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The past decade has witnessed increasing interest in attracting and retaining a more diverse workforce in science, technology, engineering, and mathematics (STEM) fields, including expanding the participation of women and racial-ethnic minorities and, in fewer cases, to people with disabilities. Despite the availability of a rich collection of published research on women faculty that has increasingly used an intersectional lens, these conversations rarely meaningfully address strategies to make faculty careers more welcoming and accessible to women with disabilities. Further, as the professoriate ages, there will be an increasing number of faculty with disabilities and the pandemic has a disproportionate impact on many faculty with disabilities. In the coming years, there will also be faculty who have acquired disabilities as the result of long covid. This paper reviews existing research and practice reported in the literature about faculty with disabilities as well as reports of people with disabilities and other stakeholders in an online community and offers practical promising practices for increasing the participation of this marginalized and underserved group in STEM fields. The paper begins with a discussion of structural barriers that make faculty careers inaccessible and unwelcoming to people with disabilities and presents two approaches to access: accommodations and universal design. Both approaches have a role in the process of increasing the participation of people with disabilities in faculty careers. Given the relatively sparse literature on the topic, we encourage researchers addressing faculty careers to ask about disability in their work and to analyze disability-related data to increase our understanding of the issues impacting this population. Moreover, we offer departments and institutions strategies that they can take related to institutional and departmental policies related to accommodation requests, hiring practices, faculty evaluation, and other relevant areas; departmental culture; physical environments; collaboration and communication, and information technology. We conclude with recommendations to researchers and practitioners regarding the development of practices that will lead to increased engagement and success of women in faculty positions in STEM.
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Structural Impediments Impacting Early-Career Women of Color STEM Faculty Careers
Women of Color faculty continue to experience many challenges in their careers, especially in the science, technology, engineering, and mathematics (STEM) fields. As such, more research is needed that considers structural issues inhibiting their success. Using structuration theory and critical race feminism as a conceptual framework, we conducted semi-structured interviews with 19 faculty and administrators in STEM departments at higher education institutions to investigate their perceptions of structural impediments impacting early-career Women of Color STEM faculty careers. Our findings revealed the need to establish policies that are clear, documented, and transparent. Additionally, incremental approaches to tenure and promotion evaluations should be reconsidered, especially when this approach may position Women of Color faculty to appear as if they are underperforming, when the opposite may be true. Furthermore, as higher education institutions endeavor to diversify the professoriate, this study is significant in enabling institutions and STEM departments to be aware of systemic issues confronting them to make significant inroads in retaining and advancing Women of Color faculty in these disciplines.
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- Award ID(s):
- 2055302
- PAR ID:
- 10521905
- Editor(s):
- Woods, Johnny C; Lane, Tonisha B; Huggins, Natali; Leggett_Watson, Allyson; Jan, Faika Tahir; Johnson_Austin, Saundra; Thomas, Sylvia
- Publisher / Repository:
- Education Sciences
- Date Published:
- Journal Name:
- Education Sciences
- Edition / Version:
- 1
- Volume:
- 14
- Issue:
- 6
- ISSN:
- 2227-7102
- Page Range / eLocation ID:
- 1-18
- Subject(s) / Keyword(s):
- STEM, Women of Color, STEM Departments
- Format(s):
- Medium: X Size: 2MB Other: e.g.,
- Size(s):
- 2MB
- Sponsoring Org:
- National Science Foundation
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The past decade has witnessed increasing interest in attracting and retaining a more diverse workforce in science, technology, engineering, and mathematics (STEM) fields, including expanding the participation of women and racial-ethnic minorities and, in fewer cases, to people with disabilities. Despite the availability of a rich collection of published research on women faculty that has increasingly used an intersectional lens, these conversations rarely meaningfully address strategies to make faculty careers more welcoming and accessible to women with disabilities. Further, as the professoriate ages, there will be an increasing number of faculty with disabilities and the pandemic has a disproportionate impact on many faculty with disabilities. In the coming years, there will also be faculty who have acquired disabilities as the result of long covid. This paper reviews existing research and practice reported in the literature about faculty with disabilities as well as reports of people with disabilities and other stakeholders in an online community and offers practical promising practices for increasing the participation of this marginalized and underserved group in STEM fields. The paper begins with a discussion of structural barriers that make faculty careers inaccessible and unwelcoming to people with disabilities and presents two approaches to access: accommodations and universal design. Both approaches have a role in the process of increasing the participation of people with disabilities in faculty careers. Given the relatively sparse literature on the topic, we encourage researchers addressing faculty careers to ask about disability in their work and to analyze disability-related data to increase our understanding of the issues impacting this population. Moreover, we offer departments and institutions strategies that they can take related to institutional and departmental policies related to accommodation requests, hiring practices, faculty evaluation, and other relevant areas; departmental culture; physical environments; collaboration and communication, and information technology. We conclude with recommendations to researchers and practitioners regarding the development of practices that will lead to increased engagement and success of women in faculty positions in STEM.more » « less
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Introduction. Although the demand for graduates with Science, Technology, Engineering, and Mathematics (STEM) credentials continues to climb, women remain underrepresented as both students and faculty in STEM higher education. Compounding social forces can hinder organizational change for gender equity in STEM, constraining institutions and individuals within them. This study advances macrostructural theory to examine the impact of gender composition (including group size and heterogeneity) of women faculty on structural change, as measured by gender desegregation of STEM degree earners. We advance this theory by incorporating faculty, rather than treating group composition as a static category. Method. This study draws on a federal repository of data to assess institutional change in the share of STEM women faculty in the U.S. We employ quasi-experimental methods to explore the following research questions: (1) does hiring more women onto an institution’s faculty roster shrink the gender gap among STEM degree earners? and (2) does segregation of faculty by gender within institutions shape the gender gap among STEM degree earners? Findings. While institutional efforts herald their efforts of hiring more women faculty, our findings indicate that gender desegregation of STEM degree earners partially depends on the promotion of women faculty to tenure. Discussion. Implications for theory, policy, and practice are discussed, with a focus on institutional-level change.<more » « less
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- Free Publicly Accessible Full Text
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Accepted Manuscript1.0
- Journal Article:
- https://doi.org/10.3390/educsci14060581
