複数の候補者を同時に評価することで,昇進や任期における人種差を減らすことができます
Theodore C Masters-Waage1, Juan M Madera2, Ebenezer Edema-Sillo3
1Health Science Research Institute, University of California at Merced, Merced, CA, USA.
Nature communications
|February 23, 2026
まとめ
教員の昇進と任期に関する決定の共同評価は,黒人とヒスパニック系教員の人種格差を大幅に軽減します. この方法は,意思決定者の期待に反して,昇進の可能性を16.2%増加させます.
科学分野:
- 社会科学 社会科学とは
- 高等教育研究 高等教育研究
- 組織的行動 組織的行動
背景:
- 代表が少ないマイノリティ (URM),特に黒人とヒスパニック系教員は,学術界で重要なキャリアの障壁に直面しています.
- 昇進と任期 (P&T) の決定は,これらの格差がしばしば悪化する重要な時期です.
研究 の 目的:
- 教員のP&T結果における人種差異に対する評価モード (共同対別) の影響を調査する.
- URMの成果に関する評価方法についての教員の認識を理解する.
主な方法:
- 6つの大学で1804のP&T決定を分析し,共同評価と別々の評価プロセスを比較した自然実験を活用しました.
- P&T委員会に所属する289人の教授を対象に調査を行い,評価モードとURMの成果に関する彼らの期待を測りました.
主要な成果:
- 共同評価により,黒人とヒスパニック系教員の否定的な部門投票は,別々の評価と比較して9%減少しました.
- この否定的な投票の減少は,URMの教員の昇進の可能性の16.2%の上昇に転じました.
- 共同評価の観察された肯定的な影響と教員の期待の間には,大きな不一致が存在し,ほとんどの教員は,別々の評価がURMにとってより有益であると期待しています.
結論:
- 共同プロセスをシミュレートするために評価モードを変更することで,学術P&Tにおける人種差異を効果的に軽減することができます.
- この発見は,現存する教員の認識に異議を唱え,アカデミーにおけるURMの代表性を改善するための予期せぬ経路を強調しています.
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