Intersectionality and women’s advancement in the discipline and across the academy
Intersectionality and women’s advancement in the discipline and across the academy
复制标题
该学科和整个学院的交叉性和女性进步
DOI：
10.1080/21565503.2016.1170706
复制
发表时间：
2016
期刊：
影响因子：
--
通讯作者：
W. Smooth
中科院分区：
文献类型：
--
作者：
W. Smooth
在这篇文章中，我通过交叉性的视角来探讨有色人种女性在学院的经历。我用交叉性研究的三个主要经验来构建有色人种女性在学术界的经历，特别是身份对有色人种女性在政治科学等领域的经历的影响，这些领域的人数很少。除了概述她们的经历之外，我还对有色人种女性的支持和干预策略进行了批判性的讨论，这些支持和干预策略不仅能让有色人种女性获得终身教职，还能让她们建立可持续的职业生涯。这些策略和干预措施依赖于“两者兼而有之”的策略，使用在学院中常见的策略，以及针对有色人种女性的独特策略。这些策略和干预措施需要部门主管、院长和其他高级大学领导作为盟友，支持有色人种女性做出的可能偏离常规的职业发展决定。在创造各种职场文化方面，这些盟友也是重要的合作伙伴，这些文化能让有色人种女性在各自的领域茁壮成长。
ABSTRACT In this article I explore the experiences of women of color in the academy through the lens of intersectionality. I use three major lessons of intersectionality research to frame the experiences of women of color in the academy and in particular how identity matters for women of color’s experiences in fields such as political science where their numbers are quite small. Beyond offering an overview of their experiences, I follow with a critical conversation of the supports and intervention strategies necessary to have women of color not only survive to tenure but build sustainable careers. The strategies and interventions rely on a “both/and” strategy, using strategies that are common in the academy coupled with strategies that are uniquely situated for women of color. These strategies and interventions require department heads, deans, and other senior university leaders to act as allies supporting the career-sustaining decisions women of color make that may deviate from the norm. These allies are also critical partners in creating the types of workplace cultures that allow women of color to thrive in their fields.