The Association of Women in Science (AWIS) recently issued this statement in response to a high level director’s resignation from a key government STEM office. Their statement calls out an ongoing pattern (both at the national and local level) of institutional negligence in which organizational leaders have regularly failed to proactively respond to practices of discrimination, harassment, and bullying in a timely manner. They instead dismiss the importance or impact of discriminatory events leading to a public perception that nothing is being addressed, a perception that demoralizes institutional climate. Vetting candidates for leadership should include careful assessment of these issues. If issues arise after hire, proactive responses are important; organizations must enforce a zero tolerance policy for bullying and harassment. The AWIS statement repeats a common example in which BIPOC faculty are frequently mistaken for a staff occupational identity and we note that this example itself perpetuates inequity, both for those faculty and for those whose occupation is implicitly disparaged. Routing out the systemic patterns of discrimination that have become commomplace is difficult and requires vigilance and a demonstrated commitment to zero tolerance.
Today’s feature was shared with us by the ADVANCE Team. If you have an article you think we should feature, please email it to email@example.com and we will consider adding it to the ADVANCE Weekly Roundup.
The ADVANCE Weekly Roundup is brought to you by ADVANCE at Michigan Tech, which is an NSF-funded initiative dedicated to improving faculty career success, retention, diversity, equity, and inclusion. To learn more about this week’s topic, our mission, programming efforts, and to check out our growing collection of resources, contact us at (firstname.lastname@example.org) or visit our website: www.mtu.edu/advance.