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1. Applicant qualifications and characteristics in STEM faculty hiring: an analysis of faculty and administrator perspectives

   https://doi.org/10.1186/s40594-023-00431-w  

   Wu, Jue; Cropps, Torrie; Phillips, Canek Moises; Boyle, Samara; Pearson, Yvette E. (December 2023, International Journal of STEM Education)

   Abstract Background The lack of racial diversity in science, technology, engineering, and mathematics (STEM) disciplines is perhaps one of the most challenging issues in the United States higher education system. The issue is not only concerning diverse students, but also diverse faculty members. One important contributing factor is the faculty hiring process. To make progress toward equity in hiring decisions, it is necessary to better understand how applicants are considered and evaluated. In this paper, we describe and present our study based on a survey of current STEM faculty members and administrators who examined applicant qualifications and characteristics in STEM faculty hiring decisions. Results There are three key findings of the present research. First, we found that faculty members placed different levels of importance on characteristics and qualifications for tenure track hiring and non-tenure track hiring. For example, items related to research were more important when evaluating tenure track applicants, whereas items related to teaching and diversity were more important when evaluating non-tenure track applicants. Second, faculty members’ institutional classification, position, and personal identities (e.g., gender, race/ethnicity) had an impact on their evaluation criteria. For instance, we found men considered some diversity-related items more important than women. Third, faculty members rated the importance of qualifications with diversity, equity, and inclusion (DEI)-related constructs significantly lower than qualifications that did not specify DEI-related constructs, and this trend held for both tenure track and non-tenure track faculty hiring. Conclusions This study was an attempt to address the issue of diversity in STEM faculty hiring at institutions of higher education by examining how applicant characteristics are considered and evaluated in faculty hiring practices. Emphasizing research reputation and postdoctoral reputation while neglecting institutional diversity and equitable and inclusive teaching, research, and service stunt progress toward racial diversity because biases—both implicit and explicit, both positive and negative—still exist. Our results were consistent with research on bias in recruitment, revealing that affinity bias, confirmation bias, and halo bias exist in the faculty hiring process. These biases contribute to inequities in hiring, and need to be addressed before we can reach, sustain, and grow desired levels of diversity. 

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2. Engaging design thinking in professional bureaucracies: Improving equity for non-tenure track faculty in higher education.

   https://doi.org/10.52547/johepal.3.1.68  

   Culver, K. C.; Harper, J.; Kezar, A. (March 2022, Journal of higher education policy and leadership studies)

   Higher education faces a number of wicked problems, including the inequitable work environment for non-tenure-track faculty (NTTF), that require innovative solutions. This study examines the potential of liberatory design thinking for creating new policies, programs, and practices in higher education, including how the professional bureaucratic environment might shape the design process. Using data from three campuses where changes related to NTTF were successfully implemented, we extend the conceptualization of design thinking toward a model that adapts existing phases of design thinking and identifies new phases where the work of design is particularly influenced by the higher education context. We identify three dimensions that particularly contribute to these differences: politics and power in professional bureaucracies, structural and cultural constraints, and centering equity. This model has practical implications for supporting equity-minded change processes in higher education and may be of particular interest to policymakers, institutional leaders, design teams, and researchers. 

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3. Predicting implementation of active learning by tenure-track teaching faculty using robust cluster analysis

   https://doi.org/10.1186/s40594-022-00365-9  

   Denaro, Kameryn; Kranzfelder, Petra; Owens, Melinda T.; Sato, Brian; Zuckerman, Austin L.; Hardesty, Rebecca A.; Signorini, Adriana; Aebersold, Andrea; Verma, Mayank; Lo, Stanley M. (December 2022, International Journal of STEM Education)

   Abstract Background The University of California system has a novel tenure-track education-focused faculty position called Lecturer with Security of Employment (working titles: Teaching Professor or Professor of Teaching). We focus on the potential difference in implementation of active-learning strategies by faculty type, including tenure-track education-focused faculty, tenure-track research-focused faculty, and non-tenure-track lecturers. In addition, we consider other instructor characteristics (faculty rank, years of teaching, and gender) and classroom characteristics (campus, discipline, and class size). We use a robust clustering algorithm to determine the number of clusters, identify instructors using active learning, and to understand the instructor and classroom characteristics in relation to the adoption of active-learning strategies. Results We observed 125 science, technology, engineering, and mathematics (STEM) undergraduate courses at three University of California campuses using the Classroom Observation Protocol for Undergraduate STEM to examine active-learning strategies implemented in the classroom. Tenure-track education-focused faculty are more likely to teach with active-learning strategies compared to tenure-track research-focused faculty. Instructor and classroom characteristics that are also related to active learning include campus, discipline, and class size. The campus with initiatives and programs to support undergraduate STEM education is more likely to have instructors who adopt active-learning strategies. There is no difference in instructors in the Biological Sciences, Engineering, or Information and Computer Sciences disciplines who teach actively. However, instructors in the Physical Sciences are less likely to teach actively. Smaller class sizes also tend to have instructors who teach more actively. Conclusions The novel tenure-track education-focused faculty position within the University of California system represents a formal structure that results in higher adoption of active-learning strategies in undergraduate STEM education. Campus context and evolving expectations of the position (faculty rank) contribute to the symbols related to learning and teaching that correlate with differential implementation of active learning. 

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4. An Intervention to Increase Belonging and Support Retention for Faculty of Color and Women Faculty

   https://doi.org/10.1111/josi.70009  

   Mallett, Robyn K; Naqi‐Hasnain, Zahra; Garbarski, Dana; Li‐Grining, Christine; Ensminger, David C; Tangarife, Walter; Ahad, Badia (June 2025, Journal of Social Issues)

   ABSTRACT Faculty of Color and women faculty face significant obstacles (e.g., isolation, marginalization, tokenism) on the road to tenure and promotion. We translate social psychological research on the contact hypothesis and belonging and adapt previous interventions at other universities to deliver an institutional‐level intervention designed to support faculty belonging and retention. This study utilizes a faculty climate survey and institutional‐level demographic data to assess tenure‐track faculty belonging and retention following the intervention. We observe greater perceptions of institutional support for diversity and lesser disparities in belonging and tenure rates among historically marginalized faculty over three years following the intervention. We discuss how social psychologists may help translate basic research into institutional interventions that promote racial justice and equity. Our work illustrates the potential for targeted initiatives to reduce disparities and promote equity and representation in academia, ultimately benefiting both faculty and students. 

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5. Postdoctoral research training and the attainment of faculty careers in social science and STEM fields in the United States

   https://doi.org/10.1108/SGPE-04-2020-0025  

   Wang, Yanbing; Main, Joyce B. (August 2021, Studies in Graduate and Postdoctoral Education)

   Purpose While postdoctoral research (postdoc) training is a common step toward academic careers in science, technology, engineering and mathematics (STEM) fields, the role of postdoc training in social sciences is less clear. An increasing number of social science PhDs are pursuing postdocs. This paper aims to identify factors associated with participation in postdoc training and examines the relationship between postdoc training and subsequent career outcomes, including attainment of tenure-track faculty positions and early career salaries. Design/methodology/approach Using data from the National Science Foundation Survey of Earned Doctorates and Survey of Doctorate Recipients, this study applies propensity score matching, regression and decomposition analyses to identify the role of postdoc training on the employment outcomes of PhDs in the social science and STEM fields. Findings Results from the regression analyses indicate that participation in postdoc training is associated with greater PhD research experience, higher departmental research ranking and departmental job placement norms. When the postdocs and non-postdocs groups are balanced on observable characteristics, postdoc training is associated with a higher likelihood of attaining tenure-track faculty positions 7 to 9 years after PhD completion. The salaries of social science tenure-track faculty with postdoc experience eventually surpass the salaries of non-postdoc PhDs, primarily via placement at institutions that offer relatively higher salaries. This pattern, however, does not apply to STEM PhDs. Originality/value This study leverages comprehensive, nationally representative data to investigate the role of postdoc training in the career outcomes of social sciences PhDs, in comparison to STEM PhDs. Research findings suggest that for social sciences PhDs interested in academic careers, postdoc training can contribute to the attainment of tenure-track faculty positions and toward earning relatively higher salaries over time. Research findings provide prospective and current PhDs with information helpful in career planning and decision-making. Academic institutions, administrators, faculty and stakeholders can apply these research findings toward developing programs and interventions to provide doctoral students with career guidance and greater career transparency. 

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