A Top-Down Approach for Diversity and Inclusion in Chemistry Departments

Hernandez, Rigoberto; Watt, Shannon

doi:10.1021/bk-2014-1169.ch019

Cited by 10 publications

(8 citation statements)

References 18 publications

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“…Additionally, workplace culture may contribute to an increase in the hiring and retention of employees with disabilities. Some suggest that a culture of inclusion is most effectively initiated and propagated by the leadership within an organization (Dunst, Shrogren, & Wehmeyer, 2015; Hernandez & Watt, 2014; Linkow, Barrington, Bruyère, Figueroa, & Wright, 2013; Waxman, 2015). According to Deloitte Canada (2013), senior employees can set an example by setting a high standard of respect and inclusion of employees with disabilities.…”

Section: Employer Perspectivesmentioning

confidence: 99%

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Baker

Linden

LaForce

et al. 2018

American Behavioral Scientist

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Although progress has been made toward the objective of increased employment for people with disabilities, the 17.2% employment rate of people with disabilities stands in distressing contrast to the 65% rate of those without disabilities. This article summarizes the results of a comparative survey of representative academic literature and industry publications related to employer policies and practices that can affect workforce participation of individuals with disabilities. Emergent themes include variance in employer perspectives on hiring of individuals with disabilities, impact of perceived versus actual cost as a hiring barrier, and the perceived mismatch of education and/or skills to job qualifications among applicants with disabilities. These themes represent key areas to probe in subsequent research. The research objective is to identify focal points in the industry literature, representative of employer and industry (demand side) points of view that differ from those generally portrayed in the academic literature (more generally, supply side). Findings from a thematic analysis of industry publications can provide (1) evidenced based background to assist in crafting targeted policy to address employer awareness, (2) informed development of industry guidance on topics that may assist employers to achieve a more inclusive workplace, and (3) insights applicable to addressing barriers to broadening participation by technical, scientific, and engineering trained individuals with disabilities.

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Section: Employer Perspectivesmentioning

confidence: 99%

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Baker

Linden

LaForce

et al. 2018

American Behavioral Scientist

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“…We have thus been driven by the top-down hypothesis that solutions must be led intentionally through the top�that is, by department heads and chairs�because they are the stewards of the infrastructure. 2,46 In current language, this is our change theory. 60 Its roots lie in the observation that holding middle managers accountable in industry is particularly effective at advancing equitable representation.…”

Section: Top-down Hypothesismentioning

confidence: 99%

“…We have thus been driven by the top-down hypothesis that solutions must be led intentionally through the topthat is, by department heads and chairsbecause they are the stewards of the infrastructure. , In current language, this is our change theory . Its roots lie in the observation that holding middle managers accountable in industry is particularly effective at advancing equitable representation. − Note that the top here is unlikely to refer to presidents and deans of academic universities, though they can be the drivers of holding department heads accountable because they tend to be too far removed from discipline-based academic hiring, mentoring, and promotion.…”

Section: Top-down Hypothesismentioning

confidence: 99%

“…Meanwhile, we cannot stop at characterizing and unraveling bias if we wish to resolve the incommensurability in the demographics between the availability pool and the faculties of chemistry departments. There are far too many other barriers that must also be addressed. , Indeed, Stockard and coworkers − recently reported their findings about the inequitable impacts on the career progression of women and URPOC chemists due to several barriers, e.g., inequitable financial support, peer-to-peer support, advisor support, access to official and hidden rules, and access to resources (via limited socialization), which are perhaps conflated by bias but not entirely resolved if bias is eliminated. Yet another barrier lies in the use of student teaching evaluations in rating faculty performance as it has recently been reported to lead to significant inequities for instructors across the lines of gender, ethnicity, accent, sexual orientation, and disability status …”

Section: Persistence Of Personal Biasmentioning

confidence: 99%

“…The OXIDE project , built on the top-down hypothesis and the workshop framework in staging the first National Diversity Equity Workshop (NDEW) in 2011 and biennially since then. ,, Instead of focusing on only one URG, the workshops included discussions of barriers and solutions to equity for primarily four URGs: gender binary, URPOC, disability, and gender identity and orientation. The demographics of the first of these two groups, as discussed above in Section , is well below availability pools, and the designation under-represented is clear.…”

Section: Engaging Evidence-based Solutions To Systemic Bias Not Trainingmentioning

confidence: 99%

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Discipline-Based Diversity Research in Chemistry

Hernandez

2023

Acc. Chem. Res.

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Metrics & MoreArticle Recommendations CONSPECTUS:We introduce the term discipline-based diversity research (DBDR) to capture the emerging field of research advancing diversity, equity, inclusion, and belonging with specificity to a given discipline. Contextualizing a human dynamic through a disciplinary lens has already given rise to discipline-based education research (DBER). The modalities through which students and practitioners think and process information are a reflection of a given discipline, and it tends to give rise to its professional practices. Through DBER, such specification is necessary in addressing evidence-based practices that are effective for teaching a particular subject. Likewise, the inequities and opportunities within a given field (and its professional culture) must be addressed within a disciplinary lens. Thus, the findings from social science in diversity in arbitrary contexts must be analyzed, interpreted, applied, and researched within a given discipline.One specific challenge to academic chemistry is the lack of inclusion in the sense that the faculties in research-active chemistry departments are far from diverse. We recapitulate the percentage of women and under-represented person of color (URPOC) professors over the past 20 years reported by us and other sources. The data admits to linear fits with high confidence. Assuming this linearity holds, the gender gap in representation would be bridged only in 2062, and the threshold of 20% of the faculty as URPOC would be reached only in 2113. While the community has actively engaged in modifying practices and procedures to redress this grim projection, it should be clear that more needs to be done. Toward this objective, we have been driven by the top-down hypothesis that solutions must be led intentionally through the top� that is, by department heads and chairs�because they are the stewards of the infrastructure. Department chairs and the chemistry community have engaged in DBDR through biennial workshops�that is, through the Open Chemistry Collaborative in Diversity Equity (OXIDE)'s National Diversity Equity Workshops (NDEWs)�to survey and evaluate existing policies and practices aimed at advancing inclusive excellence. This has led to research-based recommendations for the implementation of solutions in chemistry departments. This includes (i) engaging in community, (ii) conducting authentic and open searches, and (iii) recognizing and rewarding inclusive excellence. What makes them DBDR in chemistry is that we have to articulate and contextualize these solutions in terms of practices and procedures that we conduct in chemistry, assess their efficacy, and promote them across our discipline. Furthermore, we must offer theories of change for reforming them while offering frameworks that fit within how chemists think and practice.In this Account, we demonstrate how DBDR has taken root in chemistry, forecast where this emerging field may go, and provide a blueprint for how it might be replicated in other disciplines.

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A Cuban Campesino in Chemistry’s Academic Court

Hernandez

2021

J. Phys. Chem. A

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A Top-Down Approach for Diversity and Inclusion in Chemistry Departments

Cited by 10 publications

References 18 publications

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Barriers to Employment Participation of Individuals With Disabilities: Addressing the Impact of Employer (Mis)Perception and Policy

Discipline-Based Diversity Research in Chemistry

A Cuban Campesino in Chemistry’s Academic Court

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