While the representation of women and minorities in higher education administrator roles is climbing, these individuals still face significant discrepancies in pay. Representation in primary roles is lower than in supporting administrative roles. “Women are paid less than men in nearly all administrative positions, as are people of color,” which is linked to how much . . .
All situations related to equal treatment, equal access, equal opportunity.
Microaggressions are “silent destroyers of a university’s climate.” They are often unintentional, indirect, or subtle instances in which a statement or action marginalizes an underrepresented group. Microaggressions affect people and groups long after the actual experience. Thus education and avoiding microaggressions is critical to improving campus climate and the focus of this week’s Weekly Roundup. . . .
The focus of today’s ADVANCE Weekly Roundup article highlights that requesting pay history in job applications can increase bias and offer discrepancies. By simply ceasing to ask applicants about pay history, we can make significant strides toward a more equitable and inclusive hiring process. In fourteen states, this is ingrained into hiring laws; however Michigan . . .
Repeatedly tapping minority ethnic and gender groups for additional service responsibilities can disproportionately burden these academicians. As these burdens accumulate and begin to impact their scholarly activities, they experience what is known as “cultural taxation.” This week’s edition of the ADVANCE Weekly Roundup features an article from Nature in which five researchers from minority ethnic . . .
Candidates’ “fit” with the job, the hiring unit, and the campus is deemed critical yet this is a determination that can be quite subjective. Empirically, such determinations account for only 20-25% of the decision to hire or not. This week’s edition of the ADVANCE Weekly Roundup features a 2020 article from The Journal of Higher . . .
Over the course of the last several months, we have seen numerous articles that emphasize the disproportionate burdens and obstacles facing women in academia as a result of the Coronavirus pandemic. Few articles however have offered ideas on how to mitigate these burdens. This week’s edition of the ADVANCE Weekly Roundup features an article from Nature in . . .
In business, diverse perspectives are known to drive innovation and profitability. Diverse perspectives drive innovation in all aspects of academia as well. A recent study emphasizes these innovations in the research arena and also highlights the fact that novel contributions by gender and ethnic minorities in academia are not as readily adopted by their peers. . . .
Best practices in inclusive hiring often involve a series of checks and balances. However, postdoctoral positions such as Postdoctoral Researcher, Research Scientist, and Research Engineers are often reviewed only by the Principal Investigator without these checks and balances. A study from Florida International University investigated the presence of bias in postdoctoral application reviews based on . . .
As we transition back to campus and embark on a new normalcy before fall, it is critically important that we remember that while all in academia were impacted by the pandemic, not everyone shouldered the burden equally. The literature suggests that extra household burdens likely impacted the productivity of women, especially women of color the . . .
In many situations, whether during the hiring process, choosing invited speakers or making nominations for prizes/awards, our unconscious biases can have a great impact. These unconscious or unintentional decisions are known as implicit biases. We all have them and what is important is how we work to consciously mitigate effects of the biases. This week’s . . .