The burden of service for faculty of color to achieve diversity and inclusion: the minority tax.
The burden of service for faculty of color to achieve diversity and inclusion: the minority tax.
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DOI：
10.1091/mbc.e20-08-0567
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发表时间：
2020-12-01
影响因子：
3.3
通讯作者：
Trejo J
中科院分区：
文献类型：
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作者：
Trejo J
黑人/非洲裔美国人，拉丁裔/西班牙裔和土著人被排除在科学之外，导致他们在生物医学劳动力中的代表性不足，特别是在学术界。学术机构的教师多样性低得令人无法接受（<6%），并且在过去20年中保持不变。尽管代表性较低，但有色人种的教师不成比例地承担着增强学院多样性和包容性的任务，这往往不利于他们的研究和学术成功。本文提供了一个角度对服务的过度负担放在代表性不足的教师，以实现机构的多样性和包容性。我反映了色彩的教师面临的挑战，试图保持一个有竞争力的研究计划，同时服务于学院的需求，往往在能力大于他们的代表性很强的同行。我还讨论了有色人种教师利用相关的多样性和包容性工作来促进他们的职业发展和学术进步的机会。
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.