Seeking Solutions Maximizing American Talent by Advancing Women of Color in Academia: Summary of a Conference (2013) / Chapter Skim
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Appendix A-2: Women of Color among STEM Faculty: Experiences in Academia
Appendix A-2: Women of Color among STEM Faculty: Experiences in Academia
Pages 93-107
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From page 93... ...
partly attributes the severe underrepresentation of women and ethnic minorities in STEM academia to an unwelcoming institutional and departmental culture. In a survey of over 1,800 STEM faculty members at 56 universities, an individual's "sense of fit" or sense of belonging to their department was the single most important climate factor predicting job satisfaction (Trower, 2008)
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From page 94... ...
We compare URM women with STEM colleagues in terms of sources of stress, workload demands, and satisfaction. Although there are few sources of quantitative data that have a large enough sample size to make definitive statements about STEM women of color as a group, the national faculty surveys administered triennially by the Cooperative Institutional Research Program (CIRP)
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From page 95... ...
Academic department or field of study is typically not considered when soliciting participation in the HERI faculty survey from institutions or in the development of supplemental samples targeted to complete all areas of the sample stratification scheme. However, in 2007 and 2010, HERI sought supplemental STEM faculty samples, targeting institutions that had participated in CIRP administered student surveys as part of a longitudinal study of URM undergraduate student experiences in STEM sponsored by the National Science Foundation and the National Institutes of Health (see Web site http://heri.ucla.edu/nih/)
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From page 96... ...
Table A-2-1 Proportion of STEM Faculty in Sample by Race/Ethnicity, Gender, and Academic Rank (n=11,039) Academic Rank Population N % of Professor Associate Assistant Lecturer No Rank sample /Instructor Data URM women 272 2.5 16.2 24.6 31.3 23.5 4.4 Asian women 258 2.3 18.6 29.5 30.2 15.1 6.6 White women 3857 34.9 22.5 28.8 29.6 14.4 4.7 URM men 374 3.4 28.6 27.8 21.9 16.3 5.3 Asian men 565 5.1 30.8 24.1 28.8 6.5 9.7 White men 5713 51.8 41.8 26.3 17.8 8.6 5.5 Note: The categories for Latino, Native American, and African American have been collapsed into the category "underrepresented minority" (URM)
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From page 97... ...
. In a survey of female faculty in tenured senior positions in science and engineering, women faculty reported feeling invisible and marginalized within their departments and excluded from participating in important decisions affecting the departments (MIT, 1999)
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From page 98... ...
. Not surprisingly, white women and individuals from ethnic minority groups report that they must work harder than their white male peers to gain similar levels of recognition or status (Conley, 1998)
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From page 99... ...
It should be noted, however, that subtle discrimination is not the only or primary source of stress among underrepresented minority women faculty in STEM. National data have typically shown gender differences in sources of stress among faculty, and more recent research indicates that this is still largely the case (Hurtado et al., 2012b)
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From page 100... ...
. Table A-2-3 Percentage of Faculty by Race Responding Having Experienced "Somewhat" or an "Extensive" Amount of Stress in the Last Two Years Due to the Following Stressors: Top ten stressor for URM female faculty in URM URM White White STEM women men women men Lack of personal time 86.4 69.7*
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From page 101... ...
Specifically, a higher percentage of white women report spending five or more hours per week on scheduled teaching and preparing for teaching than other STEM faculty. Table A-2-4 Percent of STEM Tenure-Track Faculty Working 5+ Hours/Week on Respective Task.
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From page 102... ...
. These realities may partially explain why female faculty holding professorial rank in various fields across the academy express a lack of confidence in the equity of the tenure process, in which they acknowledge that their male colleagues do not understand the sacrifices they make to remain devoted to their career (Wasburn, 2004)
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From page 103... ...
. The HERI STEM faculty data show that 21.2 percent of URM women reported that they interrupted their professional career for one year or more due to family reasons.
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From page 104... ...
Provosts can request that deans and department chairs review the gaps associated with specific salary differences to consider corrective action. Second, studies can be conducted of women faculty who are considering leaving the institution and/or have left in order to identify patterns in a local context and potential institutional policy solutions.
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2009. The American College Teacher: National Norms for the 2007-2008 HERI Faculty Survey.
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2004. Appeasing women faculty: A case study in gender politics.
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From page 107... ...
2006. Perceptions of African American male junior faculty on promotion and tenure: Implications for community building and social capital.
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