Building and Sustaining an Academic Pipeline by the Sponsorship of Women of Color Political Scientists

Means, Taneisha N.; Fields, Kimberly P.

doi:10.1017/s1049096521001803

Cited by 3 publications

(2 citation statements)

References 21 publications

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“…Tormos-Aponte (2021) understands graduate school to be a “crucial battleground” for diversifying political science through admitting, retaining, and working to ensure the academic and professional success of underrepresented populations. URMs and women often experience isolation, discrimination, and limited access to information, sponsorship, mentorship, training opportunities, and professional recognition of their preferred research topics and methods (Almasri, Read, and Vandeweerdt 2022; Arnold, Crawford, and Khalifa 2016; Key and Sumner 2019; Kim and Grofman 2019; Means and Fields 2022; Mendez Garcia and Hancock Alfaro 2020; Monforti Lavariega and Michelson 2020; Shames and Wise 2017; Smith, Gillooly, and Hardt 2022; Teele and Thelen 2017).…”

Section: The Challengesmentioning

confidence: 99%

“…Barnes (2018) works actively to get and keep female students interested in research methods, for instance, through networking. Fattore and Fisher (2022) use a “pedagogies of care approach” (Motta and Bennett 2018) to mitigate “the harm the current [mentoring] system has on PhD students and early-career faculty who do not fit the ideal worker image.” Others adopt “sponsorship”—that is, “spending one’s social capital or using one’s influence to advocate for a protege” to advance women of color in the discipline (Means and Fields 2022).…”

Section: Potential Pathways To Increasing Diversitymentioning

confidence: 99%

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Reflections on an Institutional Journey Toward Enhancing Diversity, Equity, and Inclusion in Political Science

Mitra,

Kapiszewski,

Kleinpaste

et al. 2023

APSC

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As the political and social challenges facing the world multiply, the discipline of political science requires better tools and creative approaches advanced by a more diverse set of researchers. Yet the discipline has struggled to recruit and admit to graduate programs, and retain as faculty, women and underrepresented minorities. Many individual faculty, departments, and universities have developed innovative programs and sought to create structural changes to address these gaps. This article presents the approach taken by the Department of Government at Georgetown University: launching a week-long Political Science Predoctoral Summer Institute in 2022. We describe the Institute’s contours and structure, provide preliminary data on outcomes, and conclude by offering three ideas for expanding and advancing these types of initiatives across the discipline.

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Section: The Challengesmentioning

confidence: 99%

Section: Potential Pathways To Increasing Diversitymentioning

confidence: 99%

Reflections on an Institutional Journey Toward Enhancing Diversity, Equity, and Inclusion in Political Science

Mitra,

Kapiszewski,

Kleinpaste

et al. 2023

APSC

View full text Add to dashboard Cite

show abstract

Professors’ retrospective views on chemistry career choices with a focus on gender and academic stage aspects

Avargil,

Shwartz-Asher,

Reiss

et al. 2023

Sustainable Chemistry and Pharmacy

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Breaking the concrete ceiling: Resources and strategies for career success amongst Black and Asian minority ethnic women leaders

Otaye‐Ebede,

Shaffakat

2024

J Occupat & Organ Psyc

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Despite ongoing research efforts to resolve the pertinent issues with the underrepresentation of women from Black and Asian Minority Ethnic backgrounds in senior leadership positions, the problem persists. We suggest that one reason for the lack of progress is that management research has predominantly focused on the manifestation of race and gender inequality, the barriers experienced by these women, and the resulting adverse outcomes, with inadequate attention given to practical interventions for resolving these issues. We argue that an urgent and critical paradigm shift from problems to solutions is required in order to advance the field. Using the conservation of resource theory as a lens, we explore the lived experiences of 50 highly successful Black and Asian women and how they navigated the organizational labyrinth to achieve success in their careers. Our findings revealed that despite discriminatory experiences that threatened their career advancement, there were several personal and contextual resources which they drew upon to achieve career success. We develop a resource taxonomy framework illustrating these salient career advancement resources across their career journey, alongside strategies they used to protect these valuable resources. Our findings have theoretical and practical implications for career, leadership and diversity scholars and practitioners.

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Building and Sustaining an Academic Pipeline by the Sponsorship of Women of Color Political Scientists

Cited by 3 publications

References 21 publications

Reflections on an Institutional Journey Toward Enhancing Diversity, Equity, and Inclusion in Political Science

Reflections on an Institutional Journey Toward Enhancing Diversity, Equity, and Inclusion in Political Science

Professors’ retrospective views on chemistry career choices with a focus on gender and academic stage aspects

Breaking the concrete ceiling: Resources and strategies for career success amongst Black and Asian minority ethnic women leaders

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