Name-based demographic inference and the unequal distribution of misrecognition

Lockhart, Jeffrey W.; King, Molly M.; Munsch, Christin L.

doi:10.1038/s41562-023-01587-9

Cited by 33 publications

(17 citation statements)

References 45 publications

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“…Because women of color have been historically excluded from academic positions, academia remains disproportionately white, and our analyses statistically reflect the experiences of white women. The accuracy of name-based algorithms for estimating race and/or ethnicity labels is uneven across groups ( 80 ), and the unreliability of these tools precludes estimating the attrition of women of color compared to white women, by field and institution. For similar reasons, we were unable to estimate the attrition of gender-diverse faculty, such as nonbinary faculty.…”

Section: Discussionmentioning

confidence: 99%

Gender and retention patterns among U.S. faculty

Spoon,

LaBerge,

Wapman

et al. 2023

Sci. Adv.

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Women remain underrepresented among faculty in nearly all academic fields. Using a census of 245,270 tenure-track and tenured professors at United States–based PhD-granting departments, we show that women leave academia overall at higher rates than men at every career age, in large part because of strongly gendered attrition at lower-prestige institutions, in non-STEM fields, and among tenured faculty. A large-scale survey of the same faculty indicates that the reasons faculty leave are gendered, even for institutions, fields, and career ages in which retention rates are not. Women are more likely than men to feel pushed from their jobs and less likely to feel pulled toward better opportunities, and women leave or consider leaving because of workplace climate more often than work-life balance. These results quantify the systemic nature of gendered faculty retention; contextualize its relationship with career age, institutional prestige, and field; and highlight the importance of understanding the gendered reasons for attrition rather than focusing on rates alone.

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Section: Discussionmentioning

confidence: 99%

Gender and retention patterns among U.S. faculty

Spoon,

LaBerge,

Wapman

et al. 2023

Sci. Adv.

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“…This type of classification is inherently biased unevenly across demographics and groups (please see Methods). 32 Using this methodology, we found that men make up the majority of K99 (n=2028, 58%) and R00 (n=1655, 58%) awardees. The same percentages of men and women K99 awardees convert their K99 awards to R00 awards (Table 2).…”

Section: Resultsmentioning

confidence: 94%

Analysis of NIH K99/R00 Awards and the Career Progression of Awardees

Woitowich¹,

Hengel²,

Vilgalys³

et al. 2023

Preprint

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Postdoctoral research fellows are highly skilled and trained researchers within the academic biomedical research workforce. Those that aspire to continue academic research careers typically seek tenure-track faculty positions as a principle investigator. In the United States of America, the National Institutes of Health (NIH) sponsors a Pathway to Independence Award (K99/R00) mechanism designed to facilitate the transition from postdoctoral fellow to faculty by providing 5-years of funding support during the postdoctoral and faculty phases. This makes postdoctoral fellows with K99/R00 awards attractive candidates for institutions looking to hire faculty because it shows that the candidate has a track record of NIH funding and the institution gets a significant amount of funds in the form of indirect costs once the R00 phase is awarded. This analysis explores how many K99 recipients successfully converted to R00 awards from 2007 to 2022. This analysis also examines which institutions these conversions occurred at and how often postdoctoral fellows with K99 awards were retained at their home institution for the R00 portion of the award or moved to a different institution. The findings of this analysis show that ~170 K99 awardees convert to R00 each year and between 20-35% of those are retained at the institution they received their K99 award at for the R00 phase.

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“…We scored gender based on personal communication with the author or an author's personal pronouns used in public venues such as blogs, websites, email signatures, and social media. Although time-and labor-intensive, this approach reduces error inherent in automated gender recognition algorithms (Lockhart et al 2023) and mitigates erasure of nonbinary and transgender people embedded in automated analysis of names (Keyes 2018). We could not verify gender for small proportion of authors (<0.1%); these were dropped.…”

Section: Methodsmentioning

confidence: 99%

“…We did not attempt to code other axes of intersectional diversity (e.g., race, ethnicity, citizenship, romantic or sexual orientation, age, or ability/disability status). Without self-reporting, accurately coding these identity markers would be impossible (see Lockhart et al 2023).…”

Section: Methodsmentioning

confidence: 99%

Repairing the scaffolding: women authors in Paleobiology

Arens,

Holguin,

Sandoval

2023

Paleobiology

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Women are underrepresented in paleontology. Despite more women students, representation at senior levels remains low. To advance professionally, scientists must disseminate their research through peer-reviewed publications. We examine gendered authorship patterns in Paleobiology to ask whether the publishing infrastructure supports the Paleontological Society's gender-equity goals. We reviewed all papers published in Paleobiology from its inception in 1975 through 2021. For each paper, we recorded each author, the author's position in the author list, and the total number of authors on each paper. We coded gender based on a combination of personal communication and pronouns used in publicly available information. We compared author demographics with anonymized membership data from the Paleontological Society. Over the journal's run, the number of authors per paper increased due to cultural shifts toward collaborative work and acknowledging student contributions with coauthorship. These trends contribute to proportionally more women authors, beginning in the early 2000s. Despite these increases, women remain chronically underrepresented. In 2018, 2019, and 2021, the proportion of women authors in Paleobiology paralleled membership in the Paleontological Society. However, in 2020, Paleobiology published fewer women authors than expected based on society membership. This echoes declines in women's scholarly productivity in the first year of the COVID-19 pandemic observed across many disciplines. We offer four recommendations: (1) practice double-anonymous peer review; (2) recruit editors from diverse backgrounds who invite reviewers with diverse backgrounds; (3) democratize manuscript review by selecting reviewers from a disaggregated reviewer database; and (4) gather and analyze demographic data for both submissions and publications.

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Name-based demographic inference and the unequal distribution of misrecognition

Cited by 33 publications

References 45 publications

Gender and retention patterns among U.S. faculty

Gender and retention patterns among U.S. faculty

Analysis of NIH K99/R00 Awards and the Career Progression of Awardees

Repairing the scaffolding: women authors in Paleobiology

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