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Seeking Solutions Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013) / Chapter Skim
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Appendix E-3: Women of Color in Astronomy and Astrophysics
Pages 160-165

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From page 160...
... These by-invitation-only activities include: serving on peer review panels and on telescope time allocation committees; refereeing journal articles; delivering invited talks at conferences, etc. Again, WoC often lack the connections necessary to receive these invitations.
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From page 161...
... WoC in astronomy graduate programs encounter not only subtle signs that this is not the case but also even more damaging, overt indications, including: not being taken seriously in complaints of harassment or bias; inability to find department faculty to work with; and exclusion from department activities (e.g., meeting planning, departmental committees, social gatherings at professors' houses)
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From page 162...
... In addition, professional societies could provide regular opportunities for such training at their conferences. An important resource is the University of Michigan ADVANCE Faculty Recruitment Guide.12 Key external participants: Funding agencies, leaders in the academy, experts in diversity, policy makers, and professional societies.
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From page 163...
... Once identified, these researchers can be invited to serve on review panels and similar bodies. Key external participants: Funding agencies, professional societies, academic departments Barriers addressed: #1,2 Encourage the development of a network and support group among WoC at the professional level as a part of, while distinct from, initiatives directed towards women or minorities in the field.
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From page 164...
... Key external participants: Funding agencies, professional associations, leaders of fields, academic institutions Barriers addressed: #1,2,3,4,5,7,9 AAS Initiatives Relevant to WoC We hope that the AAS can be engaged in implementing the above steps. The following already existing initiatives are not specifically designed for WoC but are intended to lower barriers to an astronomy career.
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From page 165...
... APPENDIX E WRITTEN TESTIMONIES Since 1971, Spelman College has increased the percentage of its students earning STEM degrees from 9 percent to 30 percent.15 Key factors in its success include: a strong institutional vision combined with cooperation between faculty and administrators; external funding; and strategic partnerships with research institutions, national labs, and private STEM companies. The recommendations in this testimony are consistent with this philosophy.
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Key Terms

  • majority institutions
  • underrepresented minorities
  • effective mentoring
  • spelman college
  • hiring practices

  • review panels
  • american astronomical
  • woc graduate
  • astronomical society
  • fair hiring

  • major conferences
  • harlow shapley
  • require diversity
  • applied social
  • unfavorable department

  • undergraduate science
  • journal articles
  • astronomy career
  • develop coping
  • lower barriers

  • learning communities
  • insider status
  • departmental committees
  • invited talks
  • physics programs

  • language supportive
  • graduate student
  • encourage fair
  • successful undergraduate
  • minimize implicit


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