Do Diversity Awards Discourage Applicants From Marginalized Groups From Pursuing More Lucrative Opportunities?

Germano, Adriana L.; Ziegler, Sianna A.; Banham, Laura; Cheryan, Sapna

doi:10.1177/0956797621993109

Cited by 6 publications

(8 citation statements)

References 24 publications

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“…Thus, graduate psychology programmes need to advocate to higher level bodies within their institutions to ensure that admissions scholarship structures also support diversification efforts. Additionally, BIPOC scholarships may discourage students from applying for more financially beneficial awards, particularly if the awards cannot be held in unison (Germano et al, 2021). Combined funding structures to promote diversity within research already exist in some places.…”

Section: Discussion: Potential Solutionsmentioning

confidence: 99%

“…Because this scholarship is added to the general OGS, laureates do not have to choose between a larger, unrestricted reward and a smaller diversity award. Research findings demonstrate that students tend to pick the smaller diversity award in part because they perceive a better fit and a higher likelihood of success compared to unrestricted reward even when the number of awardees is equal (Germano et al, 2021). Psychology programmes, professors, and researchers—particularly those involved with policy and decision-making bodies—need to advocate for changes in funding structures, procedures, and policies to improve BIPOC equity.…”

Section: Discussion: Potential Solutionsmentioning

confidence: 99%

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Increasing the representation of Black, Indigenous, and People of Colour as students in psychology doctoral programmes.

Sarr¹,

Knight²,

Strauss³

et al. 2022

Canadian Psychology / Psychologie canadienne

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There have been persistent calls for increased representation of Black, Indigenous, and People of Colour (BIPOC) in all aspects of the psychology workforce. For equity to occur in the profession and delivery of services, there must be equity in access to graduate-level training in psychology. In this article, we discuss systemic racial inequity in access to Canadian psychology graduate programmes. We reviewed literature to investigate admissions evaluation criteria for racial bias using the University of Ottawa, School of Psychology's publicly available ranking grid as an example. This scoring grid provides a transparent evaluation process that includes elements common to many Canadian programmes. We reviewed literature relevant to predictive validity and racial bias in the grid elements. Our review was guided by two questions: (a) What evidence is there that ranking grid items and other commonly used admissions criteria predict psychology graduate student success? (b) Do the criteria maintain systemic racial bias in the selection of graduate students? We found that all items on the admissions ranking grid were biased, suggesting that racial bias in admissions criteria maintains systemic racism against BIPOC applicants. We propose both concrete and policy/advocacy recommendations to improve access to psychology graduate education for BIPOC groups; these recommendations may benefit other underrepresented groups as well. Public Significance StatementBIPOC are disproportionately underrepresented in Canadian graduate psychology programmes, resulting in few BIPOC working in psychology professions in Canada. This lack of representation has devastating impacts on the profession of psychology as a whole (e.g., lack of diverse thought), and importantly, the health of racialized communities (e.g., lack of culturally appropriate practices and services). The recommendations provided herein can inform changes in policy and procedures to promote racial equity, diversity, and inclusion in the field of psychology.

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Section: Discussion: Potential Solutionsmentioning

confidence: 99%

Section: Discussion: Potential Solutionsmentioning

confidence: 99%

Increasing the representation of Black, Indigenous, and People of Colour as students in psychology doctoral programmes.

Sarr¹,

Knight²,

Strauss³

et al. 2022

Canadian Psychology / Psychologie canadienne

View full text Add to dashboard Cite

show abstract

“…Namely, they may give the illusion of equitable candidate selection, but in actuality, convey the dual message that diversity awards are for applicants from marginalized racial/ethnic groups, whereas unrestricted awards (e.g., no eligibility criteria based on race/ethnicity) are for applicants from dominant cultural groups. Germano and colleagues ( 2021 ) found that, when presented with both diversity and unrestricted awards, applicants from marginalized racial/ethnic groups were more likely to prioritize submitting to diversity awards over unrestricted awards, even when the monetary prize was less. This limits the diversity of the applicant pool for awards that are often more prestigious and lucrative, and contributes to unrestricted awards being disproportionately awarded to White individuals (Germano et al, 2021 ).…”

Section: Leadership: Accountability To the Recruitment Retention And ...mentioning

confidence: 99%

“…Germano and colleagues ( 2021 ) found that, when presented with both diversity and unrestricted awards, applicants from marginalized racial/ethnic groups were more likely to prioritize submitting to diversity awards over unrestricted awards, even when the monetary prize was less. This limits the diversity of the applicant pool for awards that are often more prestigious and lucrative, and contributes to unrestricted awards being disproportionately awarded to White individuals (Germano et al, 2021 ). Rather than eliminating diversity awards, increase the financial value of diversity awards, and/or update the purpose and criteria of unrestricted awards to emphasize cultural diversity (Germano et al, 2021 ).…”

Section: Leadership: Accountability To the Recruitment Retention And ...mentioning

confidence: 99%

“…This limits the diversity of the applicant pool for awards that are often more prestigious and lucrative, and contributes to unrestricted awards being disproportionately awarded to White individuals (Germano et al, 2021 ). Rather than eliminating diversity awards, increase the financial value of diversity awards, and/or update the purpose and criteria of unrestricted awards to emphasize cultural diversity (Germano et al, 2021 ).…”

Section: Leadership: Accountability To the Recruitment Retention And ...mentioning

confidence: 99%

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Accountability in promoting representation of historically marginalized racial and ethnic populations in the eating disorders field: A call to action

Goel

Mathis

Egbert

et al. 2022

Intl J Eating Disorders

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Promoting representation of historically marginalized racial and ethnic populations in the eating disorders (EDs) field among professionals and the populations studied and served has long been discussed, with limited progress. This may be due to a reinforcing feedback loop in which individuals from dominant cultures conduct research and deliver treatment, participate in research, and receive diagnoses and treatment. This insularity maintains underrepresentation: EDs in historically marginalized populations are understudied, undetected, and undertreated. An Early Career Investigators Workshop generated recommendations for change that were not inherently novel but made apparent that accountability is missing. This paper serves as a call to action to spearhead a paradigm shift from equality to equity in the ED field. We provide a theoretical framework, suggest ways to disrupt the feedback loop, and summarize actionable steps to increase accountability in ED leadership and research toward enhancing racial/ethnic justice, equity, diversity, and inclusion (JEDI). These actionable steps are outlined in the service of challenging our field to reflect the diversity of our global community. We must develop and implement measurable metrics to assess our progress toward increasing diversity of underrepresented racial/ethnic groups and to address JEDI issues in our providers, patients, and research participants.

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Disparities in funding for Nobel Prize awards in medicine and physiology across nationalities, races, and gender

Neikirk,

Vue,

Vue

et al. 2024

Journal Cellular Physiology

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Since 1901, the Nobel Prize in Physiology and Medicine has been awarded to numerous individuals for their outstanding contributions. This article presents a comprehensive analysis of the Nobel Prize recipients, focusing on gender, race, and nationality. We observe that an alarming disparity emerges when we examine the underrepresentation of Black scientists among Nobel laureates. Furthermore, trends in nationalities show how Americans make up the majority of Nobel Prize winners, while there is a noticeable lack of gender and racial minority winners of the Nobel Prize in Physiology and Medicine. Together, this highlights the importance of diversity and inclusion in scientific achievement. We offer suggestions and techniques, including funding opportunities and expanding nominators, to improve the gender, racial, and geographical diversity of Nobel Prizes.

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Do Diversity Awards Discourage Applicants From Marginalized Groups From Pursuing More Lucrative Opportunities?

Cited by 6 publications

References 24 publications

Increasing the representation of Black, Indigenous, and People of Colour as students in psychology doctoral programmes.

Increasing the representation of Black, Indigenous, and People of Colour as students in psychology doctoral programmes.

Accountability in promoting representation of historically marginalized racial and ethnic populations in the eating disorders field: A call to action

Disparities in funding for Nobel Prize awards in medicine and physiology across nationalities, races, and gender

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