Underrepresented minority faculty in the USA face a double standard in promotion and tenure decisions
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Summary
This summary is machine-generated.Underrepresented minority (URM) faculty face bias in promotion and tenure decisions, receiving more negative votes and less unanimous support. Scholarly productivity is judged by a double standard, disproportionately affecting URM women.
Area Of Science
- Social Sciences
- Higher Education Studies
- Academic Equity
Background
- Underrepresented minority (URM) faculty encounter systemic challenges throughout academia.
- Previous research indicates disparities in admissions and grant funding for URM individuals.
Purpose Of The Study
- To investigate if existing academic challenges extend to promotion and tenure (P&T) processes.
- To analyze potential biases in P&T decisions based on race and ethnicity.
Main Methods
- Analysis of P&T decision data from 1,571 faculty members across five US universities.
- Statistical examination of voting patterns and the impact of scholarly productivity metrics (h-index).
Main Results
- URM faculty received 7% more negative votes and were 44% less likely to achieve unanimous P&T committee support.
- A double standard was evident, with lower h-indexes judged more harshly for URM faculty.
- Intersectional faculty, particularly URM women, experienced amplified differential treatment, which was mitigated by positive external reviewer comments on scholarship.
Conclusions
- Findings support the double standard hypothesis in academic P&T evaluations.
- Biased P&T decision-making processes contribute to the ongoing underrepresentation of URM faculty in tenured positions.
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