The burden of service for faculty of color to achieve diversity and inclusion: the minority tax

Abstract

The exclusion of Blacks/African-Americans, Latinx/Hispanics, and Indigenous people from science has resulted in their underrepresentation in the biomedical workforce, especially in academia. Faculty diversity at academic institutions is unacceptably low (<6%) and has remained unchanged in the past 20 years. Despite low representation, faculty of color are disproportionately tasked with service to enhance diversity and inclusion of the academy, often to the detriment of their research and academic success. This essay offers a perspective on the undue burden of service placed on underrepresented faculty to achieve institutional diversity and inclusion. I reflect on the challenges that faculty of color face trying to maintain a competitive research program while serving the needs of the academy, often in a capacity greater than that of their well-represented peers. I also discuss opportunities for faculty of color to leverage related diversity and inclusion work to boost their career progression and academic advancement.

Provider, Heal Thy System: An Examination of Institutionally Racist Healthcare Regulatory Practices and Structures

“…If we are to move towards true racial equity in mental healthcare, only training providers to be culturally sensitive and respectful towards communities to which they do not belong, is not, and never will be, enough. Addressing this training deficit will require both a systemic assessment of policies that shape cultural responsiveness training across MFT and within individual institutions, and institutional protection of faculty who push for this deeper level of reflection, particularly if it falls onto faculty of color, as diversity efforts often do (Balzora, 2021;Trejo, 2020).…”

Building Diverse Mentoring Networks that Transcend Boundaries in Cancer Research

“…Furthermore, we believe the engagement of mentors in mentoring networks must be shared between PEER scientists and non-PEER scientists, to uphold the core values of scientific institutions regarding diversity, equity, and inclusion (DE&I). It is well documented that PEER scientists experience increased service burdens regarding DE&I work [14], and thus, we believe it is necessary for non-PEER scientists to take on some of this responsibility to promote a more equitable environment. Through participation in these mentoring networks, non-PEER scientists can gain a deeper understanding of specific considerations for mentoring PEER scientists, which will benefit both mentors and mentees.…”

Preparing for tenure and promotion at PUI institutions

“…Stories of faculty taking on an outsized service burden, compared to their peers, not only find that they fail to be rewarded or accommodated for these efforts, but that their odds of being promoted are diminished as they have less time for the key twin pillars of teaching and scholarship [ 53 , 54 ]. This is particularly true for women and underrepresented minority faculty that are sometimes asked to take on additional service roles to help their department or university to achieve their diversity and inclusion goals, and it has been termed a “minority tax” [ 55 – 58 ]. At its best, service allows you the opportunity to engage with the larger community, participate in university decision making, and provides opportunities for professional development through professional service.…”