news about the professor at University of Chicago that resigned after sexual misconduct. His behavior is totally unacceptable, however, it was not something new in his life. Despite having received information stating that the professor had faced allegations of sexual harassment at previous jobs, the hiring committee voted unanimously to hire him.
An important point to add is that the professor has received millions of dollars in federal grants and currently holds three R01s! Really? Is it all about the money now? In these times of scarce funds for research, of course being funded makes a huge difference when a professor is being hired. But that’s not all that matters! (Or at least, it shouldn’t be, right?). Alright, on top of doing great research and being able to get his research funded, it seems that the professor was also an amazing teacher.
So now it seems obvious that hiring the professor despite the allegations against him was a terrible mistake, but how do we measure the success of aspiring professors? By numbers. The number of publications, the number of grants funded, the number of classes taught. Numbers, numbers, numbers – they are all in our CV’s. But what about the non-quantitative requirements. How to know that the person is a decent human being and not an assh**e? Being a professor and a PI means interacting in an influential way with students, postdocs, technicians and other professors. Being able to mentor properly is super important, and it’s also a big responsibility. How do we know that a person with such amazing credentials and incredible record of publications and grants is going to be a good professor and mentor?
We want to discuss those topics and hear what you have to say! Join us in our next #DiversityJC on February 19th 2pm EST.