Building a workforce of diverse women leaders: Understanding intersectional identities

Abstract

BackgroundWomen have made significant advancements in the dentist workforce, growing from 20% of dentists in 2005 to 34.5% in 2020. Women have also made inroads in academic dentistry. While much scholarship has documented a growing feminization in dentistry and efforts to promote gender equity in the profession, there has been less exploration of the intersectional identities of these women. This manuscript explores how academic dentistry can support diverse women's leadership focusing on intersectional identities.MethodsApplying the theoretical framework of intersectionality, we assess publicly available data to explore the percentages of faculty and deans who are women of color. Drawing upon best practices in higher education and our personal experiences, we explore opportunities to increase participation and support the advancement of women of color in academia.ResultsIn the academic year 2018–2019, of the 5066 full‐time faculty members, 40.5% were women. Minoritized women comprised 13.4% of full‐time faculty members, compared to White women who were 20.6% of full‐time faculty. Minoritized women comprised 7.3% of dental school deans, compared to White women who were 17.6% of deans.ConclusionIntersectionality allows for a deeper examination of women in academic dentistry. Women of color are often erased in discussions about women in academic dentistry, even as the profession celebrates the progress made by women. Embracing the intersectional identities of women and by extension, people who identify as gender non‐confirming may help dental schools to become humanistic environments where faculty and leadership represent the growing diversity in the profession and in the world.