Many studies document that faculty of color, and particularly women of color, find the academy unwelcoming. Yet research that centers intersectional understanding of the mechanisms leading to these inequalities is underdeveloped. We identify three context-dependent mechanisms of racial and gender disadvantage among faculty: active exclusion, overinclusion, and passive exclusion. Taking an explicitly intersectional approach that builds on relational inequality theory, our study focuses on 32 faculty of color, including 18 women and 14 men, comparing their experiences to 30 same-rank white departmental colleagues. Comparing the experiences of faculty who share the same rank and department but differ by race and gender provides a deeper understanding of how race and gender inequalities intersect and are shaped by organizational processes. Active exclusion involves the devaluation of BIPOC faculty’s research, as well the barring of access to resources and positions. Overinclusion is characterized by the overreliance of the university on the labor of faculty of color, particularly women of color, without appropriate compensation. Finally, we conceptualize a more passive kind of exclusion, where BIPOC faculty are left out of collaborations, mentoring, and decision-making relative to white colleagues. Moving beyond rhetoric to disrupting racism in the academy requires addressing overinclusion, and both active and passive forms of exclusion.
more »
« less
Faculty allyship: Differences by gender, race, and rank at a single U.S. University
Abstract Within the growing literature about allyship in the workplace, few studies have specifically addressed faculty allyship for faculty colleagues. Previous studies on faculty allyship for inclusive academic environments address only men's contributions as allies. Using an expansive definition of faculty allyship and including any faculty members with membership in at least one dominant social group, we sought to better understand how faculty members perceive allyship, their concerns about allyship, and how those perceptions vary by gender, race, and rank. We examined the responses of faculty who participated in an allyship training program that was offered at a university in Ohio, USA as part of a National Science Foundation ADVANCE grant intended to reduce gender inequity among science, technology, engineering, and mathematics faculty. We framed this study by employing Hardiman et al.'s (2007) three‐dimensional matrix of oppression and used a mixed‐method research design. Participants' primary concerns about engaging in allyship related to their academic rank. We offer several implications for policies, practices, and future research on faculty allyship for faculty colleagues by considering positional power and rank as well as race and gender.
more »
« less
- Award ID(s):
- 1760389
- NSF-PAR ID:
- 10451251
- Date Published:
- Journal Name:
- Gender, Work & Organization
- ISSN:
- 0968-6673
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
More Like this
-
-
Universities were established as hierarchical bureaucracies that reward individual attainment in evaluating success. Yet collaboration is crucial both to 21st century science and, we argue, to advancing equity for women academic scientists. We draw from research on gender equity and on collaboration in higher education, and report on data collected on one campus. Sixteen focus group meetings were held with 85 faculty members from STEM departments, separated by faculty rank and gender (i.e., assistant professor men, full professor women). Participants were asked structured questions about the role of collaboration in research, career development, and departmental decision-making. Inductive analyses of focus group data led to the development of a theoretical model in which resources, recognition, and relationships create conditions under which collaboration is likely to produce more gender equitable outcomes for STEM faculty. Ensuring women faculty have equal access to resources is central to safeguarding their success; relationships, including mutual mentoring, inclusion and collegiality, facilitate women’s careers in academia; and recognition of collaborative work bolsters women’s professional advancement. We further propose that gender equity will be stronger in STEM where resources, relationships, and recognition intersect—having multiplicative rather than additive effects. Keywords: collaboration; gender equity; academic STEM careersmore » « less
-
Although on average women are underrepresented in academic science, technology, engineering, and mathematics (STEM) departments at universities, an under appreciated fact is that women’s representation varies widely across STEM disciplines. Past research is fairly silent on how local variations in gender composition impact faculty experiences. This study fills that gap. A survey of STEM departments at a large research university finds that women faculty in STEM are less professionally satisfied than male colleagues only if they are housed in departments where women are a small numeric minority. Gender differences in satisfaction are largest in departments with less than 25% women, smaller in departments with 25–35% women, and nonexistent in departments approaching 50% women. Gender differences in professional satisfaction in gender-unbalanced departments are mediated by women’s perception that their department’s climate is uncollegial, faculty governance is non-transparent, and gender relations are inequitable. Unfavorable department climates also predict retention risk for women in departments with few women, but not in departments closer to gender parity. Finally, faculty who find within-department mentors to be useful are more likely to have a favorable view of their department’s climate, which consequently predicts more professional satisfaction. Faculty gender and gender composition does not moderate these findings, suggesting that mentoring is equally effective for all faculty. Keywords: gender; STEM; climate; retention; facultymore » « less
-
This qualitative study examines how race/ethnicity and gender influence the transformation of student-faculty relationships into valued forms of social capital for students career-related opportunities career opportunities within Science, Technology, Mathematics, and Engineering (STEM) contexts. Through retrospective interviews with 40 STEM graduates, the data revealed: (1) that experiences of racism and sexism among women of color affected their ability to attend office hours and build strong relationships with professors; (2) that while White females experienced sexism from faculty, their White privilege lessened the negative effects associated with their gender; (3) that being exposed to diverse faculty facilitated conversations between female students and students of color and their professors about their career pathways; and (4) that the negative influence of race/ethnicity and gender on student-faculty relationships was alleviated, but not eliminated, through research engagement.more » « less
-
BACKGROUND. Calculus instruction is underexamined as a source of racialized and gendered inequity in higher education, despite research that documents minoritized students’ marginalizing experiences in undergraduate mathematics classes. This study fills this research gap by investigating mathematics faculty’s perceptions of the significance of race and gender to calculus instruction at a large, public, historically white research university. METHODS. Theories of colorblind racism and dysconsciousness guided a critical discourse analysis of seven undergraduate calculus faculty’s perceptions of instructional events. FINDINGS. Our analysis revealed two dominant discourses: (i) Race and gender are insignificant social markers in undergraduate calculus; and (ii) Instructional events can be objectively deemed race- and gender-neutral. We illustrate how calculus faculty varyingly engaged these colorblind discourses as well as discourses that challenged such conceptions of instruction. We also highlight how faculty dysconsciousness in reports of instructional practices reflect potential operationalization of dominant discourses that reinforce colorblind racism. CONTRIBUTION. With limited research on faculty perspectives on racial equity in mathematics, our study documents how color-evasive, gender-neutral discourses among mathematics faculty shape orientations to instruction that reinforce the gatekeeping role of calculus in STEM higher education. Implications are provided for race- and gender-conscious undergraduate mathematics instruction and faculty development.more » « less
- Free Publicly Accessible Full Text
-
Accepted Manuscript1.0
- Journal Article:
- https://doi.org/10.1111/gwao.12988
