How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM: Professors’ Biased Evaluations of Physics and Biology Post-Doctoral Candidates

Eaton, Asia A.; Saunders, Jessica F.; Jacobson, Ryan K.; West, Keon

doi:10.1007/s11199-019-01052-w

Cited by 283 publications

(201 citation statements)

References 82 publications

(108 reference statements)

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“…For example, a study published last year examined how gender and race influenced faculty perception of postdoctoral candidates in physics and biology at eight US universities by altering the names on otherwise identical CVs 3 . Across departments, faculty members perceived white and Asian candidates to be more competent and hire able than their Black and Latin American counterparts, despite being equally well qualified.…”

Section: Analysing the Foundationmentioning

confidence: 99%

Diversity in science: next steps for research group leaders

Forrester¹

2020

Nature

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parked by the global reaction to the police killing of George Floyd, an unarmed Black man, in Minneapolis, Minnesota, in May, universities, departments and faculty members rapidly issued statements and policies highlighting their commitment to diversity and equity in academia. Conversations on how to create a more equitable research environment erupted on social media, and data on the lack of diversity in academia were thrown into stark relief. In the United States, for instance, 13% of the population is Black, but Black researchers comprise just 6% of faculty positions in science, technology, engineering and mathematics (STEM). According to the Pew Research Centre in Washington DC, 62% of Black STEM employees in the United States say they have experienced racial or ethnic discrimination at work, and 57% say their workplaces do not pay enough attention to racial and ethnic diversity. Although some scientists feel hopeful about Diversity in science: next steps for research group leaders Many institutions publicly pledged their commitment to inclusion in research after Black Lives Matter protests this year. And academics emphasize the need to maintain momentum. By Nikki Forrester Demonstrators march at Indiana University Bloomington to protest against police violence during the Black Lives Matter protests.

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Section: Analysing the Foundationmentioning

confidence: 99%

Diversity in science: next steps for research group leaders

Forrester¹

2020

Nature

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“…Statistically, women and people of color are significantly underrepresented in the field compared to the U.S. and college populations [1,2]. Members of these groups are significantly more likely to encounter external environmental conditions of harassment, bias, and hostile climates [3][4][5][6][7][8] along with internal struggles of stereotype threat, imposter syndrome, a lack of a sense of belonging, and issues around fixed mindset [9][10][11][12]. However, some initiatives have been put in place to address these issues.…”

Section: Introductionmentioning

confidence: 99%

Community of practice approach for understanding identity development within informal physics programs

Fracchiolla

Prefontaine

Hinko

2020

Phys. Rev. Phys. Educ. Res.

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Studies on physics identity have shown that it is one of the main factors that can predict a person's persistence in the field; therefore, studying physics identity is critical to increase diversity within the field of physics and to understand what changes can allow more women and minorities to identify with the field. In this study, we investigate informal physics programs as spaces for physics identity exploration. These programs provide unique conditions under which to study physics identity development along with other identities. Informal physics spaces allow for voluntary engagement, as well as elements of agency and autonomy within the exploration of physics. Thus, these spaces allow an identity to form outside of the constraints traditionally found in academic settings. In this work, we operationalized the community of practice framework to study the development of physics identities within university students who facilitate informal physics programs. We present the stories from two physics graduate students out of our sample to provide a context for testing the feasibility of the extended framework and to identify how experiences within an informal physics program can shape physics identity development. This paper presents the operationalized constructs within the community of practice framework, how these constructs are applied to the narrated experiences of our participants and highlights how we can use this framework to understand the nuances of physics identity development as well as the factors that can influence that development.

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“…Women are stereotyped as being less competent than men in traditionally maledominated occupations, such as those in the fields of science, technology, engineering, and math (STEM; e.g., Smeding 2012). In one experimental study, physics faculty rated a fictional male candidate more competent and more hirable than the female candidate with identical qualifications (Eaton et al 2019).…”

Section: Women Doing Men's Work Hiringmentioning

confidence: 99%

Gender Stereotypes and Gender-Typed Work

Clarke

2020

Handbook of Labor, Human Resources and Population Economics

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The persistence of the gender-typing of work, as well as its implications, is substantiated by empirical and experimental data and by court decisions. Gender-typed work is work that is numerically or normatively dominated by one gender. Occupational segregation by gender results in occupations that are numerically dominated by either men or women. The data and literature reviewed herein indicate that industries, occupations, and the organizational hierarchy remain segregated by gender, and this segregation perpetuates gender inequality in status and pay. Numerical domination of an occupation by one gender produces an archetype of the worker in that occupation as being of the gender that is predominant, hence giving rise to normative domination. Presumptions then arise

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How Gender and Race Stereotypes Impact the Advancement of Scholars in STEM: Professors’ Biased Evaluations of Physics and Biology Post-Doctoral Candidates

Cited by 283 publications

References 82 publications

Diversity in science: next steps for research group leaders

Diversity in science: next steps for research group leaders

Community of practice approach for understanding identity development within informal physics programs

Gender Stereotypes and Gender-Typed Work

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