Colloquium talks at prestigious universities both create and reflect academic researchers' reputations. Gender disparities in colloquium talks can arise through a variety of mechanisms. The current study examines gender differences in colloquium speakers at 50 prestigious US colleges and universities in 2013-2014. Using archival data, we analyzed 3,652 talks in six academic disciplines. Men were more likely than women to be colloquium speakers even after controlling for the gender and rank of the available speakers. Eliminating alternative explanations (e.g., women declining invitations more often than men), our follow-up data revealed that female and male faculty at top universities reported no differences in the extent to which they () valued and () turned down speaking engagements. Additional data revealed that the presence of women as colloquium chairs (and potentially on colloquium committees) increased the likelihood of women appearing as colloquium speakers. Our data suggest that those who invite and schedule speakers serve as gender gatekeepers with the power to create or reduce gender differences in academic reputations.

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Winter Storm Uri of February 2021 left millions of United States residents without access to reliable, clean domestic water during the COVID19 pandemic. In the state of Texas, over 17 million people served by public drinking water systems were placed under boil water advisories for periods ranging from one day to more than one month. We performed a geospatial analysis that combined public boil water advisory data for Texas with demographic information from the 2010 United States Census to understand the affected public water systems and the populations they served. We also issued a cross-sectional survey to account for people’s lived experiences. Geospatial analysis shows that the duration of boil water advisories depended partly on the size of the public water system. Large, urban public water systems issued advisories of intermediate length (5–7 days) and served racially diverse communities of moderate income. Small, mostly rural public water systems issued some of the longest advisories (20 days or more). Many of these systems served disproportionately White communities of lower income, but some served predominantly non-White, Hispanic, and Latino communities. In survey data, “first-generation” participants (whose parents were not college-educated) were more likely to be placed under boil water advisories, pointing to disparate impacts by socioeconomic group. The survey also revealed large communication gaps between public water utilities and individuals: more than half of all respondents were unsure or confused about whether they were issued a boil water advisory. Our study reinforces the need to improve resilience in public water services for large, diverse, urban communities and small, rural communities in the United States and to provide a clear and efficient channel for emergency communications between public water service utilities and the communities they serve.

Purpose: This study examined the impact of using a collaborative process with person-centered teams and a functional assessment of problems in the workplace to design individualized goals and self-management interventions to support young adults with disabilities. These young adults had achieved employment through a customized employment process but were beginning to face challenges maintaining and advancing in their job roles.Method: A single subject, multiple baseline study was conducted with three individuals ages 22–29 years with autism and/or intellectual disability to determine the impact of the intervention on on-task behavior and job task completion.Results: The results suggest that the process can lead to meaningful change in the on-task and job completion behavior of young adults with disabilities in inclusive employment settings, although there were limitations.Conclusion: The findings, outcomes, and implications confirm and extend our understanding of the impact of person-centered teams, goal setting, functional assessment, and self-management after young adults with disabilities are employed in community-based settings.

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People with stigmatized identities may use identity management strategies to reduce and combat workplace discrimination (see Lyons et al., 2018; Singletary & Hebl, 2009). Goffman (1963) describes "stigma" as an attribute creating "undesired differentness" that is "discredited" (immediately evident) or "discreditable" (not immediately perceived) by society. Identity management strategies influence how others perceive this stigma and the stigma bearer. Such strategies involve various approaches such as calling attention to one's stigmatized identity, concealing one's stigmatized identity, or changing one's behavior when interacting with others. Although targets of workplace discrimination should not be held responsible as the sole or primary combatants of discrimination (Ruggs, Martinez, & Hebl, 2011), research shows that engaging in identity management strategies is an effective way to reduce workplace discrimination, particularly subtle forms of discrimination (Jones, Peddie, Gilrane, King, & Gray, 2016). In the current study, we examine acknowledgment (i.e., openly addressing one's marginalized stigma characteristic) as an identity management strategy for racial minorities, particularly Black people. Given the continued displays of discrimination against racial minorities in the U.S., it is clear that being Black in the U.S. still invokes a tremendous amount of negativity in certain contexts, including the workplace. Indeed, a recent meta-analysis examining hiring discrimination against racial minorities showed that although there appears to be some decline in hiring discrimination against Hispanic job applicants over the past 25 years, there has been no significant change in levels of hiring discrimination against Black job applicants during this time period (Quillian, Pager, Hexel, & Midtbøen, 2017). According to these meta-analytic findings, both Black and Hispanic job applicants experienced hiring discrimination over the past 25 years compared to White job applicants; however, the levels of discrimination are somewhat more ABSTRACT KEYWORDS Research underscores engagement in identity management strategies as an effective way to reduce workplace discrimination, particularly subtle forms of discrimination. The aim of the current study is to examine the use and effectiveness of different methods of the specific identity management strategy of acknowledging race as a way to reduce workplace discrimination and lead to other positive outcomes for Black individuals. A sample of Black and White individuals with professional work experience participated in an online vignettebased survey. Participants read four short vignettes involving race in the workplace and responded to a series of questions assessing usage of various acknowledgment strategies, affective outcomes, and perceptions of effectiveness. Results revealed that Black individuals reported acknowledging their race to a greater extent than did White individuals, and Black people reported positive benefits of affirming race and using humor to discuss their ra...