Myths, Facts, Stats


The partner or “secondary hire” is likely to be lower quality and drive down the overall benefit of adding the “primary hire.”



Research shows faculty who were members of a dual career academic couple had more publications per year than faculty members who were not.

[Byington, et al. 2014;Woolstenhulme 2013; Woolstenhulme, et al. 2012]

Members of dual career academic couples were less likely to leave the university than their non-dual career counterparts.

[Woolstenhulme 2013; Woolstenhulme, et al. 2012]



68% of faculty at U.Va. have working partners. 36% of those working partners are academics. However, more women have academic partners (42%) than men (33%).

Partner Status of the U.Va. Academic Workforce

Dual career concerns must remain in the foreground during all hiring, recruitment and retention work at U.Va. [Schiebinger, Henderson and Gilmartin 2008b]


Nationally, the rate of academic partnering is highest for women in the natural sciences. 

STEM departments are more likely to face dual career issues than other departments. As a result, STEM departments need to pay attention to dual career issues and be aware of the resources available to them from the university [Schiebinger, Henderson and Gilmartin 2008b]


Nationally, candidates are most likely to ask about Dual Career Issues during the interview.

Based on the data, committees should assume that dual career concerns will be an issue for all candidates. Make sure you provide candidates with the resources available at U.Va. and can direct a candidate’s questions to the appropriate person when asked. Dual career questions, however, should not be part of the committee evaluation process. [Schiebinger, Henderson and Gilmartin 2008b]