Who is meritorious? Gendered and racialized discourse in named award descriptions in professional societies of higher education

Bazner, Kevin J.; Vaid, Jyotsna; Stanley, Christine A.

doi:10.1080/09518398.2020.1735559

Cited by 14 publications

(8 citation statements)

References 41 publications

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“…Therefore, organizations should purposefully work to remove barriers that prevent minoritized geoscientists, who attend and participate, from progressing to leadership positions. To achieve this, organizations must actively revise their recruiting and selection criteria, to diversify their candidate pool, and their awards and selection committees 34,35 (ACTION #13). Further, pay inequity exists.…”

Section: Essential Constructs For Effective Anti-racismmentioning

confidence: 99%

An actionable anti-racism plan for geoscience organizations

et al. 2021

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Geoscience organizations shape the discipline. They influence attitudes and expectations, set standards, and provide benefits to their members. Today, racism and discrimination limit the participation of, and promote hostility towards, members of minoritized groups within these critical geoscience spaces. This is particularly harmful for Black, Indigenous, and other people of color in geoscience and is further exacerbated along other axes of marginalization, including disability status and gender identity. Here we present a twenty-point anti-racism plan that organizations can implement to build an inclusive, equitable and accessible geoscience community. Enacting it will combat racism, discrimination, and the harassment of all members.

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Section: Essential Constructs For Effective Anti-racismmentioning

confidence: 99%

An actionable anti-racism plan for geoscience organizations

et al. 2021

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“…As other participants illustrated, attitudes, behaviors, or frames of excellence grounded in whiteness are largely rewarded, whereas behaviors that deviate from White norms of higher education are often met with rebuttal or sanction. Bazner et al (2021) made a similar point about how literally the names of excellence within higher education professional associations' awards are often White and often identified as men. This conversation can further extend into how space and resources within a community are racialized.…”

Section: Discussionmentioning

confidence: 97%

Views from the middle: Racialized experiences of midlevel student affairs administrators.

Bazner¹

2022

Journal of Diversity in Higher Education

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The continued underrepresentation of student affairs Professionals of Color poses an ongoing challenge to fully realize the supposed values of social justice and inclusion in student affairs. Midlevel student affairs administrators provide a unique experiential lens to better understand organizational culture, critique structures, and challenge existing dominant practices. Using narrative inquiry, this study explored the professional and personal experiences of seven racially minoritized midlevel student affairs professionals. Analysis using Ray's Theory of Racialized Organizations reveals ongoing issues of intrapersonal racism and illuminate how institutional structures further contributed to racialization of the participants. Four main themes are identified: racialized middleness, organizational conditions, intrapersonal relationships, and navigating unwritten rules of the field. Findings also draw important considerations for improved practice beyond campus communities. Implications for institutional leaders, graduate preparation programs, and the responsibility White folks must take on are provided. Additional considerations for future research are also discussed.

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“…Across the field of psychology, a recent analysis found that women received less than a third of awards given out by the American Psychological Association across ten award categories over a 63 year period from 1956–2019 ( Orchowski et al, 2021 ). Another study found that the majority of named awards given by the four leading professional societies in education are named after white men ( Bazner et al, 2021 ). Among management professors, women were less likely than men to be honored with endowed chairs—and women who were honored with endowed chairs had higher citation indices (among other performance metrics) than men with endowed chairs ( Treviño et al, 2018 ).…”

Section: Challenges To Hiring and Promotionmentioning

confidence: 99%

Why so Few, Still? Challenges to Attracting, Advancing, and Keeping Women Faculty of Color in Academia

Tree

Vaid

2022

Front. Sociol.

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From its earliest beginnings, the university was not designed for women, and certainly not for women of color. Women of color in the United States are disproportionately under-represented in academia and are conspicuous by their absence across disciplines at senior ranks, particularly at research-intensive universities. This absence has an epistemic impact and affects future generations of scholars who do not see themselves represented in the academy. What are the barriers to attracting, advancing, and retaining women faculty of color in academia? To address this question we review empirical studies that document disparities in the assessment of research, teaching, and service in academia that have distinct implications for the hiring, promotion, and professional visibility of women of color. We argue that meaningful change in the representation, equity, and prestige of women faculty of color will require validating their experiences, supporting and valuing their research, creating opportunities for their professional recognition and advancement, and implementing corrective action for unjust assessment practices.

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Who is meritorious? Gendered and racialized discourse in named award descriptions in professional societies of higher education

Cited by 14 publications

References 41 publications

An actionable anti-racism plan for geoscience organizations

An actionable anti-racism plan for geoscience organizations

Views from the middle: Racialized experiences of midlevel student affairs administrators.

Why so Few, Still? Challenges to Attracting, Advancing, and Keeping Women Faculty of Color in Academia

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