Seeking Solutions Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013) / Chapter Skim
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Appendix D: Annotated Bibliographies
Appendix D: Annotated Bibliographies
Pages 135-150
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From page 135... ...
The data show that growth of women faculty members in mathematics departments was minimal from 2002-2009, with tenured/tenure-track female faculty members only making up 13 percent of the total faculty at doctoral granting universities, but 27 percent of the faculty at master's granting universities in 2009. Female faculty are employed at higher percentages in non-tenure track (37 percent)
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Men are four times more likely to have full-time faculty positions in S&E positions, even as women's representation in doctoral degree programs is increasing. There is an inverse proportion of institutional prestige and proportion of female faculty members, and URM women were less likely to be in tenured positions.
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: 89. This article discusses data on African American, Hispanic, and Native American faculty in STEM disciplines based on data from NSF in 2007.
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2008. 33 Years of Women in Science and Engineering Faculty Positions (Special Report NSF 08-323)
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Cambridge, MA: MIT. The Academic Experience for Women of Color While the references in the "Overview of the Pipeline" section provide a quantitative assessment of the state of women of color in STEM disciplines, there are many qualitative studies that examine additional, and more personal, details about the academic experience of women of color.
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This paper describes a study of ten minority women from the University of California System who received Ph.D.s between 1980 and 1990 that examined the graduate school experience of these women and presents the multiplicity of answers that individual women find for themselves. In general, the women in this study reported positive experiences such as support from teachers and families, support from their advisors, ability to secure funding, and participation in various forms of formal and informal minority support mechanisms.
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In this sample set, white women scientists had a greater likelihood of being higher in rank and felt more influential in their departments than women of color faculty. For women faculty, the greater the feeling of sexism exists within the department, the less the women perceived their influence and job satisfaction.
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Using a weighted sample of 13,884 faculty from the 2004 National Study of Postsecondary Faculty, we found a gendered division of labor that is mitigated by a critical mass of women faculty in the discipline. Results lend empirical support to theories that argue critical-mass attainment positively impacts equity in resource distribution and time allocation.
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The following references describe the effect of explicit and implicit bias on female and underrepresented minorities' ability to succeed in math and science disciplines and progress in their careers. Annotated Bibliography Bavishi, A
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The studies revealed that exposure to female STEM experts promoted positive implicit attitudes and stronger implicit identification with STEM, greater self-efficacy in STEM, and more effort on STEM tests. The authors suggest that the benefit of seeing same-sex experts is driven by greater subjective identification and connectedness with these individuals, which in turn predicts enhanced self-efficacy, domain identification, and commitment to pursue STEM careers.
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of today's women and underrepresented minority chemists and chemical engineers say they were discouraged from pursing a STEM career at some point in their lives. Leading workplace barriers for the female and minority chemists and chemical engineers include managerial bias, company/organizational/institutional bias, a lack of professional development, no/little access to networking opportunities, and a lack of promotional/advancement opportunities.
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Gender differences in STEM disciplines: From the aspects of informal professional networking and faculty career development. Gender Issues 28:34154.
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The following references describe some of the recommendations that have been proposed in journal articles, reports from the National Academies, and various workshops. Annotated Bibliography Bilimora, D
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This report summarizes the proceedings of a 2008 meeting planned by the Women in Biomedical Research Workgroup at the NIH that highlighted best practices in place or under development at academic health centers and in private industries to increase the participation of women in biomedical careers. Top-down strategies by many private corporations have retained and promoted talented women during a time when academic institutions were not able to achieve similar success in these goals, though isolated academic institutions have achieved successes that were highlighted at the meeting.
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: 172-208. This paper provides a synthesis of empirical research produced over the last forty years, highlighting the variety of factors that support or challenge underrepresented minority women in STEM undergraduate and graduate programs.
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Journal of Women's Health and Gender-Based Medicine, 10, 541-550. This paper summarizes national trends of women and minorities in U.S Academic Medicine programs and further highlights six programs funded by the National Centers of Excellence in Women's Health initiative that were required to develop a specific focus on careers of minority women faculty.
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