Improving biology faculty diversity through a co-hiring policy and faculty agents of change.
Improving biology faculty diversity through a co-hiring policy and faculty agents of change.
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DOI：
10.1371/journal.pone.0285602
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发表时间：
2023
期刊：
影响因子：
3.7
通讯作者：
Rohlfs, Rori V. V.
中科院分区：
文献类型：
--
作者：
Harris, Marissa;Rosser, Sue;Goldman, Michael;Marquez-Magana, Leticia;Rohlfs, Rori V. V.
尽管学生中因民族和种族而被排除在外的人员 (PEER) 人数不断增加，而且越来越多的证据支持 PEER 教员对科学和教育成果产生积极影响的重要性，但在大学教师中，特别是在科学、技术、工程、数学和医学 (STEMM) 领域，其代表性仍然不足。事实上，自 2000 年以来，PEER 教职人员与学生的比例一直在稳步下降。在我们的案例研究中，我们研究了解释生物系内异常多样化的教职人员的形成的因素。我们分析了研究部门近 40 年的招聘数据，结果表明，与两个国家数据集相比，该部门（研究部门）无论在历史上还是现在，教师中 PEER 的比例都保持着显着较高的比例。此外，我们还确定了有助于聘用同行担任终身教授和终身教授职位的因素。我们观察到，在实施联合招聘政策的同时，同行的招聘量显着增加（p = 0.04），该政策允许在至少一名候选人是同行的情况下，一次搜索即可聘用两名员工。相比之下，姐妹部门的三位关键知情人报告说，联合招聘政策并没有导致同行聘用，相反，不同的做法是有效的。根据这些做法之一，我们观察到至少有一名 PEER 成员的遴选委员会与 PEER 招聘之间可能存在关联 (p = 0.055)。此外，遴选委员会中特定教员（变革推动者）的存在与同行聘用有关。在本案例中，研究了基于利益趋同原则的联合聘用政策的结合，以纠正招聘不平等问题，以及变革推动者的存在，增加了 STEMM 系中教师的同行代表性。
Persons Excluded due to Ethnicity and Race (PEERs) remain underrepresented in university faculties, particularly in science, technology, engineering, math and medicine (STEMM) fields, despite increasing representation among students, and mounting evidence supporting the importance of PEER faculty in positively impacting both scientific and educational outcomes. In fact, the ratio of PEER faculty to students has been steadily dropping since 2000. In our case study, we examine the factors that explain creation of an unusually diverse faculty within a biology department. We analyzed nearly 40 years of hiring data in the study department and show that this department (the study department), historically and currently, maintains a significantly higher proportion of PEERs on faculty as compared to two national datasets. Additionally, we identify factors that contributed to hiring of PEERs into tenure and tenure-track positions. We observed a significant increase in the hiring of PEERs concurrent with the implementation of a co-hiring policy (p = 0.04) which allowed a single search to make two hires when at least one candidate was a PEER. In contrast, three key informants at sister departments reported that co-hiring policies did not result in PEER hires, but instead different practices were effective. In line with one of these practices, we observe a possible association between search committees with at least one PEER member and PEER hiring (p = 0.055). Further, the presence of particular faculty members (Agents of Change) on search committees is associated with PEER hiring. In this case study the combination of a co-hire policy based on the principle of interest-convergence to redress hiring inequities, along with the presence of agents of change, increased faculty PEER representation in STEMM departments.
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影响因子：
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作者：
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DOI：
10.1080/01596306.2013.822616
发表时间：
2013-10-01
影响因子：
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作者：
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通讯作者：
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