Writing retreats: Academic indulgence or scholarly necessity?

Yolande StrengersYolande Strengers is a social scientist, Senior Research Fellow and ARC DECRA-holder in the Centre for Urban Research, School of Global Urban and Social Studies, RMIT University. 

Together with Cecily Maller, she co-leads the Beyond Behaviour Change research program. Among other things, she’s interested in smart energy technologies and how they’re changing how we live.

She tweets at @YolandeStreng.

Cecily MallerCecily Maller is a Vice-Chancellor’s Senior Research Fellow at RMIT University’s Centre for Urban Research. 

She studies human-environment interactions and how to make urban settings more biodiverse, equitable and sustainable and is co-leader of the Beyond Behaviour Change Research Program with Yolande Strengers.

She tweets at @DrCecilyMaller.


Sign on a small gate says "Beach", with an arrow. Beyond the gate is a wooden walkway into the distance.

To the Beach, by Jonathan O’Donnell on Flickr.

It’s not uncommon for academics to attend conferences that cost thousands of dollars and require time away from our usual place of work.

Many internal and external travel grant schemes support our engagement in these events, where we disseminate research, network, collaborate, and acquaint ourselves with the latest and greatest knowledge.

Strangely though, taking time out for writing retreats is less accepted, supported or practiced in academia.

We noticed this discrepancy last year when we organised a week-long writing retreat. It was fabulous, but some of the reactions we received indicated that it certainly wasn’t normal.

This got us thinking about the perceived legitimacy of the activity. Some obvious questions came to mind.

Do academics really need a ‘retreat’ to write? Isn’t that meant to be part of our ‘day’ jobs? Why should we spend precious funds on accommodation and cheese to deliver academic goods we are already paid to deliver? Read more of this post

Predatory publishers and events

Excerpt from academic spam I received on 2 Feb 2017.

Excerpt from academic spam I received on 2 Feb 2017.

It seemed like such a good idea at the time.

‘Let’s write something on predatory publishing!’ I said.

‘Let’s talk about all that academic spam we get!’ I said.

I even roped in my fab colleague from La Trobe’s Borchardt Library, Steven Chang (@stevenpchang), to write something, too. He was keen. We swapped links on email and Twitter.

Then the groundbreaking resource, Beall’s List, officially went dark. It can still be salvaged in Wayback form (that is, a cached version) but it won’t feature updated information anymore.

For me, not having Beall’s List active is a big blow against the tracking of, and education about, predatory processes in contemporary scholarship. I used it all the time and, though Beall is not without his critics, I found it to be of strong value and an excellent way to build awareness around what constitutes the slimy underbelly of academic endeavour. Read more of this post

It’s time to change the face of psychology

Worm emerging from an apple - hungrymindlab.comVanessa Günther, Hannah Rachel Scott and Sophie von Stumm are a psychological research group at Goldsmiths University of London.

Our lab is called Hungry Mind Lab (@HungryMindLab) and we investigate the complex interplay of various dimensions of individual differences.

We focus on cognitive ability and personality traits and explore how and why these dimensions are interrelated, their causes and consequences for lifespan cognitive development, and their behavioral manifestations. 


Although females outnumber male psychology students at undergraduate levels, senior positions in psychological science are mostly held by men. This disparity has been previously attributed to two principal reasons:

  1. Women’s tendency to prioritise raising a family over pursuing a scientific career, and
  2. Systematic faculty gender biases against hiring and promoting women in academia.

We want to raise awareness of a third crucial issue that hinders women’s progression into the most respected posts in psychological research:

  1. The typical image of the psychological scientist.
Nine smiling female psychologists

Faces of psychology

As (female) Individual Differences researchers, we are particularly concerned about the glaring gender inequality in our specific field of psychological study. Individual Differences is at the core of modern psychology. It includes the study of personality, motivation, intelligence, interests, values, self-concept, and self-esteem. As such, its inherent focus is on the diversity of human individuality. Many famous female scientists, such as Nancy Bayley, Mary Ainsworth and Magda Arnold, have shaped Individual Differences research during the past century. It strikes us that Individual Differences should be the exemplar model of gender equality for psychological science.

However, we found evidence that, although many women work in Individual Differences research, they are mostly invisible.
Read more of this post

Coming back from maternity leave

claudia-szabo-profile-pic-200px-tallClaudia Szabo is a Senior Lecturer in the School of Computer Science and an Associate Dean for Diversity and Inclusion at the Faculty of Engineering, Computer and Mathematical Sciences at The University of Adelaide.

She is passionate about her teaching, research, and Associate Dean role, loves reading and recently loves spending time with her son.

She used to be a long distance runner and a mountaineer, and she’s slowly getting back into these as well.

Very slooowly.

Claudia tweets from @ClaudSzabo.


Photo by Artem Sapegin | unsplash.com

Photo by Artem Sapegin | unsplash.com

It’s been a year since my absolutely wonderful and jaw-droppingly cute baby boy was born, so I thought I’d try to put down in an almost coherent manner some thoughts about what the past year has meant to me in terms of coming back to work and sorting things out!

First, a bit of background about my institutional role and personal context:

At my university, paid maternity leave is 6 months and, if your partner works at the university as well, you can share the maternity leave, provided that the first 14 weeks are taken by the mother.

We shared the leave because it was important for us that my husband bond with Guac (short for Guacamole – not his real name…), so I went back to work when he was three months old. We had an assortment of grandmothers come and stay and take care of Guac once my husband came back to work as well, and Guac will be going into childcare soon.

I realise how incredibly fortunate and blessed I am: I have a continuing position and a job that I’m passionate about. This includes all of its aspects, even the administration (I’m an associate dean for diversity and inclusion for the faculty, so working in a field that I care deeply about – this will be important). My main problems when coming back, then, were in adjusting to academic life while being the parent of a very young child who doesn’t sleep (in the year I have known him, Guac has only once slept for more than one hour straight during the night).  Read more of this post

New Year’s resolutions for women in academia

penny-oxford-250pxPenny Oxford had a number of organisational learning roles in the corporate and government sectors before joining the staff development team of a university in 2006. Since then, she has left the higher education sector and returned so many times that she’s lost count.

Penny has worked in faculties and central research offices in research support, project management, and researcher development roles. She’s most proud of her contributions to the WiSci (Women in Science) and SPAM (Strategic Promotions Advice and Mentoring) programs at the University of Sydney. SPAM could not have happened without the wisdom, guidance and inspirational brilliance of Professors Daniela Traini and Fiona White, and Professor Emerita Robyn Overall. It succeeds because of the outstanding generosity of all its mentors, including Professor Mike Thompson (winner of the inaugural Golden SPAM award for mentoring) and Judy Black, super-mentor and astonishing thespian talent.

Penny tweets from @Penny_O_.


Time to reflect. Photo courtesy of Penny Oxford.

Time to reflect. Photo courtesy of Penny Oxford.

January is traditionally a time to reflect, plan, and – if you’re that kind of person – come up with some New Year’s resolutions!

As we move into another academic year, I’d like to suggest some career development resolutions for female researchers, particularly women in the STEMM (science, technology, engineering, mathematics and medicine) disciplines.

I’ve worked with many of you on career planning, mentoring and promotion support programs over the years and I am in awe of your brilliance, tenacity, resilience and generosity.

I’m also saddened by the scarcity of women in leadership roles and frustrated by a culture that’s not always completely fantastic when it comes to embracing diversity, so I thought I would distil what I’ve learned from many wise mentors into a list of promises that you can make to yourself, to help you take charge of your career in 2017. Read more of this post

A confession about working weekends

I came back to academia after being in a professional role for over three years with a promise to myself: I will not work across weekends.

As I mentioned in a recent post, some people derided my promise. Many more laughed in disbelief, or were encouraging in their words but exuded an air of ‘that promise is doomed, doomed!’. Having been in a professional job where I found it extremely easy to maintain the boundaries between work and non-work time, I was very used to having weekends in my life. I assumed that transitioning (again) into an academic role while keeping weekends free would be relatively easy. It was the status quo for me at the time, after all.

Two and a half years after returning to academia, then, how is my promise of ‘not working on weekends’ going for me?

Terribly, I have to say.

And I acknowledge this with some shame.

I know a lot about academic overworkpeer pressure dictating how many hours we spend at our jobs (sometimes pushing scholars to quit careers), and the dominance of ‘administrivia’ in our working lives.

I’ve read heaps on work/life balance in academia (from many sources including Tenure, She Wrote, Raul Pacheco-Vega, and various scholarly studies [like this one by Osbaldiston and Cannizzo]), and how overwork is not necessary for success. I constantly advocate for self-care and regeneration time for researchers. I loved Dani Barrington’s post in RW and cheered her declaration that “although research will never ‘just’ be a job, it is, in fact, a job” (Escaping the ivory tower).

And yet…I have a confession to make. Read more of this post

Beware excellence

At a recent international conference focused on research administration, there was the usual palaver about every researcher, their institution, and their dog achieving excellence.

It’s presented as why we’re in the game – to achieve this highly circumscribed and metricised ideal of ‘excellence’.

We’ve all heard this rhetoric before so I have a certain level of ennui every time I see the posturing.

This feeling also emerges for me these days when people use ‘innovation’, ‘engagement’, or ‘impact’. I’m extremely fond of Rolin Moe’s statement that “innovation means less than any other word we use in regular discourse” (The Innovation Conundrum).

I would say the same applies to ‘excellence’. Just about every organisation uses it, government policies are ridden with it, and senior executives at universities mouth it at every opportunity. But it usually signals little, and indulges in the conceit that if we say we have it, it makes us better than others who don’t say they have it (it doesn’t actually matter whether they have ‘it’ or not). Read more of this post