Signals and Strategies in Hiring Faculty of Color

Tuitt, Frank; Sagaria, Mary Ann Danowitz; Turner, Caroline

doi:10.1007/978-1-4020-5666-6_10

Cited by 30 publications

(23 citation statements)

References 42 publications

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“…That academics with a migrant background often work at small universities in lower-status positions and salaries than "white" academics has already been documented in American and British studies (see Fenton et al 2000;Carter 2003;Tuitt et al 2007;Turner et al 2008;Sang et al 2013;Alexander and Arday 2015).…”

Section: Positions On the Peripherymentioning

confidence: 88%

“…Numerus American and British studies in the field of Higher Education (HE) have demonstrated that non-white academic staff often have short-term contracts and part-time work and are employed in small universities with lower status. Because of these circumstances, they tend to have lower positions and wages than "white" academics (see, for example, Fenton et al 2000;Carter 2003;Tuitt et al 2007;Turner et al 2008;Sang et al 2013;Alexander and Arday 2015). What is being demonstrated in these studies is how "people of color" are excluded from networks of academics who write research applications and receive research funding.…”

Section: Introductionmentioning

confidence: 99%

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The “stranger” among Swedish “homo academicus”

Behtoui

Leivestad

2018

High Educ

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This article deals with individuals of immigrant background in Swedish higher education-i.e., those who have a PhD and work in Swedish universities. The aim of the study is to examine whether and how factors other than academic qualifications-such as gender and migrant background-may affect the individual's ability to find employment and pursue a successful career in a Swedish institution of higher education. The data used in the first section are Swedish registry data (LISA database and population), administered by Statistics Sweden. The second part of the paper is based on semi-structured interviews with 19 academics of migrant background. The results show that, given the same work experience and compared to the reference group (born in Sweden with at least one Swedish-born parent), individuals born in Eastern Europe, Asia, Africa, and South America are, firstly, more likely to be unemployed and, secondly, if they are employed, to have a lower income (lower position). The ways in which such gaps arises are also examined.

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Section: Positions On the Peripherymentioning

confidence: 88%

Section: Introductionmentioning

confidence: 99%

The “stranger” among Swedish “homo academicus”

Behtoui

Leivestad

2018

High Educ

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“…However, top science and engineering research universities are less likely than 4-year colleges and other types of postsecondary institutions to employ women and African American/Black or Hispanic/Latina faculty (Beutel & Nelson, 2006;Kulis, 1998;Kulis et al, 1999;National Research Council, 2001). More selective institutions and institutions with higher expenditures per student are associated with fewer women or URM faculty (Bach & Perrucci, 1984;Szafran, 1984;Tuitt, Sagaria, & Turner, 2007).…”

Section: Institutional-level Factors and Faculty Diversitymentioning

confidence: 99%

The correlation between undergraduate student diversity and the representation of women of color faculty in engineering

Main

Tan

Cox

et al. 2020

J of Engineering Edu

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Background: Despite the critical role of faculty diversity in the persistence and academic experiences of undergraduate students as well as in the development of engineering innovations, women of color (WoC) faculty are still underrepresented in engineering programs across the United States. Purpose/Hypothesis: This study identifies whether the demographic composition of undergraduate engineering students is correlated with the representation of WoC faculty. It also highlights the institutional-and departmental-level factors that contribute to the race-gender diversification of the engineering professoriate. Design/Method: Informed by organizational demography as the theoretical framework, the methods include linear and logit regression analyses. Data come from the American Society for Engineering Education, the Integrated Postsecondary Education Data System, and the American Community Survey, and include engineering departmental-level observations across 345 institutions over 12 years. Results: Engineering departments that award more bachelor's degrees to women African American/Black undergraduate students are more likely to employ relatively more African American/Black women faculty. This positive relationship is also found among Asian Americans and Hispanics/Latinas. Conclusions: Research findings demonstrate the relationship between engineering undergraduate composition, as well as other departmental-and institutional-level factors, and the prevalence of WoC faculty. The findings highlight important areas for stakeholders and academic administrators to consider when developing strategies and programs to diversify the composition of engineering faculty.

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“…Diversity is an important priority for institutions of higher education (Shore et al, ). Racial and ethnic minorities are underrepresented among faculty ranks, and they also encounter negative biases in hiring (e.g., Tuitt, Sagaria, & Turner, ), salary (Renzulli, Grant, & Kathuria, ; Turner, González, & Wood, ), and tenure (e.g., Harris, ; Williams & Williams, ) decisions. There is a general assumption that Asian Pacific Islander Americans (APIAs), commonly seen as “model minorities,” may not be subject to such biases.…”

mentioning

confidence: 99%