The Disappeared: Beyond Winning and Losing

Disrupting Complacent Systems

“…Barriers to inclusive diversity are complex. Higher education is guided by the principles of meritocracy, and although white women and under-represented minority (URM) scholars are not denied advancement under these principles, they may face greater scrutiny and work harder for recognition; as well, their contributions may be undervalued and colleagues may not readily see them as idea-generators, innovators, or discoverers (see Conway, 2018). All faculty like to think of themselves as fair-minded and objective, especially in their interactions with, and evaluations of, colleagues.…”

Assessing Institutionalized Bias

“…Their discoveries are often deemed provisional until confirmed by dominant-group member, and their discoveries/contributions may be ascribed to others. Lynn Conway (2018) refers to this phenomenon as "the disappearance of the others." Problems with accurate external attribution of contribution negatively impact faculty review as well as publication and grant review.…”

“…Implicit "discoverer bias" can lead to a higher bar for proving novelty or merit and demonstrating ability or potential for success. Such issues are cumulative over a career and challenging to address (Conway, 2018).…”

“…First, external reviewers may view self-promotion differently depending on the candidate's social identity category. In STEM fields, as pointed out by Lynn Conway (2018), white men are deemed, unconsciously, as natural "discoverers". When others claim a discovery, the claim may be viewed with skepticism, and their contributions may be diminished as a consequence; moreover, evaluators can view their attempts to take credit negatively.…”