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

Tree, Jean E. Fox; Vaid, Jyotsna

doi:10.3389/fsoc.2021.792198

Cited by 45 publications

(43 citation statements)

References 85 publications

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“…These findings are reflective of dental faculty overall, but disparities exist with women underrepresented in senior leadership roles. 24 Some of the gender inequities described in this cross‐sectional study may worsen the barriers for women breaking the “glass ceiling” and achieving senior faculty administrative positions in academia. 25 …”

Section: Discussionmentioning

confidence: 92%

Perception of COVID‐19 pandemic restrictions on dental researchers

Souza

Tiwari

Fox

et al. 2022

Journal of Dental Education

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Background/objectives Historical evidence shows a gender‐based disproportionate effect of pandemics across different populations. In 2020, the coronavirus disease 2019 (COVID‐19) pandemic began spreading its devastating effects worldwide. The goal of the present study was to investigate the effect of the COVID‐19 pandemic on research productivity, work‐life arrangements, and mental health of dental professionals worldwide with focus on gender differences. Methods A 38‐item survey, concerning demographics, career stage, employer support, family structure, mental health, and relationships, was distributed to 7692 active members of the International Association for Dental Research. Bivariate associations between independent variables and the primary outcome variable were tested using Spearman's correlation test. A logistic regression model was used to assess the simultaneous, independent associations between each variable and researcher productivity. Results A total of 722 responses were obtained, indicating a 9.4% response rate. Higher productivity was reported by male respondents ( p = 0.021), and by those in senior career stages ( p = 0.001). Institutional support was associated with higher productivity ( p < 0.0001). Lower productivity was reported by younger researchers ( p = 0.003). Remote work negatively affected productivity ( p < 0.0001) and female respondents reported working more hours, regardless of work location ( p = 0.004). Poor mental health was associated with low productivity ( p < 0.0001). Conclusions Our results showed that the COVID‐19 pandemic significantly affected dental professionals’ perceived productivity and mental health around the globe. Younger individuals and women were disproportionally affected, and institutional support had a significant influence to mitigate effects of the pandemic for dental researchers.

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Section: Discussionmentioning

confidence: 92%

Perception of COVID‐19 pandemic restrictions on dental researchers

Souza

Tiwari

Fox

et al. 2022

Journal of Dental Education

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“…It reflects inadequacies in national datasets in delimiting data by subgroups (e.g., gender by race), which often have low sample sizes ( Gruber et al, 2020 ). Our broad focus limits generalizability to women with intersectional identities (see Fox Tree and Vaid, 2022 ; Morimoto, 2022 ; Wong et al, 2022 ).…”

Section: Focus Methodology and Data Sourcesmentioning

confidence: 99%

U.S. Women Faculty in the Social Sciences Also Face Gender Inequalities

et al. 2022

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There is a national interest in United States women’s underrepresentation in science, technology, engineering, and mathematics (STEM); however, gender inequality in the social sciences has not received similar attention. Although women increasingly earn postgraduate degrees in the social sciences, women faculty still experience gender inequities. Consistent gender inequities include slower career advancement, blunted salaries, unequal workloads, work-life conflict, systemic gender biases, underrepresentation in positions of power, and hostile work environments. Cultural biases suggest that once women have achieved parity, gender bias no longer exists. This review challenges that notion by providing evidence from social science domains in which women are well-represented but continue to face systemic gender biases. We examine cultural influences on gender representation and career advancement in psychology, economics, political science, sociology, and anthropology. We make interdisciplinary comparisons of career trajectories and salaries using national data, documenting patterns across the social sciences. For example, women economists face gendered standards in publishing, and women political scientists are less likely to have their work cited than men. Furthermore, data show that salaries become stagnant as the representation of women in these fields increases. These disparities reflect cultural biases in perceptions of women’s competence stemming from social role theory. We discuss best practices to address these problems, focusing on the ADVANCE organizational change programs funded by the National Science Foundation that target (a) improving academic climate, (b) providing professional development, and (c) fostering social networking. Federally supported interventions can reveal systemic gender biases in academia and reduce gender disparities for women academics in the social sciences.

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“…Despite these successes, with ADVANCE projects primarily focused on theoretical frameworks to address gender equity, early ADVANCE projects were criticized for implicitly or de facto targeting and thus benefiting white women (Hunt et al, 2012 ; Armstrong and Jovanovich, 2017 ; Fox Tree and Vaid, 2022 ). Indeed, studies showed that while white women were beginning to make equity gains in academic STEM fields, women of color lagged behind (Hirshfield and Tiffany, 2012 ; McQuillan and Hernandez, 2021 ), particularly black women (Snyder et al, 2016 ; Buchanan, 2020 ; Fox Tree and Vaid, 2022 ). In the social sciences, this is quite noteworthy, with less racial and ethnic diversity in these fields than in men dominated fields of engineering and biomedicine (Hur et al, 2017 ).…”

Section: The First Generation Of Advance: From a Program For Women To...mentioning

confidence: 99%

“…Illuminating how gender inequities were not independent of or simply additive to other barriers to success in the academy, research shows that BIPOC women are chronically underrepresented in academia generally, and particularly in STEM fields (Li and Koedel, 2017 ; National Science Foundation [NSF], 2019 ). Indeed, psychology has the highest proportion of White faculty of the social sciences (Fox Tree and Vaid, 2022 ).…”

Section: The Second Generation Of Advance: Gender Equity and Intersec...mentioning

confidence: 99%

“…Adopting intersectionality as part of the ADVANCE program, therefore, had implications for the social sciences as STEM disciplines, as these fields developed strategies of structural change to address the ways that gender inequality is intersectionally defined, and in particular, the ongoing underrepresentation of BIPOC women in the academy (DeAro et al, 2019 ; Fox Tree and Vaid, 2022 ; Gregory, 2001 ). Through the ADVANCE program, intersectional approaches to inequality recognize the contributions of underrepresented women, while also calling upon the social sciences to devise institutionally based strategies to increase the representation of all women throughout the academy (Carbado et al, 2013 ).…”

Section: Introductionmentioning

confidence: 99%

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The Social Science of Institutional Transformation: Intersectional Change in the Academy

Morimoto

2022

Front. Sociol.

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This article examines intersectional praxis as an approach to institutional transformation, arguing that intersectionality is both a catalyst for and outcome of gender equity efforts in the social sciences and other academic STEM fields. As such, approaching gender equity intersectionally can be understood as a way that theory and practice are co-constitutive in social science and hence an important aspect of transforming academic institutions. Through a case study of the US National Science Foundation (NSF) ADVANCE program for gender equity in STEM, I look at the development of ADVANCE from an effort to support women in scientific fields to becoming a program for institutional transformation grounded in an intersectional understanding of women's inequity in the academic labor force. I ask two related questions in the efforts to address gender inequities in STEM. First, what is the relationship between academic institutions (which are simultaneously sites for the discovery of knowledge and gender inequality) and the National Science foundation, as the premier American academic institutional funding agency? Second, how has this relationship, through those working on ADVANCE, fundamentally shifted the understanding of the social scientific tools and strategies necessary to advance equity for women in academia? In looking at these questions, I argue that, beyond women's representation in social sciences and academia broadly, intersectionality is an important scholarly advance in social science that offers a dialectical tool for change.

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

Cited by 45 publications

References 85 publications

Perception of COVID‐19 pandemic restrictions on dental researchers

Perception of COVID‐19 pandemic restrictions on dental researchers

U.S. Women Faculty in the Social Sciences Also Face Gender Inequalities

The Social Science of Institutional Transformation: Intersectional Change in the Academy

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